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Vp Learning Development Jobs in Kansas (NOW HIRING)

Harris

$118K - $152K/yr

The VP brings the voice of the customer into product development, advocates for software quality as a primary lever for improving customer satisfaction and reducing cost to serve, and partners with ...

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Vp Learning Development information

See Kansas salary details

$58.4K

$131.5K

$219.8K

How much do vp learning development jobs pay per year?

As of Jul 30, 2026, the average yearly pay for vp learning development in Kansas is $131,484.00, according to ZipRecruiter salary data. Most workers in this role earn between $102,600.00 and $156,500.00 per year, depending on experience, location, and employer.

How does a VP of Learning and Development typically 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 and 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 are VP Learning Development roles and responsibilities?

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 Kansas? The most popular types of Learning Development jobs in Kansas are:
What are popular job titles related to Vp Learning Development jobs in Kansas? For Vp Learning Development jobs in Kansas, the most frequently searched job titles are:
What job categories do people searching Vp Learning Development jobs in Kansas look for? The top searched job categories for Vp Learning Development jobs in Kansas are:
What cities in Kansas are hiring for Vp Learning Development jobs? Cities in Kansas with the most Vp Learning Development job openings:
Vp Learning Development jobs near you
Infographic showing various Vp Learning Development job openings in Kansas as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, and 4% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $131,484 per year, or $63.2 per hour.

SVP/Director of HR

Security Bank of Kansas City

Kansas City, KS • On-site

Full-time

Re-posted 20 days ago

Job description

Overview
OMNI is honored to be retained by Security Bank of Kansas City in the recruitment of their next Senior Vice President (SVP) and Director of Human Resources. If you are a strategic, forward-thinking leader who excels at building strong cultures, empowering talent, and driving organizational success through people-centric initiatives, this could be the right fit for you.
Position Summary
The Senior Vice President (SVP) and Director of Human Resources position is responsible for overseeing all aspects of the Bank's Human Resources programs and policies. The primary role of this position is to develop and execute a comprehensive HR strategy aligned with the Bank's operational and financial objectives while creating a culture and environment that can recruit and retain top talent. In addition, this position is responsible for overseeing the Learning & Development department.
Responsibilities
The duties include but are not limited to the following:
Talent Acquisition
  • Develop innovative and comprehensive talent acquisition strategies that attract, recruit, and retain top talent.
  • Create a brand awareness strategy that increases the Bank's image, reputation and visibility amongst job seekers and the communities that the Bank represents.
  • Create onboarding strategies that fully integrate new employees into the Bank's environment.
  • Create talent acquisition analytics to gauge the employee experience during the first year of employment. Use the data to bring forward recommendations for improvement.
  • Maintain close oversight of all recruitment activity and participate when necessary; responsible for managing high-profile position openings; responsible for overall recruitment strategies, methods, and processes

Compensation and Benefits
  • Oversee all the Bank's compensation and benefits programs to ensure the plans offered are able to attract and retain talent while ensuring they are competitive and affordable.
  • Develop and manage salary ranges for all positions within the Bank using market-based data. Develop a compensation philosophy that is competitive and rewards top talent.
  • Evaluate all existing partner relationships and conduct RFP's periodically to ensure the Bank's relationships remain competitive.

Performance Management
  • Develop a robust human capital management strategy that uses workforce analytics and demographics to identify trends and assists in developing succession plans for key positions.
  • Keep abreast of key Bank initiatives (mergers, acquisitions, closures, or technologies) to provide workforce planning to ensure the needs of the customers are being met.
  • Ensure that the Bank's performance management process is designed to hold employees accountable and reward top-performing employees.

Legal/Compliance
  • Provide advice and counsel to Executive Management on a wide array of HR considerations including organizational design, team dynamics and structure, and team member engagement.
  • Develop legally sound and defensible policies that protect the Bank and are in compliance with relevant employment laws and regulations. Policies are reviewed annually and updated as needed.
  • Participate in the employee relations process (discovery, investigate, resolve) to address work-related issues and address employee grievances.

Strategic Leadership
  • Implement HR efforts that effectively support the company's mission and strategic vision.
  • Working with the SVP/Director, Learning & Development, champion career development and leadership programs that create a talent pipeline of future leaders.
  • Collaborate with various Executive Management and other key stakeholders to bring forward progressive recommendations that keep the Bank competitive and relevant.
  • Utilizing various methods, keep a strong pulse on the morale of the Bank to ensure the culture and environment is driving employee engagement and satisfaction.
  • Stay up to date on industry trends and best management practices through attending various networking and professional development events.
  • Oversee the day-to-day operations of the Human Resources and Learning Development department and their respective department employees.

Qualifications
Required Skills and Abilities:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
  • Demonstrated ability to influence or persuade all levels of the organization to create a culture of change.
  • Ability to collaborate across business lines and departments and holistically evaluate trends within the organization.
  • Provide thought-provoking strategic leadership recommendations that modernize the Bank's policies and practices.
  • Ability to provide clear direction and prioritize Bank initiatives.
  • Highly effective and professional interpersonal, verbal, and written communications skills
  • Ability to maintain confidential information appropriately and exercise discretion, sensitivity, tact and respect for confidentiality and sensitive situations at all times
  • Excellent customer service abilities with strong follow-up skills
  • Solid knowledge of federal and state laws and practices pertaining to employment and labor in addition to best practices around Human Resources strategies and procedures
  • High energy and positive attitude; willing to do what it takes to get the job done
  • Flexible with the ability to accept change positively and inspire the same in others
  • Excellent project management skills with the ability to balance multiple projects and/or issues
  • Highly organized, self-motivated, and detail-oriented

Education and Experience:
  • Bachelor's Degree in Human Resources, Business Administration, Psychology or related field or equivalent experience. Master's Degree in Human Resources, Business or related field preferred.
  • Professional in Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP), and previous experience in the Financial Services industry, specifically Banking preferred.
  • Ten years+ experience in human resources with a proven track record in a senior leadership or management role.
  • Demonstrated knowledge of various HR functions and ability to influence stakeholders at all levels of the organization.
  • Experience supervising a diverse HR team in a results-oriented environment
  • Solid knowledge of Microsoft Office programs (Outlook, Word, Excel)

Reporting to this position:
  • SVP/Director, Learning and Development
  • VP/HR Manager Northwest & Central
  • VP/HR Manager South & East

Physical Demands and Work Environment:
The physical demands and work environment characteristics described here are representative of those that must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
  • Physical Demands: While performing the duties of this job, the employee is regularly required to walk, talk, see and hear. The general level of physical activity would be defined as sedentary. The employee is occasionally required to stand and frequently required to sit; use hands to finger, handle, or feel; reach with hands and arms. Some movements of the hands, arms, and wrists may involve repetitive motions. Specific vision abilities required by this job include close vision, distance vision, color vision, depth perception, and ability to adjust focus. Regular attendance and punctuality are necessary and essential functions.
  • Cognitive/Mental Requirements: While performing the duties of this job, the employee is required to comprehend and use basic language, either written or spoken, to communicate information and ideas, both simple and complex. The employee is also required to use logic to define problems, collect information, establish facts, draw valid conclusions, interpret information and deal with abstract variables for unique or unfamiliar situations; also requires use of problem-solving skills including formulating and applying appropriate course of action for routine or familiar situations. The employee may be required to perform numerical operations including basic counting, adding, subtracting, multiplying, and dividing or more complex quantitative calculations.
  • Work Environment: While performing the duties of this job, the employee is inside a central heated and air-conditioned office building. The noise level in the work environment is minimal.

We appreciate your referrals to professionals who may have an interest in this outstanding opportunity. Formal interest accepted through the OMNI Executive Career Portal.
Please direct all inquiries to:
OMNI Human Resource Solutions
Anna Robinson, Senior Search Consultant & Healthcare Practice Leader
arobinson@omnihrm.com
OMNI and our clients are Equal Opportunity Employers.

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