ZipRecruiter

Log In

1

Vp Learning Development Jobs in Illinois (NOW HIRING)

Reputation Partners

Vice President

Chicago, IL · On-site

The Vice President position is an exempt position. OVERALL EXPECTATIONS FOR ALL PROFESSIONAL STAFF ... development opportunities, such as training, seminars, classroom instruction, online learning ...

Reputation Partners

Vice President

Chicago, IL

The Vice President position is an exempt position. OVERALL EXPECTATIONS FOR ALL PROFESSIONAL STAFF ... development opportunities, such as training, seminars, classroom instruction, online learning ...

Reputation Partners

Vice President

Chicago, IL · On-site

The Vice President position is an exempt position. OVERALL EXPECTATIONS FOR ALL PROFESSIONAL STAFF ... development opportunities, such as training, seminars, classroom instruction, online learning ...

Stout Risius Ross, LLC

Vice President

Chicago, IL

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 ...

next page

Showing results 1-20

All JobsVp Learning Development JobsVp Learning Development Jobs in Illinois

Vp Learning Development information

See Illinois salary details

$63.5K

$142.9K

$238.9K

How much do vp learning development jobs pay per year?

As of Sep 14, 2026, the average yearly pay for vp learning development in Illinois is $142,861.00, according to ZipRecruiter salary data. Most workers in this role earn between $111,400.00 and $170,100.00 per year, depending on experience, location, and employer.

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.

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 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 Illinois?

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

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

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

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

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

What cities in Illinois are hiring for Vp Learning Development jobs?

Cities in Illinois with the most Vp Learning Development job openings:

Vp Learning Development jobs near you
Infographic showing various Vp Learning Development job openings in Illinois as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 19% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $142,861 per year, or $68.7 per hour.

Vice President / Organizational Development

Chicago, IL • On-site

Goodwill Industries of Southwestern Michigan
Individual, Family and Community Social Assistance • 201 - 500 employees
Learn more about Goodwill Industries of Southwestern Michiganexternal

Other

This job post has expired today. Applications are no longer accepted.

Job description

Position:Vice President / Organizational Development

Location: Alcott

Job Id:506

# of Openings:1

Demonstrated experience leading enterprise-wide organizational transformation initiatives.

RequiredQualifications& Experience

Demonstrated experience leading enterprise-wide organizational transformation initiatives.

RequiredQualifications& ExperienceGoodwill Industries of Southwestern Michigan


Vice President / Organizational Development


Position title: Vice President / Organizational Development
Classification: Executive Leadership Staff
Supervised by: CEO
Supervises: Human Resources Team


WHY WORK FOR GOODWILL?


Ready for a career with impact? Goodwill Industries of Southwestern Michigan (Goodwill SWMI) gives you the opportunity to have influence in your local community while building your professional skills. Goodwill SWMI is a complex enterprise offering a wide range of career opportunities. Our organization rewards creativity and innovation, while offering competitive pay and a

comprehensive benefits package. Our team members enjoy a unique work environment that is professional, fast paced and fulfilling.


ABOUT THE ORGANIZATION


Goodwill SWMI is a 501(c) (3) nonprofit organization headquartered in Kalamazoo, Michigan. Our 260 dedicated team members help achieve our mission of improving the community by providing employment, education, training, and support services tailored to individual needs across a six-county territory. At Goodwill SWMI, the work we do is effective in the lives of the individuals we serve and, in turn, in the communities in which we live.
Goodwill SWMI manages eleven retail stores (with attached, attended donation centers and one stand-alone donation center), E-Comm, Contract Manufacturing Operations as well as Custodial & Janitorial business units. These business operations provide stability to our organization that is not always enjoyed by nonprofit organizations solely funded by outside sources.
Our organization’s values shape our culture and guide our interactions with program participants, customers, community, and one another. Our shared commitment to Living the Mission; Promoting Teamwork; Driving Collaboration; Taking Responsibility for our Actions and Behaviors; Respecting and Appreciating Others is what makes us successful and inspires all that we do.


Want to learn more about Goodwill SWMI? Go to our website at: www.goodwillswmi.org


Position Summary

The Vice President of Organizational Development (VP of OD) serves as a strategic executive responsible for designing, leading, and implementing organization-wide initiatives that strengthen leadership, workforce capability, organizational effectiveness, culture, employee engagement, and change management. This executive partners closely with senior leadership to align people strategies with business objectives while ensuring the organization has the leadership capacity, talent infrastructure, and culture necessary to achieve long-term success

The VP of Organizational Development provides vision and direction for leadership development, succession planning, performance management, employee engagement, workforce planning, organizational design, and learning strategies. This position acts as a trusted advisor to executive leadership and champion’s continuous improvement throughout the organization.


Essential Duties and Responsibilities

  • Strategic Leadership & Organizational Effectiveness: Develop and execute organizational development strategies aligned with the mission and strategic plan; advise executive leadership on organizational health, workforce effectiveness, talent strategy, and operational excellence; lead enterprise-wide initiatives, organizational assessments, redesigns, and continuous improvement efforts.
  • coaching, mentoring, succession planning, and high-potential talent programs; build leadership competencies and career pathways across the organization.
  • Talent Management & Workforce Planning: Lead enterprise talent management and workforce planning strategies in partnership with Human Resources; strengthen recruitment, retention, employee development, internal mobility, and succession pipelines.
  • Learning & Development: Direct enterprise learning strategies aligned with business priorities; establish learning programs, leadership academies, competency models, and development pathways; evaluate learning effectiveness and ROI.
  • Change Management: Lead organizational change and transformation initiatives; guide leaders through change, develop communication and engagement strategies, identify barriers to adoption, and assess organizational readiness and resilience.
  • Culture & Employee Engagement: Lead initiatives that strengthen organizational culture, employee engagement, DEIB, accountability, innovation, collaboration, and continuous improvement; oversee employee listening strategies and use organizational climate data to drive improvements.
  • Performance Management: Develop and oversee performance management systems, competency frameworks, and performance standards; partner with leaders to strengthen accountability, employee performance, and organizational outcomes.
  • Data & Organizational Analytics: Establish KPIs and metrics for organizational effectiveness; analyze workforce data and trends; provide executive-level reporting and data-driven recommendations to support strategic decision-making and measure organizational development outcomes.
  • Collaboration & External Partnerships: Partner with Human Resources, Operations, Finance, Compliance, and executive leadership; build strong relationships across the organization and collaborate with external consultants, training providers, professional associations, and industry partners as appropriate.
Supervisory Responsibilities
  • Provides executive leadership and strategic oversight of the Human Resources function, including Talent Acquisition, Employee Relations, Compensation and Benefits, Learning and Development, HR Operations, Compliance, and Organizational Development.
  • Directly supervises Human Resources leadership and staff, establishing clear performance expectations,providing coaching and professional development, and conducting performance evaluations.
  • Leads workforce planning, succession planning, and talent development initiatives to ensure a high-performing HR team capable of supporting organizational objectives.
  • Develops departmental goals, manages the HR operating budget, and ensures compliance with all applicable federal, state, and local employment laws and organizational policies.
  • Fosters a culture of accountability, collaboration, continuous improvement, and exceptional customer service while partnering with executive leadership to align human capital strategies with the organization's mission and strategic priorities.
  • Provides strategic leadership and oversight of Organizational Development, Learning & Development, Leadership Development, Talent Management, and Change Management teams.
  • Recruits, develops, mentors, and evaluates management staff.
  • Establishes departmental goals, budgets, and performance expectations.
  • Promotes accountability and professional growth within the department.
Required Qualifications
  • Bachelor’s Degree and Certification and/or Master’s degree in Organizational Development, Human Resources, Industrial/Organizational Psychology, Organizational Leadership, Business Administration, Public Administration, or a closely related field.
  • Experience partnering directly with executive leadership and governing boards preferred.
  • Experience managing multiple organizational development programs simultaneously.
  • Minimum of 15-20 years of progressively responsible leadership experience in Organizational Development, Human Resources, Leadership Development, or Organizational Effectiveness.
  • Minimum of 7–10 years leading organizational development functions in complex organizations.
  • Demonstrated experience leading enterprise-wide organizational transformation initiatives.
Preferred Certifications
  • SHRM-SCP or SPHR
  • Certified Executive Coach
  • ATD Master Trainer
  • Organizational Development Certified Professional (ODCP)
The successful candidate is a strategic and collaborative executive with demonstrated expertise in organizational development, leadership development, change management, talent management, and organizational effectiveness.


They possess exceptional business acumen, executive presence, and the ability to influence leaders at all levels of the organization. Strong analytical and problem-solving skills are essential, along with the ability to interpret workforce data and translate insights into actionable strategies. The Vice President of Organizational Development is an effective communicator, skilled facilitator, and trusted coach who fosters collaboration, drives organizational change, and builds high-performing teams.


Success in this role requires sound judgment, emotional intelligence, political savvy, and a commitment to cultivating an inclusive,innovative, and continuous learning culture while aligning people strategies with organizational goals.


Key Performance Indicators

  • Employee engagement improvement
  • Succession readiness for critical positions
  • Leadership development participation and outcomes
  • Internal promotion rates
  • Voluntary turnover reduction
  • Organizational effectiveness metrics
  • Change initiative success rates
  • Employee retention
  • Culture assessment results
  • Strategic initiative implementation
Physical Requirements
  • Ability to travel as needed.
  • Ability to conduct presentations and facilitate workshops.
  • Ability to work in a standard office or hybrid work environment.
  • Occasional evening or weekend work may be required to support organizational initiatives.
Additional Requirements
  • Education verification
  • Ability to pass pre-employment drug screen, background and reference checks and be insurable under the agency's automobile insurance policy.
Demonstrated experience leading enterprise-wide organizational transformation initiatives. RequiredQualifications& Experience Goodwill Industries of Southwestern Michigan
Vice President / Organizational Development
Position title: Vice President / Organizational Development
Classification: Executive Leadership Staff
Supervised by: CEO
Supervises: Human Resources Team
WHY WORK FOR GOODWILL?
Ready for a career with impact? Goodwill Industries of Southwestern Michigan (Goodwill SWMI) gives you the opportunity to have influence in your local community while building your professional skills. Goodwill SWMI is a complex enterprise offering a wide range of career opportunities. Our organization rewards creativity and innovation, while offering competitive pay and a comprehensive benefits package. Our team members enjoy a unique work environment that is professional, fast paced and fulfilling.
ABOUT THE ORGANIZATION
Goodwill SWMI is a 501(c) (3) nonprofit organization headquartered in Kalamazoo, Michigan. Our 260 dedicated team members help achieve our mission of improving the community by providing employment, education, training, and support services tailored to individual needs across a six-county territory. At Goodwill SWMI, the work we do is effective in the lives of the individuals we serve and, in turn, in the communities in which we live.
Goodwill SWMI manages eleven retail stores (with attached, attended donation centers and one stand-alone donation center), E-Comm, Contract Manufacturing Operations as well as Custodial & Janitorial business units. These business operations provide stability to our organization that is not always enjoyed by nonprofit organizations solely funded by outside sources.
Our organization’s values shape our culture and guide our interactions with program participants, customers, community, and one another. Our shared commitment to Living the Mission; Promoting Teamwork; Driving Collaboration; Taking Responsibility for our Actions and Behaviors; Respecting and Appreciating Others is what makes us successful and inspires all that we do.
Want to learn more about Goodwill SWMI? Go to our website at: www.goodwillswmi.org
Position Summary The Vice President of Organizational Development (VP of OD) serves as a strategic executive responsible for designing, leading, and implementing organization-wide initiatives that strengthen leadership, workforce capability, organizational effectiveness, culture, employee engagement, and change management. This executive partners closely with senior leadership to align people strategies with business objectives while ensuring the organization has the leadership capacity, talent infrastructure, and culture necessary to achieve long-term success The VP of Organizational Development provides vision and direction for leadership development, succession planning, performance management, employee engagement, workforce planning, organizational design, and learning strategies. This position acts as a trusted advisor to executive leadership and champion’s continuous improvement throughout the organization.
Essential Duties and Responsibilities
  • Strategic Leadership & Organizational Effectiveness: Develop and execute organizational development strategies aligned with the mission and strategic plan; advise executive leadership on organizational health, workforce effectiveness, talent strategy, and operational excellence; lead enterprise-wide initiatives, organizational assessments, redesigns, and continuous improvement efforts.
  • coaching, mentoring, succession planning, and high-potential talent programs; build leadership competencies and career pathways across the organization.
  • Talent Management & Workforce Planning: Lead enterprise talent management and workforce planning strategies in partnership with Human Resources; strengthen recruitment, retention, employee development, internal mobility, and succession pipelines.
  • Learning &

Apply