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Vp Learning And Development Jobs in Massachusetts

Elektrofi

Vice President, Business Development

Boston, MA · On-site

$259K - $362K/yr

Join us as Vice President, Business Development - Hypercon, and you'll be part of a culture that ... Opportunities to grow in a culture that prioritizes learning, development and progression through ...

Aeris Partners

Vice President

Boston, MA

$250K/yr

Vice Presidents work directly with Managing Directors during all facets of the M&A advisory transaction life cycle, including transaction development, transaction execution and transaction ...

Aeris Partners

Vice President

Boston, MA · On-site

$250K/yr

Vice Presidents work directly with Managing Directors during all facets of the M&A advisory transaction life cycle, including transaction development, transaction execution and transaction ...

Aeris Partners

Vice President

Boston, MA

$250K/yr

Vice Presidents work directly with Managing Directors during all facets of the M&A advisory transaction life cycle, including transaction development, transaction execution and transaction ...

Mass Development

Vice President, Lending

Worcester, MA · On-site

MassDevelopment, the states development finance agency and land bank, delivers financing solutions ... Tuition reimbursement, student loan assistance, and opportunities for continued learning * Wellness ...

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All JobsVp Learning And Development JobsVp Learning And Development Jobs in Massachusetts

Vp Learning And Development information

See Massachusetts salary details

$71.5K

$161K

$269.2K

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

As of Jul 30, 2026, the average yearly pay for vp learning and development in Massachusetts is $161,010.00, according to ZipRecruiter salary data. Most workers in this role earn between $125,600.00 and $191,700.00 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, and why are they important?

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 Massachusetts? The most popular types of Learning And Development jobs in Massachusetts are:
What are popular job titles related to Vp Learning And Development jobs in Massachusetts? For Vp Learning And Development jobs in Massachusetts, the most frequently searched job titles are:
What job categories do people searching Vp Learning And Development jobs in Massachusetts look for? The top searched job categories for Vp Learning And Development jobs in Massachusetts are:
Vp Learning And Development jobs near you
Infographic showing various Vp Learning And Development job openings in Massachusetts as of July 2026, with employment types broken down into 1% As Needed, 72% Full Time, 19% Part Time, 3% Temporary, and 5% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $161,010 per year, or $77.4 per hour.

VP, Learning & Leadership Development

Dyne Therapeutics

Waltham, MA • On-site, Remote

Other

Posted 14 days ago

Job description

Role Summary:

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 include: 

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 
  • Support career growth 
  • 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. 

Team Leadership 

  • 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 

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