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Vice President Learning Development Jobs in Colorado

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VP of Operations

Denver, CO · On-site

$186K - $225K/yr

Work collaboratively with Senior VP of Sales in establishing the annual budget and goal development processes to ensure sales and profitability growth * Attend Executive Leadership meetings ...

Diedre Moire Corp.

Vice President Surety

Fort Collins, CO · On-site

$300K/yr

Vice President Surety Bonds - Fort Collins, CO VP Vice President Executive Director Program Manager ... developed with marketing and business development teams. • Develop annual department budgets and ...

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Vice President Learning Development information

See Colorado salary details

$68.9K

$155K

$259.2K

How much do vice president learning development jobs pay per year?

As of Jul 17, 2026, the average yearly pay for vice president learning development in Colorado is $155,023.00, according to ZipRecruiter salary data. Most workers in this role earn between $120,900.00 and $184,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in the Vice President Learning Development position, and why are they important?

To thrive as a Vice President Learning Development, you need deep expertise in learning strategy, organizational development, and talent management, typically supported by a bachelor’s or master’s degree in education, human resources, or a related field. Experience with learning management systems (LMS), e-learning platforms, and industry certifications such as CPLP or ATD are commonly required. Exceptional leadership, strategic vision, and strong communication skills set successful candidates apart. These qualifications enable you to drive impactful learning initiatives that align with business goals and foster continuous growth within the organization.

What is the 70/20/10 rule for learning and development?

The 70/20/10 rule for learning and development suggests that 70% of learning comes from on-the-job experiences, 20% from social interactions like coaching and mentoring, and 10% from formal training. As a Vice President of Learning Development, understanding this model helps design effective leadership programs and development strategies that balance experiential and formal learning methods.

What does a VP of development make?

A Vice President of Learning Development typically earns a salary ranging from $100,000 to $200,000 annually, depending on the industry, company size, and location. They often receive additional compensation such as bonuses, stock options, or benefits, and require strong leadership, strategic planning, and expertise in training or organizational development.

What does a VP of learning and development do?

A Vice President of Learning and Development oversees the design, implementation, and management of training programs to enhance employee skills and organizational growth. They develop strategies aligned with business goals, lead teams of trainers or instructional designers, and often utilize learning management systems (LMS) to track progress and effectiveness.

What are the main challenges faced by a Vice President Learning Development, and how are they addressed?

Vice Presidents of Learning Development often face challenges such as aligning learning programs with evolving business objectives and ensuring consistent engagement across diverse teams. Addressing these requires close collaboration with executive leadership, proactive analysis of organizational needs, and the ability to adapt programs based on feedback and measurable outcomes. Successful leaders in this role leverage data-driven insights to drive program effectiveness and foster a culture of continuous improvement. By staying current with industry trends and leveraging the latest technologies, they ensure the learning strategy remains impactful and relevant.

What is a Vice President Learning Development job?

A Vice President of Learning and Development oversees an organization's training and professional growth strategies. They design and implement programs to enhance employee skills, leadership development, and organizational performance. This role collaborates with senior leaders to align learning initiatives with business goals, ensuring workforce readiness and continuous improvement. Additionally, they evaluate training effectiveness, manage budgets, and leverage technology for innovative learning solutions.

Is SVP a high level position?

An SVP, or Senior Vice President, is a high-level executive position typically just below the C-suite in organizational hierarchy. In the context of a Vice President Learning Development, an SVP would generally hold a more senior leadership role with broader strategic responsibilities. The level of seniority can vary by company, but SVP is widely recognized as a top executive position.
What are the most commonly searched types of Learning Development jobs in Colorado? The most popular types of Learning Development jobs in Colorado are:
What are popular job titles related to Vice President Learning Development jobs in Colorado? For Vice President Learning Development jobs in Colorado, the most frequently searched job titles are:
What job categories do people searching Vice President Learning Development jobs in Colorado look for? The top searched job categories for Vice President Learning Development jobs in Colorado are:
What cities in Colorado are hiring for Vice President Learning Development jobs? Cities in Colorado with the most Vice President Learning Development job openings:
Vice President Learning Development jobs near you
Infographic showing various Vice President Learning Development job openings in Colorado as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $155,023 per year, or $74.5 per hour.
Vice President of Early Learning (Part-time)

Vice President of Early Learning (Part-time)

Warren Village Inc.

Denver, CO • On-site

$45.06 - $57.69/hr

Part-time

Retirement, PTO

Posted 15 days ago

Job description

Hiring Range: $45.06 to $57.69 DOE and licensure (Full salary range up to $57.69 for long-tenured staff currently in position or other exceptional circumstances.)   


Summary/objective:

The fractional (.5 FTE) Vice President of Early Learning leads, aligns, and elevates Warren Village Early Learning programs. This executive leader is responsible for ensuring high-quality educational outcomes for children, strengthening operational effectiveness, building a high-performing workforce, and advancing policy and advocacy efforts that support a more robust, equitable, and fiscally sustainable early childhood system. Serving as both a systems leader and operational integrator, the Vice President of Early Learning ensures that instructional practice, staffing, compliance, and organizational systems are aligned to deliver consistent, high-quality outcomes across all sites. This role directly supervises Early Learning Center Directors and is accountable for program performance, leadership effectiveness, and continuous improvement.


As a member of the Executive Leadership Team, the Vice President of Early Learning plays a critical role in shaping organizational strategy representing Early Learning across the organization. The role leads the development and execution of a cohesive ELC strategy aligned with organizational goals, growth priorities, and long-term sustainability. This position provides strategic counsel to the CEO on early learning operational, workforce, and programmatic risks and opportunities.

At Warren Village, we uphold organizational values of accountability, collaboration, empowerment, excellence, inclusion, and integrity. We agree to engage our work together with honesty and transparency, clear decision-making, continuous learning and improvement, a commitment to repair, community building, and collective growth and well-being. We recognize that our backgrounds are broad, and our talents are many, from different lived experiences. We value and leverage these differences to support and engage our communities.

Essential Functions and Responsibilities:


Program Quality and Instructional support

  • Establish and lead an organization-wide instructional vision grounded in developmentally appropriate, culturally responsive, and high-quality practices.
  • Design and implement a comprehensive instructional framework that supports rigorous, authentic, and personalized learning experiences.
  • Drive continuous quality improvement through observation, coaching, and evaluation systems to monitor and drive key performance indicators around enrollment, staffing stability, and quality outcomes.
  • Ensure consistent implementation of curriculum, assessment, policy/procedures, and classroom practices, operations, staff support/accountability, and family engagement
  • Lead the development and scaling of innovative approaches to teaching and learning, balancing autonomy and accountability to ensure consistent outcomes across sites.
  • Act as a thought partner to Center leadership around curriculum, classroom quality, & whole-child development by working alongside directors to review outcomes data, strengthen teaching practices, and support meaningful growth for children, families and teaching staff.
  • Ensure full compliance with state licensing, regulatory requirements, and program standards.
  • Ensure site leaders are equipped to lead both instructional quality and operational excellence and focus on classroom practice, staff support, and family engagement.
  • Strengthen accountability systems for site leadership, particularly related to compliance and program operations.
  • Engage in problem-solving, prioritization, and conflict resolution with staff and families when requested by site leadership.
  • Address challenges and barriers that prevent site leaders from focusing on instructional leadership and program quality, including clear decision-making and streamlined internal processes to reduce delays and inefficiencies across sites.
  • Assists with site leadership extended vacancies or shortages as needed.

Workforce Development & Talent Strategy

  • Lead innovative strategies to recruit, hire, and retain high-quality early childhood educators and leaders that reflects the community while increasing overall qualifications, professional development systems and professional expectations over time.
  • Collaborate with site leadership to address structural workforce challenges that impact retention, performance, and program consistency with strengthened onboarding, coaching and other innovative approaches.


Partnership Development & External Alignment

  • Lead the development of strategic early learning partnerships to strengthen program quality, workforce development, and sustainability, including:
    • Staff recruitment, training, and retention pipelines
    • Curriculum, assessment, and evaluation systems
    • Shared services and substitute staffing models
  • Expand partnerships that increase organizational capacity and support long-term program success.


Policy & Systems Leadership

  • Represent Warren Village, in partnership with and alongside the President & CEO, in local and state early childhood policy conversations, task forces, and partnerships.
  • Contribute to the development and advancement of organizational policy and advocacy strategies.
  • Support efforts that strengthen funding alignment, workforce systems, and program sustainability.
  • Provide insight on emerging policy developments and related internal implications.

Competencies:

  • Deep knowledge of early childhood systems, licensing, and quality frameworks
  • Strong instructional leadership and understanding of child development and effective teaching practices
  • Proven ability to align systems, staffing, and operations to achieve program outcomes
  • Experience leading organizational change and systems improvement
  • Strong communication, collaboration, and relationship-building skills
  • Demonstrated ability to develop leaders and build high-performing teams
  • Commitment to equity, inclusion, and culturally responsive practice

Minimum Qualifications and/or Education:

  • Advanced degree (Masters required, PhD / Ed.D. preferred) in Early Childhood Education, Educational Leadership, or related field
  • 10+ years of leadership experience in early childhood systems, including multi-site or program oversight
  • Demonstrated experience supervising and developing leaders
  • Experience working across systems (program, policy, workforce, or funding)

Work Environment: The working environment is that of a typical office setting. The employee is occasionally exposed to moving mechanical parts with regards to filing cabinets, printers, and computers, etc. The noise level in the work environment is usually quiet to moderate.


Physical Demands: While performing the essential functions of this position, the employee is regularly required to remain in a stationary position for 60% while working at a computer for extended periods. The employee frequently operates a computer and other standard office equipment, including a keyboard, mouse, telephone, copier, and printer. The employee occasionally moves throughout the office to attend meetings, retrieve files, or access office equipment. The employee must frequently communicate with others verbally and in writing and be able to exchange accurate information. The employee must also be able to view and interpret information on computer screens and written documents at close range. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position.

Travel Required:  No  Yes (within metro-Denver)


Salary & Benefits:  Hiring Range: $45.06 to $57.69 DOE and licensure (Full salary range up to $57.69 for long-tenured staff currently in position or other exceptional circumstances.)     

Attractive benefits package for PTO and Holiday pay. Colorado Healthy Families and Workplace Act sick leave, 403b participation and discounted Early Learning Childcare services available.     

To Apply: Interested candidates apply at https://warrenvillage.org/about-us/#careers. This position will be posted until the latter of August 29, 2026 or until a qualified candidate is hired.    

*When determining if a candidate is a good fit, we look at more than the jobs you have been paid to do but the ranges of ways you have picked up skills and knowledge through your life.  If you feel you have lived experiences that may contribute to your experience for the position, please document in cover letter.    

Only applicants selected for an interview will be contacted.    

We do not accept unsolicited resumes from recruiting agencies. Warren Village is proud to be an Equal Opportunity Employer. We are committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy or related medical conditions), national origin, veteran status, sexual orientation, gender or other diverse identity, age, disability, marital status, or another protected category. If you have a disability or special need that requires accommodation, please contact us at careers@warrenvillage.org.