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Vp Learning And Development Jobs in Texas (NOW HIRING)

Ascend Dallas

VP of Development

Dallas, TX · On-site

$105K - $115K/yr

Vice President of Development Ascend Dallas is a nonprofit organization committed to helping women and families create their path to a better life through financial security and parenting supports.

Welltower

VP, Development & Construction

Dallas, TX

Summary The Vice President of Development & Construction will be a key leader responsible for overseeing all aspects of large-scale ground-up property development projects from initial concept to ...

Oscar Health

Vice President, Development

Dallas, TX · On-site

The Vice President, Development leads a cross-functional team, collaborates with internal stakeholders, including design and construction, solutions engineering, sales, procurement, EHSS, tax and ...

Stout Risius Ross, LLC

Vice President

Houston, TX · 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 ...

Stout Risius Ross, LLC

Vice President

Dallas, TX

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 ...

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All JobsVp Learning And Development JobsVp Learning And Development Jobs in Texas

Vp Learning And Development information

See Texas salary details

$61K

$137.4K

$229.7K

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

As of Jun 15, 2026, the average yearly pay for vp learning and development in Texas is $137,352.00, according to ZipRecruiter salary data. Most workers in this role earn between $107,100.00 and $163,500.00 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.
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Vp Learning And Development jobs near you
VP, Learning & Development

VP, Learning & Development

Howard Energy Partners

San Antonio, TX

Full-time

Posted 2 days ago

Job description

Job Summary:

The VP, Learning & Development is expected to build the learning and development function at Howard Energy Partners. This is not a role that inherits a mature program—it creates one. That includes defining a clear philosophy for development, designing programs that fit the business, and building a small team and supporting infrastructure over time. The focus is on durability and usefulness, not scale for scale’s sake. Everything built should help managers develop people better and help employees grow through real work.

With a strong understanding of adult learning and leadership development, this role creates space for learning that is practical, relevant, and grounded in real work and real relationships. This leader meets people where they are, helps them stretch thoughtfully, and supports growth that is sustainable and real.

Duties/Responsibilities:

People Development & Growth

  • Support the growth and development of employees and leaders at all stages of their careers through sustainable programs.
  • Create a program of learning experiences that help people build skills, confidence, and clarity in how they show up and lead.
  • Encourage ownership of individual development and reinforce the belief that growth is ongoing and expected.

Learning Experience Design & Facilitation

  • Design and deliver learning experiences that are engaging, relevant, and grounded in real-world work and leadership challenges.
  • Facilitate learning through conversation, reflection, practice, and shared experience.
  • Adapt learning approaches to meet people where they are and support different learning styles and needs.

Leadership Development & Coaching

  • Support leaders in growing their impact through intentional development experiences.
  • Provide coaching and guidance that helps leaders better develop and support their teams.
  • Reinforce leadership behaviors that are people-centered, thoughtful, and development-focused.

Listening, Insight & Responsiveness

  • Stay closely connected to employees and leaders to understand where growth and development are most needed.
  • Use feedback, dialogue, and observation to continuously shape and refine learning experiences.
  • Ensure development efforts remain relevant, supportive, and aligned with the evolving organization.

Required Skills/Abilities: 

  • Genuine passion for helping people learn, grow, and develop.
  • Strong facilitation and communication skills, with the ability to engage leaders and frontline employees alike.
  • Proven ability to build programs and capabilities from the ground up—moving from concept to execution and sustained use.
  • Ability to create high trust, engaging learning environments.
  • Experience building, leading, and developing small teams, including deciding when to scale and when not to.
  • Sound judgement, steadiness, and emotional intelligence in complex, real world situations.
  • Comfort in balancing structure with flexibility, and consistency with pragmatism.
  • Model curiosity, humility, and commitment to personal growth though words and action.
  • Serve as a visible advocate for learning and development across the organization.
  • Act with care, professionalism, and discretion in all learning, coaching and development interactions.
  • Developmentally oriented while remaining results focused and accountable for impact.

Education and Experience:

  • Bachelor’s degree in a related field required; equivalent experience considered.
  • 15+ years of experience supporting learning, development, or leadership growth.
  • Demonstrated experience facilitating development-focused learning experiences. 

Certifications:

  • None required

Physical Demands and Hazards for Office Employees:

This position requires prolonged periods of sitting, frequent computer use, occasional lifting of office supplies, and may involve travel. 

Howard Energy Partners is an equal opportunity employer. If you need additional information, have questions, or need accommodations, please reach out to the Human Resources department at hr.team@howardep.com.

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