ZipRecruiter

Log In

1

Vp Learning Development Jobs in Connecticut (NOW HIRING)

YMCA

Vice President Of Youth Development

Greenwich, CT · On-site

$120K/yr

The Vice President of Youth Development reports directly to the CEO and serves as a key member of ... Own the strategic vision for the YMCA's full youth development portfolio from early learning and ...

William Raveis Real Estate

Be Seen First

Assistant Vice President of Business Development

Shelton, CT · On-site

The Assistant Vice President of Business Development will be reporting directly to the Sr. Vice President using a fresh, modern, high-integrity approach; leveraging our current team of highly ...

William Raveis Real Estate

Be Seen First

Assistant Vice President of Business Development

Shelton, CT · On-site

The Assistant Vice President of Business Development will be reporting directly to the Sr. Vice President using a fresh, modern, high-integrity approach; leveraging our current team of highly ...

YMCA

Vp Of Family And Youth Development

New Canaan, CT · On-site

$100K - $115K/yr

The VP of Family and Youth Development ensures that the New Canaan YMCA's Youth and Family programming is inviting, engaging, inclusive, and fun! This position oversees the growth and development of ...

next page

Showing results 1-20

All JobsVp Learning Development JobsVp Learning Development Jobs in Connecticut

Vp Learning Development information

See Connecticut salary details

$62.3K

$140.2K

$234.5K

How much do vp learning development jobs pay per year?

As of Aug 13, 2026, the average yearly pay for vp learning development in Connecticut is $140,246.00, according to ZipRecruiter salary data. Most workers in this role earn between $109,400.00 and $167,000.00 per year, depending on experience, location, and employer.

How does a VP Learning Development collaborate with other departments to align training initiatives with organizational goals?

A VP of Learning and Development works closely with leaders from HR, operations, and business units to identify skill gaps and align training programs with strategic objectives. This collaboration often involves regular meetings to understand departmental needs, sharing data on training outcomes, and jointly developing initiatives that support both employee growth and company performance. By fostering cross-functional partnerships, the VP ensures that learning solutions are relevant, effective, and integrated into the wider business strategy.

What are the key skills and qualifications needed to thrive as a VP Learning Development, and why are they important?

To thrive as a VP Learning and Development, you need expertise in instructional design, talent management, and organizational development, usually backed by a relevant advanced degree and extensive leadership experience. Familiarity with learning management systems (LMS), e-learning platforms, and certifications like CPLP or SHRM-SCP is highly valued. Strategic vision, strong communication, and the ability to inspire and lead teams are outstanding soft skills for this role. These competencies are crucial for driving impactful learning initiatives that align with business goals and foster continuous employee growth.

What is a VP Learning Development?

A VP of Learning and Development (L&D) oversees the strategy and execution of employee training, talent development, and organizational learning initiatives. They work closely with senior leadership to align learning programs with business goals, manage L&D teams, and analyze the effectiveness of training solutions. Their responsibilities often include developing leadership pipelines, implementing new learning technologies, and fostering a culture of continuous improvement across the organization.

What is the difference between Vp Learning Development vs Learning and Development Manager?

AspectVp Learning DevelopmentLearning and Development Manager
Required CredentialsBachelor's degree, often advanced certifications in L&D or HRBachelor's degree, relevant certifications in training or HR
Work EnvironmentStrategic leadership, executive-level collaborationOperational focus, team management
Employer & Industry UsageUsed in large corporations, corporate sectorsCommon across various industries, including corporate and non-profit
Search & Comparison IntentHigh overlap in responsibilities and credentialsOften compared for career progression

The Vp Learning Development typically holds a strategic, executive role focusing on organizational learning strategies, while the Learning and Development Manager handles day-to-day training operations and team management. Both roles require relevant certifications and are prevalent in corporate environments, but the Vp is more involved in high-level planning and decision-making.

What are the most commonly searched types of Learning Development jobs in Connecticut?

The most popular types of Learning Development jobs in Connecticut are:

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

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

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

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

Vp Learning Development jobs near you
Infographic showing various Vp Learning Development job openings in Connecticut as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 13% Part Time, 3% Temporary, and 3% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $140,246 per year, or $67.4 per hour.

Assistant Vice President

The Chronicle Of Higher Education, Inc.

New Haven, CT • On-site

$100 - $150/hr

Other

Posted 7 days ago

Job description

Overview

Reporting to the Vice President for Alumni Affairs & Development and serving as a senior leadership team member, the Assistant Vice President supervises units such as Advancement Systems, Analytics & Data Services, Gift & Records Services, Marketing & Communications, and Organizational Learning & Development. The role combines frontline fundraising experience with advanced operational and technical expertise to ensure systems, policies, analytics, and services support and advance institutional fundraising priorities.

Responsibilities
  • Direct multiple functional areas, ensuring compliance with university policies and procedures.
  • Manage, mentor, and guide a team of directors and managers.
  • Represent the university in interactions with donors, alumni, grant makers, and other stakeholders.
  • Establish and implement short‑ and long‑term goals aligned with university objectives.
  • Foster collaborative relationships with key constituents and partners inside and outside the university.
  • Develop and oversee strategic initiatives related to advancement systems, technology, data management, governance, and compliance.
  • Assess resource needs, potential expenditures, and cost‑saving measures.
  • Provide professional development and coaching to staff to maximize performance.
  • Serve as the division’s lead expert on compliance and policy matters, offering counsel to university partners.
  • Lead special assignments and other duties as assigned.
Skills & Abilities
  • Proven leadership, supervisory, and change‑management skills with a track record of motivating teams and driving results.
  • Excellent interpersonal, communication, and collaboration skills; ability to earn the respect of senior administrators.
  • Detail‑oriented with strong analytical, organizational, and problem‑solving abilities; adept at managing multiple projects and setting priorities.
  • Extensive knowledge of fundraising databases/CRM systems, relational databases, data analytics, and reporting tools.
  • Ability to translate complex financial, statistical, and industry data into accessible language for diverse audiences.
Required Education and Experience
  • Bachelor’s degree.
  • Ten years of relevant experience, including at least eight years of managing or leading a professional team.
Preferred Education and Experience
  • Minimum eight years leading cross‑functional teams.
  • Experience in organizational management within a complex university environment.
EEO Statement

The University is committed to basing judgments concerning the admission, education, and employment of individuals upon their qualifications and abilities and seeks to attract to its faculty, staff, and student body qualified persons from a broad range of backgrounds and perspectives. In accordance with this policy and as delineated by federal and Connecticut law, Yale does not discriminate in recruitment, hiring, training, tenure, or promotion on account of sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, or veteran status.

#J-18808-Ljbffr

Apply