ZipRecruiter

Log In

1

Vp Learning And Development Jobs in Ohio (NOW HIRING)

Stout Risius Ross, LLC

Vice President

Cleveland, OH · On-site

Seeking a Vice President/Sr. Vice President for our growing Accounting & Reporting Advisory ... To foster employee development we offer ongoing training and learning opportunities, employee ...

Search Connections

VP of Operations

Columbus, OH · 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 ...

Marsh Berry

Vice President, Valuation

Woodmere, OH · On-site

We offer competitive benefits, hybrid work schedules, new challenges, and learning experiences. Job Details Position Summary: MarshBerry is seeking a Vice President, Valuation, for our Financial ...

next page

Showing results 1-20

All JobsVp Learning And Development JobsVp Learning And Development Jobs in Ohio

Vp Learning And Development information

See Ohio salary details

$62.3K

$140.2K

$234.3K

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

As of Aug 18, 2026, the average yearly pay for vp learning and development in Ohio is $140,159.00, according to ZipRecruiter salary data. Most workers in this role earn between $109,300.00 and $166,800.00 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 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 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 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 most commonly searched types of Learning And Development jobs in Ohio?

The most popular types of Learning And Development jobs in Ohio are:

What are popular job titles related to Vp Learning And Development jobs in Ohio?

For Vp Learning And Development jobs in Ohio, the most frequently searched job titles are:

What job categories do people searching Vp Learning And Development jobs in Ohio look for?

The top searched job categories for Vp Learning And Development jobs in Ohio are:

What cities in Ohio are hiring for Vp Learning And Development jobs?

Cities in Ohio 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 Ohio as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $140,159 per year, or $67.4 per hour.

Vice President, Learning and Development

Victoria's Secret

Reynoldsburg, OH • On-site

$230K - $326K/yr

Full-time

Posted 26 days ago

Victoria's Secret rating

6.3

Company rating: 6.3 out of 10

Based on 400 frontline employees who took The Breakroom Quiz

45th of 104 rated fashion retailers

Job description

Your Role
Victoria's Secret & Co. is seeking a forward-thinking enterprise leader to shape how we build the skills, capabilities, and leadership needed to win today and in the future.
The Vice President, Learning & Development will lead the enterprise learning and capability strategy, ensuring associates, people managers, and future leaders are equipped to deliver our Path to Potential strategy while building the skills required for a rapidly evolving business environment.
This leader will drive a modern, data-informed, and scalable learning ecosystem that accelerates onboarding, develops critical functional and leadership capabilities, strengthens our culture, and enables associates to grow their careers across the organization. They will play a critical role in preparing the workforce for the future, including the impact of AI, automation, and emerging technologies on how work gets done.
The successful candidate will combine strategic vision with operational excellence, translating business priorities into scalable learning experiences that improve performance, increase organizational capability, and unlock talent potential across the enterprise.
Your Impact
Enterprise Learning & Capability Strategy
  • Define and lead the enterprise-wide Learning & Development strategy aligned to business priorities and long-term workforce needs.
  • Ensure VS&Co. has the critical capabilities and skills required today and in the future to achieve its Path to Potential ambitions.
  • Establish a persona-based learning strategy that creates differentiated experiences for associates, people leaders, executives, and future leaders
  • Identify evolving capability needs and translate them into scalable, impactful learning solutions.
  • Embed continuous learning into the flow of work, leveraging technology, data, and modern learning practices.

Workforce Capability & Skills Development
  • Lead enterprise capability-building efforts across key job families and functional disciplines.
  • Develop learning strategies that strengthen critical business skills, emerging capabilities, and future-focused competencies.
  • Partner with business leaders to assess workforce readiness and address capability gaps.
  • Create enterprise-wide approaches to skills mapping, capability planning, upskilling, and reskilling.

AI & Future-Ready Workforce
  • Lead the organization's approach to learning, capability building, and workforce readiness related to AI and emerging technologies.
  • Develop and execute a comprehensive AI engagement and learning plan in partnership with key stakeholders
  • Design reskilling and upskilling pathways for evolving roles.
  • Equip leaders to effectively lead teams in increasingly AI-enabled environments.

Leadership, Executive & High-Potential Development
  • Design and oversee the enterprise leadership development strategy from frontline leaders through executive leadership.
  • Ensure leaders build capabilities in key moments that matter throughout their leadership journey.
  • Lead executive development initiatives that strengthen enterprise leadership effectiveness and organizational performance.
  • Develop differentiated experiences, programs, and exposure opportunities for high-potential talent and succession candidates.
  • Integrate development experiences with talent planning and succession strategies.

Culture Code - Values and Behaviors Development
  • Build learning experiences that strengthen adoption of the VS&Co. Culture Code and reinforce the behaviors required to win together.
  • Ensure leadership and associate development supports a high-performance, customer-centric culture.
  • Partner across HR to connect learning, performance, engagement, talent, and culture priorities into a cohesive employee experience.

Associate Growth & Career Development
  • Enable associates to navigate and grow their careers across the organization.
  • Lead the development of career pathways, learning journeys, and development resources that support internal mobility and career growth.
  • Create transparent, scalable development experiences that help associates understand opportunities and build skills for future roles.

Learning Innovation & Experience
  • Modernize the enterprise learning ecosystem through innovative technologies and AI-enabled solutions.
  • Improve the end-to-end learner experience through personalization, accessibility, and scalable learning platforms.
  • Leverage digital, experiential, social, and on-demand learning approaches to maximize engagement and impact.
  • Evaluate and implement emerging learning technologies, tools, and external partnerships.

Measurement & Impact
  • Establish metrics that link learning investments to business and talent outcomes.
  • Use data and analytics to prioritize investments, improve learning effectiveness, and demonstrate ROI.
  • Create dashboards and reporting that provide visibility into capability development, workforce readiness, and learning impact.

Leadership & Collaboration
  • Lead and develop a high-performing Learning & Development team.
  • Build strong partnerships across HR, business functions, and the executive leadership team.
  • Influence senior leaders to align talent, capability, culture, and business strategy.
  • Foster a culture of innovation, continuous improvement, and associate growth.

Click here for benefit details related to this position.
Your Experience
  • 15+ years of progressive experience in Learning & Development, Organizational Development, Talent Management, or related fields.
  • Proven success building enterprise-wide learning, leadership development, and capability strategies.
  • Experience leading large-scale transformation and change initiatives.
  • Demonstrated success developing leadership pipelines and succession talent.
  • Strong understanding of future-of-work trends, workforce transformation, AI, and emerging technology impacts on talent and skills.
  • Experience modernizing learning ecosystems and leveraging technology to scale development.
  • Strong business acumen with the ability to translate strategy into practical, measurable outcomes.
  • Exceptional executive presence, influence, and stakeholder management skills.
  • Passion for developing people, strengthening culture, and unlocking organizational potential.
  • Retail, consumer, multi-brand, or customer-centric business experience preferred.

We will consider for employment all qualified applicants, including those with arrest records, conviction records, or other criminal histories, in a manner consistent with the requirements of any applicable state and local laws. Please see links: California Fair Chance Act, Los Angeles Fair Chance Initiative for Hiring Ordinance, Philadelphia Fair Chance Law, San Francisco Fair Chance Ordinance, Los Angeles County Fair Chance Ordinance
An equal opportunity employer, we do not discriminate in hiring or terms and conditions of employment because of an individual's race, color, religion, gender, gender identity, national origin, citizenship, age, disability, sexual orientation, marital status or any other protected category recognized by state, federal or local laws. We only hire individuals authorized for employment in the United States.

What Victoria's Secret employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply