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Vp Learning Development Jobs in Boston, MA (NOW HIRING)

Aeris Partners

Vice President

Boston, MA

Vice Presidents work directly with Managing Directors during all facets of the M&A advisory transaction life cycle, including transaction development, transaction execution and transaction ...

Aeris Partners

Vice President

Boston, MA

$250K/yr

Vice Presidents work directly with Managing Directors during all facets of the M&A advisory transaction life cycle, including transaction development, transaction execution and transaction ...

Aeris Partners

Vice President

Boston, MA · On-site

$250K/yr

Vice Presidents work directly with Managing Directors during all facets of the M&A advisory transaction life cycle, including transaction development, transaction execution and transaction ...

Align Credit Union

VP-Controller

Lowell, MA · On-site

$106K - $135K/yr

Role: The VP Controller is a key financial leader responsible for the oversight, integrity ... Leadership, Development & Continuous Improvement Lead, coach, and develop Accounting employees ...

IQVIA

VP, Client Services

Boston, MA

Align with SVP on staff growth and development for team members, including opportunities to assume ... Curiosity and aptitude for continuous thinking, learning and collaboration. * Ability to travel to ...

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All JobsVp Learning Development JobsVp Learning Development Jobs in Boston, MA

Vp Learning Development information

See Boston, MA salary details

$71.2K

$160.2K

$267.8K

How much do vp learning development jobs pay per year?

As of Aug 31, 2026, the average yearly pay for vp learning development in Boston, MA is $160,166.00, according to ZipRecruiter salary data. Most workers in this role earn between $124,900.00 and $190,700.00 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 Boston, MA?

The most popular types of Learning Development jobs in Boston, MA are:

What are popular job titles related to Vp Learning Development jobs in Boston, MA?

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

What job categories do people searching Vp Learning Development jobs in Boston, MA look for?

The top searched job categories for Vp Learning Development jobs in Boston, MA are:

Vp Learning Development jobs near you
Infographic showing various Vp Learning Development job openings in Boston, MA as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $160,166 per year, or $77 per hour.

VP, Learning & Leadership Development

Dyne Therapeutics

Waltham, MA • On-site, Remote

Full-time

Re-posted 16 days ago

Job description

Role Summary:

The VP, Learning & Leadership Development is a strategic enterprise leader responsible for designing and executing Dyne's leadership, management, and workforce capability strategy. This role defines and drives the enterprise learning philosophy and establishes the systems, experience, and standards with aligned methodologies for how Dyne develops and delivers training across the organization. The Vice President builds the systems, experiences, and culture that accelerate leadership effectiveness, organizational performance, and talent growth across all stages of the employee lifecycle. 

As a member of the HR Leadership Team, this executive partners closely with the Executive Committee (EC), Senior Leadership Team (SLT), and people managers to strengthen leadership capability, succession readiness, enterprise thinking, and organizational effectiveness as Dyne continues to scale toward commercialization and global growth. 

This role combines strategic leadership with hands-on execution and is responsible for leadership development, manager excellence, enterprise learning, onboarding, organizational capability building, and succession-focused talent development. This leader also serves as the enterprise integrator of training across Dyne, creating alignment, consistency, and connectivity across functional, leadership, compliance, onboarding, and workforce development programs. 

This is a full-time position based in Waltham, MA. 

Primary Responsibilities include: 

Enterprise Leadership Development Strategy 

  • Develop and execute a multi-year leadership development strategy aligned with Dyne's business objectives, culture, values, and growth trajectory 
  • Design impactful development experiences for executives, senior leaders, emerging leaders, first-time managers, and individual contributors 
  • Build leadership capability in critical areas, including:  
    • Strategic thinking 
    • Enterprise leadership 
    • Change leadership 
    • Decision-making 
    • Cross-functional collaboration 
    • Executive communication 
    • People leadership 
    • Digital and AI mindset 
  • Establish leadership competency frameworks and development pathways aligned to Dyne's career architecture 

Manager Excellence & People Leadership 

  • Design and implement a scalable best-in-class manager development curriculum 
  • Equip leaders with tools, practices, and capabilities to:  
  • Coach and develop talent 
  • Effectively deliver feedback 
  • Support career growth 
  • Lead through change 
  • Build engaged and high-performing teams 
  • Establish manager readiness and effectiveness measures across the organization 

Learning & Workforce Capability 

  • Lead enterprise learning and development programs that build critical business, leadership, and functional capabilities 
  • Serve as the central integrator of standards, systems and platforms for training across the company, partnering with functional leaders to align priorities, develop content-specific programs, , reduce duplication, ensure consistency, and connect development efforts to enterprise capability needs 
  • Develop scalable learning solutions that blend instructor-led, virtual, digital, and experiential methodologies 
  • Oversee onboarding and integration programs that accelerate new hire productivity and engagement 
  • Partner with Commercial and Medical training function to facilitate onboarding and continuous development programs that enable rapid proficiency for sales, market access, marketing, patient services, and field leadership teams. 

Talent Development & Succession 

  • Partner with Talent Management and HR Business Partners to connect leadership development with talent review, succession planning, and career growth processes  
  • Design high-potential and accelerated development programs that prepare leaders for broader enterprise impact 
  • Build leadership pipelines for critical business, scientific, technical, and commercial roles 
  • Ensure leadership development efforts strengthen succession readiness across key positions 

Organizational Effectiveness & Culture 

  • Partner with executive leaders to strengthen leadership team effectiveness, alignment, and execution 
  • Support enterprise initiatives that enhance collaboration, accountability, innovation, and engagement 
  • Facilitate executive and leadership team workshops focused on strategy, effectiveness, communication, and culture 
  • Embed a culture of continuous learning and development across Dyne 
  • Champion change management initiatives by developing learning strategies that support organizational transformation, new product launches, and evolving business priorities. 

Measurement & Impact 

  • Define meaningful metrics and analytics to assess learning effectiveness, adoption, and business impact 
  • Measure leadership bench strength, succession readiness, internal mobility, employee development, and leadership effectiveness 
  • Use data and employee insights to continuously improve programs and investment strategies and translate learning and leadership investments into measurable outcomes tied to business priorities 
  • Leverage learning technologies, digital platforms, and data analytics to deliver engaging, measurable, and scalable learning experiences while evaluating program effectiveness and business impact. 

Team Leadership 

  • Build and lead a high-performing Learning & Leadership Development function 
  • Establish partnerships with external learning providers, executive coaches, universities, and leadership development organizations 
  • Manage budgets, vendor relationships, and strategic investments to maximize quality, scalability, and business impact 

Education and Skills Requirements:

  • Bachelor's degree required; advanced degree preferred 
  • 20+ years of progressive leadership experience in Learning & Development, Leadership Development, Talent Management, Organizational Development, or related disciplines 
  • Experience building enterprise-wide leadership development strategies in high-growth and commercial stage organizations 
  • Demonstrated success partnering with executive leadership teams 
  • Strong understanding of adult learning principles, leadership development methodologies, and organizational effectiveness practices 
  • Experience leading organizational change and culture transformation initiatives. 
  • Proven ability to influence at executive and board-facing levels 
  • Highly adaptable, resilient with strong leadership presence, self-awareness, and sound judgment 
  • Excellent communicator and influencer with ability to adapt style and approach as needed to drive alignment, clarity, and action 
  • Ability to build trusted relationships and credibility at all levels of the organization 
  • Demonstrated experience leading teams and driving organizational growth 
  • Self-starter, able to drive work forward within fast-paced, dynamic and high growth environment with a strong track record of execution 
  • Digital-first mindset with a strong interest in emerging technologies, including AI and automation, and the ability to translate these innovations into practical learning programs that build organizational capability and accelerate business performance 
  • A startup mindset: adaptable, proactive, resourceful, and willing and ready to roll up your sleeves to execute 

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