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Vp Learning And Development Jobs in Connecticut (NOW HIRING)

Catalyst

VP of Development

Bridgeport, CT · On-site +1

The Vice President of Development is an experienced, strategic leader skilled at building trust with donors, funders, and partners, and able to translate Catalyst CT's work into a powerful case for ...

Yale Cancer Center

Assistant Vice President

New Haven, CT · On-site

$120 - $150/hr

Marketing & Communications; and Organizational Learning & Development. The role provides guidance ... The Assistant Vice President brings substantial frontline fundraising experience and a ...

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William Raveis Real Estate

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Assistant Vice President of Business Development

Shelton, CT · On-site

The Assistant Vice President of Business Development will be reporting directly to the Sr. Vice President using a fresh, modern, high-integrity approach; leveraging our current team of highly ...

William Raveis Real Estate

Be Seen First

Assistant Vice President of Business Development

Shelton, CT · On-site

The Assistant Vice President of Business Development will be reporting directly to the Sr. Vice President using a fresh, modern, high-integrity approach; leveraging our current team of highly ...

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All JobsVp Learning And Development JobsVp Learning And Development Jobs in Connecticut

Vp Learning And Development information

See Connecticut salary details

$62.3K

$140.2K

$234.5K

How much do vp learning and development jobs pay per year?

As of Aug 7, 2026, the average yearly pay for vp learning and development in Connecticut is $140,246.00, according to ZipRecruiter salary data. Most workers in this role earn between $109,400.00 and $167,000.00 per year, depending on experience, location, and employer.

What does a VP of Learning and Development do?

A VP of Learning and Development is a senior executive responsible for designing and overseeing an organization’s employee training, professional development, and learning strategy. They lead teams that create programs to enhance skills, performance, and career growth across the company. Their role often includes aligning learning initiatives with business goals, managing budgets, and measuring the effectiveness of training efforts. They also collaborate with other leaders to ensure the workforce is prepared to meet current and future organizational needs.

What is the difference between Vp Learning And Development vs Learning and Development Manager?

AspectVp Learning And DevelopmentLearning and Development Manager
ResponsibilitiesStrategic planning, executive leadership, overseeing L&D initiatives at organizational levelImplementing training programs, managing L&D teams, executing development plans
Required CredentialsBachelor’s/Master’s in HR, Education, or related; extensive experience in L&D leadershipBachelor’s in HR, Education, or related; experience in training and development roles
Work EnvironmentExecutive offices, strategic meetings, cross-department collaborationTraining rooms, HR departments, team management settings

The Vp Learning And Development typically holds a strategic, leadership role focusing on organizational learning strategies, while the Learning and Development Manager handles day-to-day training program execution. Both roles require relevant credentials, but the VP is more senior and involved in high-level planning.

What are the primary challenges a VP of Learning and Development faces when implementing company-wide training initiatives?

A VP of Learning and Development often faces challenges such as securing executive buy-in, aligning training programs with business goals, and ensuring consistent engagement across diverse teams. Balancing the needs of various departments while maintaining scalable, impactful learning solutions can be complex. Additionally, measuring and demonstrating the ROI of learning initiatives is crucial to justify ongoing investment and refine future strategies.

What are the key skills and qualifications needed to thrive as a VP of Learning and Development?

To thrive as a VP of Learning and Development, you need expertise in adult learning principles, organizational development, and talent management, usually backed by an advanced degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning platforms, and certifications like CPLP or SHRM-SCP is highly valuable. Strategic vision, leadership, excellent communication, and the ability to influence and inspire teams are crucial soft skills in this role. These competencies are vital for designing effective learning strategies that align with organizational goals and drive employee growth.
What are the most commonly searched types of Learning And Development jobs in Connecticut? The most popular types of Learning And Development jobs in Connecticut are:
What are popular job titles related to Vp Learning And Development jobs in Connecticut? For Vp Learning And Development jobs in Connecticut, the most frequently searched job titles are:
What job categories do people searching Vp Learning And Development jobs in Connecticut look for? The top searched job categories for Vp Learning And Development jobs in Connecticut are:
What cities in Connecticut are hiring for Vp Learning And Development jobs? Cities in Connecticut with the most Vp Learning And Development job openings:
Vp Learning And Development jobs near you
Infographic showing various Vp Learning And Development job openings in Connecticut as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 13% Part Time, 3% Temporary, and 3% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $140,246 per year, or $67.4 per hour.

Assistant Vice President

The Chronicle Of Higher Education, Inc.

New Haven, CT • On-site

$100 - $150/hr

Other

Posted 2 days ago

New

Job description

Overview

Reporting to the Vice President for Alumni Affairs & Development and serving as a senior leadership team member, the Assistant Vice President supervises units such as Advancement Systems, Analytics & Data Services, Gift & Records Services, Marketing & Communications, and Organizational Learning & Development. The role combines frontline fundraising experience with advanced operational and technical expertise to ensure systems, policies, analytics, and services support and advance institutional fundraising priorities.

Responsibilities
  • Direct multiple functional areas, ensuring compliance with university policies and procedures.
  • Manage, mentor, and guide a team of directors and managers.
  • Represent the university in interactions with donors, alumni, grant makers, and other stakeholders.
  • Establish and implement short‑ and long‑term goals aligned with university objectives.
  • Foster collaborative relationships with key constituents and partners inside and outside the university.
  • Develop and oversee strategic initiatives related to advancement systems, technology, data management, governance, and compliance.
  • Assess resource needs, potential expenditures, and cost‑saving measures.
  • Provide professional development and coaching to staff to maximize performance.
  • Serve as the division’s lead expert on compliance and policy matters, offering counsel to university partners.
  • Lead special assignments and other duties as assigned.
Skills & Abilities
  • Proven leadership, supervisory, and change‑management skills with a track record of motivating teams and driving results.
  • Excellent interpersonal, communication, and collaboration skills; ability to earn the respect of senior administrators.
  • Detail‑oriented with strong analytical, organizational, and problem‑solving abilities; adept at managing multiple projects and setting priorities.
  • Extensive knowledge of fundraising databases/CRM systems, relational databases, data analytics, and reporting tools.
  • Ability to translate complex financial, statistical, and industry data into accessible language for diverse audiences.
Required Education and Experience
  • Bachelor’s degree.
  • Ten years of relevant experience, including at least eight years of managing or leading a professional team.
Preferred Education and Experience
  • Minimum eight years leading cross‑functional teams.
  • Experience in organizational management within a complex university environment.
EEO Statement

The University is committed to basing judgments concerning the admission, education, and employment of individuals upon their qualifications and abilities and seeks to attract to its faculty, staff, and student body qualified persons from a broad range of backgrounds and perspectives. In accordance with this policy and as delineated by federal and Connecticut law, Yale does not discriminate in recruitment, hiring, training, tenure, or promotion on account of sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, or veteran status.

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