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Vice President Learning Development Jobs (NOW HIRING)

Morrison

Vice President, Development

Portland, OR · On-site

$100 - $125/hr

Vice President, Development DEPT/PROGRAM: Development/Administration REPORTS TO : CEO JOB TYPE ... Social Learning -respecting and sharing ideas of our teams * Democracy -shared decision making ...

Loyola Marymount University

$200 - $250/hr

The Vice President of Development, reporting to the Senior Vice President of University Advancement, is a member of the senior leadership team for University Advancement. The Vice President oversees ...

Suffolkcu

Director, Learning & Development

Islandia, NY · On-site

$150 - $200/hr

Role Overview The Director, Learning & Development partners with the SVP, People and Culture to develop the credit union's overall learning and development strategy and owns execution of that ...

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Vice President Learning Development information

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$65.5K

$147.4K

$246.5K

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

As of Sep 8, 2026, the average yearly pay for vice president learning development in the United States is $147,428.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $175,500.00 per year, depending on experience, location, and employer.

What is a vice president learning development?

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.

What are the key skills and qualifications needed to thrive as a vice president learning development?

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 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 cities are hiring for Vice President Learning Development jobs?

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What are the most commonly searched types of Learning Development jobs?

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Vice President Learning Development jobs near you
Infographic showing various Vice President Learning Development job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $147,428 per year, or $70.9 per hour.

Learning and Development Specialist

Truly Good Foods

Charlotte, NC • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 14 days ago

Job description

Learning and Development Specialist
Application Deadline: 25 September 2026
Department: Human Resources
Employment Type: Full Time
Location: Charlotte
Reporting To: Tim Seats
Description
Job Summary
The Talent & Learning Manager is a collaborative, execution-focused HR professional who serves as a primary thought partner and day-to-day support to the VP of Human Resources. This role owns TGF's talent development and learning platform, coordinates performance management programs, and takes on select HR projects, extending the reach of HR leadership and freeing the VP to focus on strategic priorities. The ideal candidate is a strong HR generalist with a genuine passion for learning and development: someone who is organized, proactive, and solutions-oriented, brings well-formed recommendations rather than problems, and follows through. This role works closely with managers and employees across the organization and engages with the leadership team as directed by the VP of HR.
Key Responsibilities
VP HR Support & Thought Partnership
  • Serve as the primary day-to-day HR partner to the VP of Human Resources, supporting execution of HR priorities and initiatives.
  • Anticipate the VP's needs, proactively surface information, flag risks, and prepare well-formed recommendations.
  • Draft communications, summaries, talking points, and HR materials on behalf of the VP as needed.
  • Take ownership of assigned projects end-to-end, providing regular status updates and flagging roadblocks early.
  • Engage with managers and employees across the organization to support HR initiatives and serve as a visible, credible HR presence.

Learning & Development
  • Steward and continuously improve TGF's established L&D platform including onboarding programs, manager development content, and role-specific learning paths.
  • Partner with the VP and department managers to identify capability gaps and coordinate targeted learning solutions.
  • Support the design and facilitation of training programs, workshops, and learning events as directed.
  • Track L&D participation, program effectiveness, and development metrics; provide regular reporting to the VP of HR.
  • Maintain and organize the on-line L&D content library via SharePoint and Truly University, ensuring all materials remain current, accessible, and aligned with TGF's programs and values.
  • Partner with the Safety Manager and HR Manager on integrating safety and compliance training into the broader onboarding and L&D framework.

Performance Management & Talent Programs
  • Coordinate the annual performance review cycle including system setup, manager communications, timeline tracking, and completion of reporting.
  • Support managers through the performance process by providing tools, templates, and guidance as directed by the VP.
  • Assist with the design and administration of development planning frameworks and goal-setting tools.
  • Support succession planning and talent review processes by preparing materials and tracking follow-up actions.
  • Lead employee engagement activities by coordinating recognition and culture-building initiatives, partnering with leaders to implement action plans that enhance the employee experience as directed by the VP of HR.

HR Project & Program Coordination
  • Own the coordination and execution of HR projects assigned by the VP, managing timelines, communications, and deliverables.
  • Develop project plans, track progress, and proactively communicate status updates and obstacles to the VP.
  • Build effective tools, trackers, and templates that improve HR team efficiency and reduce manual effort.
  • Support change management communications and rollout logistics for HR initiatives across the organization.
  • Maintain up-to-date HR process guides, reference materials, and templates for manager and employee use.

Skills, Knowledge and Expertise
Knowledge and Skill Requirements
  • Proactive and self-directed, takes initiative, follows through completely.
  • Solutions-oriented: approaches problems by developing clear options and presenting a recommended path forward.
  • Genuine passion for learning and development, energized by building programs that help people grow.
  • Strong organizational and project coordination skills; able to manage multiple priorities without dropping the ball.
  • Collaborative and relationship-oriented; builds trust quickly with managers and employees at all levels.
  • Clear written and verbal communicator; able to translate HR concepts into plain language for non-HR audiences.
  • Comfortable with ambiguity and shifting priorities; brings calm, structure, and follow-through in a fast-paced environment.
  • Discreet, trustworthy, and professional with confidential information, operates with high personal integrity.
  • Demonstrated self-awareness and genuine commitment to continued professional development.

Education and Experience
  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field.
  • 3-6 years of progressive HR experience with demonstrated strength in learning & development, HR program administration, or HR generalist responsibilities.
  • Experience designing, coordinating, or facilitating training programs for hourly and salaried employee populations.
  • Demonstrated ability to support and partner closely with a senior HR leader in a fast-paced, lean team environment.
  • Experience coordinating HR programs such as performance reviews, onboarding, or engagement initiatives.
  • Proficiency in LMS and leveraging on-line training programs for diverse levels of employees.
  • Proficient in Microsoft Office Suite and HRIS platforms; experience with LMS tools as a plus.

Preferred Qualifications
  • PHR, SHRM-CP, CPTD or active progress toward HR certification.
  • Experience in manufacturing, food & beverage, distribution, or CPG environments.
  • Familiarity with instructional design principles or adult learning theory.
  • Experience supporting a multi-site or plant-based workforce.
  • Exposure to talent management platforms or performance management systems.
  • Conversational Spanish a plus; comfort communicating with Spanish-speaking hourly employees is valued.

Physical Demands
  • The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision. While performing the duties of this job, the employee is regularly required to sit for long periods; use hands to feel; reach with hands and arms and talk or hear. The employee is occasionally required to stand and walk.

Work Environment
  • Work is performed in a comfortable office environment and disruptions occur frequently.
  • The noise level in the work environment is usually moderate.
  • While visiting the plant, the noise level in the work environment is usually moderate to loud.

Travel Required
  • Occasionally travel may be required to support plant operations or HR initiatives.

Benefits
  • Affordable healthcare (medical/dental/vision)
  • Opportunity to participate in the Health Savings Account (HSA) and Flexible Spending Account (FSA)
  • Short Term Disability Insurance paid by the company
  • Basic life Insurance equals to your annual salary paid by the company
  • Employee Assistance Program - paid by the company
  • Long Term Disability Insurance
  • The opportunity to purchase additional voluntary insurance coverage for:
  • Life Insurance
  • Accident
  • Whole Life
  • Prepaid Legal
  • PTO (Paid Time Off)
  • 9 Paid Holidays per year
  • 401-k Plan (eligible after 6 months of employment)

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