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Vp Learning And Development Jobs in O Fallon, MO

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Vice President Platform Engineering

O Fallon, MO · On-site

$168K - $217K/yr

Establish software engineering standards covering development practices, code quality, testing ... Create a culture of accountability, innovation, collaboration, continuous learning, and customer ...

New

KASCO

Vice President, Field Services

Saint Louis, MO · On-site

The Vice President (VP) is responsible for the overall leadership, strategy, financial performance ... development. This will be onsite position in the St. Louis, MO office. Strategic Leadership ...

Bank of Washington

VP, Commercial Lender

Clayton, MO

Vice President, Commercial Lender Clayton Branch | Bank of Washington Build Relationships. Grow a ... This role is ideal for a driven commercial banker who thrives on networking, business development ...

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All JobsVp Learning And Development JobsVp Learning And Development Jobs in O'Fallon, MO

Vp Learning And Development information

See O Fallon, MO salary details

$61.2K

$137.9K

$230.5K

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

As of Aug 23, 2026, the average yearly pay for vp learning and development in O'Fallon, MO is $137,856.00, according to ZipRecruiter salary data. Most workers in this role earn between $107,500.00 and $164,100.00 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 O'Fallon, MO?

The most popular types of Learning And Development jobs in O'Fallon, MO are:

What are popular job titles related to Vp Learning And Development jobs in O'Fallon, MO?

For Vp Learning And Development jobs in O'Fallon, MO, the most frequently searched job titles are:

What job categories do people searching Vp Learning And Development jobs in O'Fallon, MO look for?

The top searched job categories for Vp Learning And Development jobs in O'Fallon, MO are:

What cities near O'Fallon, MO are hiring for Vp Learning And Development jobs?

Cities near O'Fallon, MO 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 O'Fallon, MO as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $137,856 per year, or $66.3 per hour.

Vice President of Human Resources

MGM Healthcare

Creve Coeur, MO • On-site

Full-time

Re-posted 24 days ago

MGM Healthcare rating

4.8

Company rating: 4.8 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

Job description

) At MGM Healthcare, we deliver the highest quality of care for every resident through our most asset: you. We seek compassionate and thoughtful individuals who share our passion for exceptional care in senior living. MGM Healthcare partners with a vast network of skilled nursing centers across 2 states to support our small team environment of caring professionals with the resources and benefits of a large enterprise. Your legacy of excellence begins when you join us at MGM Healthcare
Position Summary
The Vice President of Human Resources (VP of HR) is a senior executive responsible for leading the organization's human resources strategy and aligning workforce initiatives with business objectives. The VP of HR oversees all aspects of employee management, employee relations, compensation and benefits, organizational development, compliance, workforce planning, and culture. This position partners closely with the Executive Leadership team to build a high-performing, engaged workforce.
The VP of HR also ensures compliance with healthcare regulations while supporting recruitment and retention of clinical and non-clinical staff across multiple facilities.
Essential Functions
  • Develop and implement the organization's human resources strategy.
  • Serve as a strategic advisor to the CEO and executive leadership team.
  • Succession planning, and workforce planning initiatives.
  • Oversee employee relations and foster a positive, inclusive workplace culture.
  • Design competitive compensation and benefits programs.
  • Ensure compliance with federal, state, and local employment laws.
  • Develop leadership training and employee development programs.
  • Drive employee engagement and retention strategies.
  • Monitor HR metrics and use workforce analytics to support organizational decisions.
  • Lead performance management and organizational effectiveness initiatives.
  • Oversee HRIS systems, policies, and departmental budgets.
  • Manage mergers, acquisitions, and organizational change initiatives as needed.

Long-Term Care Responsibilities
  • Strong working knowledge of payroll, benefits administration, employment law, employee relations, compliance, performance management, and talent acquisition.
  • Lead all human resources operations across a multi-state portfolio of healthcare facilities, ensuring consistency, compliance, and operational excellence
  • Serve as the senior HR advisor on complex employee relations matters, investigations, policy interpretation, and organizational change initiatives
  • Utilize HR metrics and workforce analytics to identify trends, measure success, and support data-driven decision making.
  • Partner with Director of Recruitment to recruit and retain nurses, nursing assistants, and support staff.
  • Ensure compliance with healthcare labor regulations, credentialing, and licensing requirements.
  • Support survey readiness and workforce initiatives related to quality outcomes.
  • Reduce turnover through retention, engagement, and recognition programs.
  • Lead labor relations and workforce planning across multiple facilities.

Qualifications
Education
  • Bachelor's degree in Human Resources, Business Administration, or related field.
  • Master's degree (MBA, MHA, or MS in Human Resources) preferred.

Experience
  • 10-15 years of progressive HR leadership experience.
  • Minimum of 5 years in executive HR leadership.
  • Multi-site healthcare or long-term care experience preferred.
  • Proven success leading HR operations across multiple locations with responsibility for large employee populations.
  • Must live in or willing to relocate to St. Louis, MO metro.

This executive role is responsible for creating a people strategy that supports organizational growth while ensuring a compliant, engaged, and high-performing workforce, particularly in the demanding environment of long-term care and senior living.
EEO Statement:
Our facility provides equal employment opportunities. We are committed to complying with all state, federal, and local laws that prohibit discrimination in employment, including recruitment, hiring, placement, promotion, transfers, compensation, benefits, training, programs, reductions in workforce, termination, and recall. Our facility strives to provide equal opportunity for employment to all individuals who are properly qualified and able to perform the duties of their employment, without regard to employees' legally protected characteristics ("protected class") including: age, sex, race, color, creed, religion, national origin, ancestry, citizenship, marital status, pregnancy, medical condition, physical or mental disability, sexual orientation, gender identity, sex stereotyping, or genetic information.
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