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Vp Learning And Development Jobs in Raleigh, NC (NOW HIRING)

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Vice President, Medical Imaging

Raleigh, NC · Remote

Vice President, Medical Imaging - US - Remote ICON is a global healthcare intelligence and clinical ... Learning and development opportunities through structured training and career pathways Benefits may ...

PerkinElmer

PMO VP, Practice Area Leader

Raleigh, NC · Remote

Job Title PMO VP, Practice Area Leader Location(s) Raleigh, NC, US Remote - AL, US Remote - CA, US ... Lead practice planning, service offering development, capability expansion, and innovation ...

PerkinElmer

PMO VP, Practice Area Leader

Raleigh, NC · On-site

Job Title PMO VP, Practice Area Leader Location(s) Raleigh, NC, US Remote - AL, US Remote - CA, US ... Lead practice planning, service offering development, capability expansion, and innovation ...

Quest Resource LLC.

Vice President Sales

Raleigh, NC

The VP of Sales will own the creation and execution of quarterly and annual business plans, lead ... Promote ongoing training, professional development, and leadership readiness. * Support the SLII ...

Deutsche Bank

Assistant Vice President

Cary, NC · On-site

$152K - $165K/yr

Assistant Vice President Location: Cary, NC Overview DB Global Technology, Inc. seeks an Assistant ... development lifecycle (SDLC); ensuring audit compliance, participating in annual audits, and ...

Quest Resource LLC.

Vice President Sales

Raleigh, NC · On-site

The VP of Sales will own the creation and execution of quarterly and annual business plans, lead ... Promote ongoing training, professional development, and leadership readiness. * Support the SLII ...

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All JobsVp Learning And Development JobsVp Learning And Development Jobs in Raleigh, NC

Vp Learning And Development information

See Raleigh, NC salary details

$63.7K

$143.3K

$239.6K

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

As of Sep 3, 2026, the average yearly pay for vp learning and development in Raleigh, NC is $143,312.00, according to ZipRecruiter salary data. Most workers in this role earn between $111,800.00 and $170,600.00 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 Raleigh, NC?

The most popular types of Learning And Development jobs in Raleigh, NC are:

What are popular job titles related to Vp Learning And Development jobs in Raleigh, NC?

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

What job categories do people searching Vp Learning And Development jobs in Raleigh, NC look for?

The top searched job categories for Vp Learning And Development jobs in Raleigh, NC are:

What cities near Raleigh, NC are hiring for Vp Learning And Development jobs?

Cities near Raleigh, NC 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 Raleigh, NC as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $143,304 per year, or $68.9 per hour.

Vice President, Human Resources

Cutera Inc.

Raleigh, NC • On-site

Full-time

Posted 20 days ago

Job description

EXECUTIVE POSITION SUMMARY:
The Vice President, Human Resources serves as a member of the Executive Leadership Team and is responsible for developing and executing Cutera's global people strategy in support of the Company's business objectives. The Vice President, Human Resources partners closely with the CEO, Board of Directors, and executive leadership to attract, develop, engage, and retain a high-performing workforce while fostering a culture of accountability, innovation, and operational excellence.
The Vice President, Human Resources provides strategic leadership across all Human Resources functions, including talent acquisition, leadership development, organizational effectiveness, succession planning, total rewards, employee relations, HR operations, compliance, culture, and workforce planning. This role also advises the Compensation Committee and Board on executive compensation, leadership succession, and governance matters while ensuring the Company's global HR practices support business growth and comply with applicable employment laws.
DUTIES & RESPONSIBILITIES:
Executive Leadership
  • Serve as a strategic advisor to the Chief Executive Officer, Executive Leadership Team, and Board of Directors on all people-related matters.
  • Develop and execute the Company's global Human Resources strategy aligned with business objectives.
  • Build a culture that promotes accountability, collaboration, innovation, engagement, and operational excellence.
  • Lead enterprise-wide organizational effectiveness and workforce planning initiatives.
  • Provide executive leadership during periods of organizational growth, restructuring, acquisitions, and business transformation.

Talent Strategy
  • Develop comprehensive talent acquisition, onboarding, retention, and succession planning strategies.
  • Lead executive succession planning and leadership assessment across the organization.
  • Establish leadership development programs to strengthen organizational capability.
  • Partner with business leaders to ensure the Company attracts, develops, motivates, and retains exceptional talent.

Compensation & Benefits
  • Oversee the design, implementation, and administration of global compensation, incentive, equity, and benefits programs.
  • Partner with executive leadership and the Board's Compensation Committee regarding executive compensation and equity programs.
  • Lead annual compensation planning, merit reviews, incentive programs, and market benchmarking.
  • Ensure compensation programs remain competitive while supporting Company objectives.

Employee Relations & Compliance
  • Provide executive oversight for employee relations matters and workplace investigations.
  • Ensure compliance with applicable federal, state, local, and international employment laws.
  • Oversee development and implementation of HR policies, procedures, and employee programs.
  • Maintain compliance with corporate governance requirements and regulatory obligations.

Organizational Development
  • Lead organizational design initiatives that improve effectiveness and scalability.
  • Drive employee engagement initiatives and culture development.
  • Develop performance management strategies aligned with business objectives.
  • Champion diversity, inclusion, leadership accountability, and continuous improvement.

HR Operations
  • Lead all Human Resources operations globally.
  • Oversee HRIS, HR technology, reporting, workforce analytics, and process improvements.
  • Develop metrics and dashboards that support executive decision-making.
  • Ensure HR records, documentation, and communications comply with legal and regulatory requirements.

Executive & Board Partnership
  • Prepare presentations and recommendations for the Board of Directors regarding executive compensation, organizational changes, succession planning, and workforce strategy.
  • Advise executive leadership regarding organizational risks and people-related business decisions.
  • Participate in Board and Executive Leadership meetings as appropriate.

Global Leadership
  • Provide leadership across all global HR teams.
  • Partner with regional leaders to ensure consistent implementation of Company policies while recognizing local legal requirements.
  • Travel internationally as needed to support business operations and leadership development.

Additional Responsibilities
  • Lead HR due diligence and people integration activities related to mergers, acquisitions, and strategic initiatives.
  • Participate in Corporate Compliance Committee activities.
  • Research emerging HR trends and implement best practices.
  • Perform other duties as assigned.

MINIMUM REQUIREMENTS & QUALIFICATIONS:
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
  • Master's degree (MBA or related discipline) preferred.
  • SHRM-SCP, SPHR, or equivalent certification preferred.
  • Minimum 15 years of progressive Human Resources leadership experience, including executive-level responsibility.
  • Experience leading a global Human Resources organization within a multinational company.
  • Experience supporting publicly traded companies preferred.
  • Demonstrated experience partnering directly with CEOs, Executive Leadership Teams, and Boards of Directors.
  • Experience leading organizational transformation, restructuring, mergers and acquisitions, and change management initiatives.
  • Strong knowledge of U.S. and international employment laws.
  • Experience implementing HR technology and workforce analytics.

KNOWLEDGE, SKILLS & ABILITIES:
  • Executive leadership and strategic business partnership.
  • Strong business acumen and financial understanding.
  • Exceptional communication and presentation skills.
  • Executive presence with the ability to influence at all organizational levels.
  • Demonstrated ability to lead organizational change.
  • Strong negotiation and conflict resolution skills.
  • Excellent judgment, discretion, and integrity.
  • Proven ability to build and lead high-performing teams.
  • Strong analytical and problem-solving capabilities.
  • Ability to manage multiple priorities in a fast-paced environment.
  • Excellent organizational and project management skills.
  • High level of confidentiality and professionalism.
  • Advanced proficiency with Microsoft Office and Human Resource Information Systems (HRIS).

PREFERRED QUALIFICATIONS:
  • Experience within medical device, life sciences, healthcare, or other regulated industries.
  • Experience supporting publicly traded companies.
  • Global Human Resources leadership across North America, EMEA, and APAC.
  • Experience with executive compensation, equity administration, and Board governance.
  • Experience leading enterprise HR transformation initiatives.

ADDITIONAL REQUIREMENTS:
  • Ability to work in both office and remote environments.
  • Ability to travel domestically and internationally up to approximately 20%.
  • Ability to sit, stand, and use standard office equipment for extended periods.

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