ZipRecruiter

Log In

1

Vice President Learning Jobs (NOW HIRING)

Dyne Tx

VP, Learning & Leadership Development

Waltham, MA · On-site

$250/hr

The VP, Learning & Leadership Development is a strategic enterprise leader responsible for designing and executing Dyne's leadership, management, and workforce capability strategy. This role defines ...

Rainier Climate

Vice President, Programs

Bellevue, WA · On-site

In partnership with the Vice President, Operations, ensure that annual planning, impact assessment, learning, and program management processes enable strong execution and continuous improvement.

Rainier Climate

Vice President, Programs

Bellevue, WA · On-site

In partnership with the Vice President, Operations, ensure that annual planning, impact assessment, learning, and program management processes enable strong execution and continuous improvement.

Taft College

Vice President of Instruction

Taft, CA · On-site

$175K - $201K/yr

The Vice President of Instruction is responsible for ensuring high-quality academic programs that support student learning, achievement, and completion while anticipating the evolving educational and ...

next page

Showing results 1-20

All JobsEducation JobsBusiness Education JobsCorporate Training Manager JobsVice President Learning Jobs

Vice President Learning information

See salary details

$43.5K

$157.5K

$277.5K

How much do vice president learning jobs pay per year?

As of Sep 8, 2026, the average yearly pay for vice president learning in the United States is $157,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $190,000.00 per year, depending on experience, location, and employer.

What does a vice president learning do?

A Vice President of Learning is a senior executive responsible for leading an organization’s learning and development strategy. They oversee the design, implementation, and evaluation of training programs to support employee growth and organizational goals. This role involves collaborating with other leaders, managing learning teams, and ensuring that educational initiatives align with business objectives. The Vice President of Learning also keeps up with trends in adult education and technology to enhance learning outcomes.

What are the key skills and qualifications needed to thrive as a vice president learning, and why are they important?

To thrive as a Vice President of Learning, you need expertise in instructional design, adult learning principles, organizational development, and typically a relevant advanced degree such as an MBA or M.Ed. Familiarity with learning management systems (LMS), e-learning authoring tools, and data analytics platforms is crucial. Exceptional leadership, strategic thinking, and strong communication skills help drive successful learning initiatives and foster cross-functional collaboration. These competencies ensure the learning strategy aligns with organizational goals and delivers measurable impact.

What are some typical challenges faced by a vice president learning when implementing new training initiatives across a large organization?

A Vice President of Learning often encounters challenges such as aligning diverse stakeholder expectations, ensuring consistency in training quality across departments, and adapting content for various learning styles and geographic locations. Resistance to change from employees and limited resources can also impact the rollout of new initiatives. Successful leaders in this role proactively engage with department heads, leverage data-driven insights, and foster a culture of continuous learning to overcome these obstacles.

What is the difference between Vice President Learning vs Director of Learning?

AspectVice President LearningDirector of Learning
ResponsibilitiesStrategic planning, executive leadership, overseeing entire learning and development programsImplementing training initiatives, managing teams, executing learning strategies
Required CredentialsTypically requires advanced degrees and extensive experience in learning and developmentUsually requires relevant bachelor’s or master’s degree and experience in training roles
Work EnvironmentExecutive-level, corporate headquarters, cross-departmental collaborationOperational, training departments, closer interaction with staff and trainers

The Vice President Learning focuses on strategic leadership and overall direction of learning initiatives at an organizational level, while the Director of Learning handles the day-to-day management and execution of training programs. Both roles require relevant credentials and experience, but the VP role is more strategic and senior.

What cities are hiring for Vice President Learning jobs?

Cities with the most Vice President Learning job openings:

What are the most commonly searched types of Learning jobs?

The most popular types of Learning jobs are:

What states have the most Vice President Learning jobs?

States with the most job openings for Vice President Learning jobs include:

What are popular job titles related to Vice President Learning jobs?

For Vice President Learning jobs, the most frequently searched job titles are:

Vice President Learning jobs near you
Infographic showing various Vice President Learning job openings in the United States as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 74% Full Time, 23% Part Time, and 1% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $157,532 per year, or $75.7 per hour.

VP, Learning & Leadership Development

Dyne Tx

Waltham, MA • On-site

$250/hr

Other

Re-posted 4 days ago

Key responsibilities

  • Design and execute enterprise leadership, management, and workforce capability strategies.

  • Build and oversee enterprise learning programs, standards, and systems to develop leadership and organizational capabilities.

  • Partner with senior leaders to strengthen leadership effectiveness, succession planning, and organizational culture.

Job description

The VP, Learning & Leadership Development is a strategic enterprise leader responsible for designing and executing Dyne’s leadership, management, and workforce capability strategy. This role defines and drives the enterprise learning philosophy and establishes the systems, experience, and standards with aligned methodologies for how Dyne develops and delivers training across the organization. The Vice President builds the systems, experiences, and culture that accelerate leadership effectiveness, organizational performance, and talent growth across all stages of the employee lifecycle.

As a member of the HR Leadership Team, this executive partners closely with the Executive Committee (EC), Senior Leadership Team (SLT), and people managers to strengthen leadership capability, succession readiness, enterprise thinking, and organizational effectiveness as Dyne continues to scale toward commercialization and global growth.

This role combines strategic leadership with hands‑on execution and is responsible for leadership development, manager excellence, enterprise learning, onboarding, organizational capability building, and succession‑focused talent development. This leader also serves as the enterprise integrator of training across Dyne, creating alignment, consistency, and connectivity across functional, leadership, compliance, onboarding, and workforce development programs.

This is a full‑time position based in Waltham, MA.

Primary Responsibilities

Enterprise Leadership Development Strategy

  • Develop and execute a multi‑year leadership development strategy aligned with Dyne’s business objectives, culture, values, and growth trajectory
  • Design impactful development experiences for executives, senior leaders, emerging leaders, first‑time managers, and individual contributors
  • Build leadership capability in critical areas, including:
    • Strategic thinking
    • Enterprise leadership
    • Change leadership
    • Decision‑making
    • Cross‑functional collaboration
    • Executive communication
    • People leadership
    • Digital and AI mindset
  • Establish leadership competency frameworks and development pathways aligned to Dyne’s career architecture

Manager Excellence & People Leadership

  • Design and implement a scalable best‑in‑class manager development curriculum
  • Equip leaders with tools, practices, and capabilities to:
    • Coach and develop talent
    • Effectively deliver feedback
    • Lead through change
    • Build engaged and high‑performing teams
    • Establish manager readiness and effectiveness measures across the organization

Learning & Workforce Capability

  • Lead enterprise learning and development programs that build critical business, leadership, and functional capabilities
  • Serve as the central integrator of standards, systems, and platforms for training across the company, partnering with functional leaders to align priorities, develop content‑specific programs, reduce duplication, ensure consistency, and connect development efforts to enterprise capability needs
  • Develop scalable learning solutions that blend instructor‑led, virtual, digital, and experiential methodologies
  • Oversee onboarding and integration programs that accelerate new hire productivity and engagement
  • Partner with Commercial and Medical training function to facilitate onboarding and continuous development programs that enable rapid proficiency for sales, market access, marketing, patient services, and field leadership teams

Talent Development & Succession

  • Partner with Talent Management and HR Business Partners to connect leadership development with talent review, succession planning, and career growth processes
  • Design high‑potential and accelerated development programs that prepare leaders for broader enterprise impact
  • Build leadership pipelines for critical business, scientific, technical, and commercial roles
  • Ensure leadership development efforts strengthen succession readiness across key positions

Organizational Effectiveness & Culture

  • Partner with executive leaders to strengthen leadership team effectiveness, alignment, and execution
  • Support enterprise initiatives that enhance collaboration, accountability, innovation, and engagement
  • Facilitate executive and leadership team workshops focused on strategy, effectiveness, communication, and culture
  • Embed a culture of continuous learning and development across Dyne
  • Champion change management initiatives by developing learning strategies that support organizational transformation, new product launches, and evolving business priorities

Measurement & Impact

  • Define meaningful metrics and analytics to assess learning effectiveness, adoption, and business impact
  • Measure leadership bench strength, succession readiness, internal mobility, employee development, and leadership effectiveness
  • Use data and employee insights to continuously improve programs and investment strategies and translate learning and leadership investments into measurable outcomes tied to business priorities
  • Leverage learning technologies, digital platforms, and data analytics to deliver engaging, measurable, and scalable learning experiences while evaluating program effectiveness and business impact
  • Build and lead a high‑performing Learning & Leadership Development function
  • Establish partnerships with external learning providers, executive coaches, universities, and leadership development organizations
  • Manage budgets, vendor relationships, and strategic investments to maximize quality, scalability, and business impact
Education and Skills Requirements
  • Bachelor’s degree required; advanced degree preferred
  • 20+ years of progressive leadership experience in Learning & Development, Leadership Development, Talent Management, Organizational Development, or related disciplines
  • Experience building enterprise‑wide leadership development strategies in high‑growth and commercial stage organizations
  • Demonstrated success partnering with executive leadership teams
  • Strong understanding of adult learning principles, leadership development methodologies, and organizational effectiveness practices
  • Experience leading organizational change and culture transformation initiatives
  • Proven ability to influence at executive and board‑facing levels
  • Highly adaptable, resilient with strong leadership presence, self‑awareness, and sound judgment
  • Excellent communicator and influencer with ability to adapt style and approach as needed to drive alignment, clarity, and action
  • Ability to build trusted relationships and credibility at all levels of the organization
  • Demonstrated experience leading teams and driving organizational growth
  • Self‑starter, able to drive work forward within fast‑paced, dynamic and high growth environment with a strong track record of execution
  • Digital‑first mindset with a strong interest in emerging technologies, including AI and automation, and the ability to translate these innovations into practical learning programs that build organizational capability and accelerate business performance
  • A startup mindset: adaptable, proactive, resourceful, and willing and ready to roll up your sleeves to execute

MA Pay Range

$310,000 — $355,000 USD

The pay range reflects the base pay range Dyne reasonably expects to pay for this role at the time of posting. Individual compensation depends on factors such as education, experience, job‑related knowledge, and demonstrated skills.

The statements contained herein reflect general details as necessary to describe the principles functions for this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all‑inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods or otherwise balance workload.

Dyne Therapeutics is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, color, disability, gender, national origin, race, religion, sexual orientation, veteran status, or any classification protected by federal, state, or local law.

#J-18808-Ljbffr

Apply