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Vp Learning Development Jobs in Dallas, TX (NOW HIRING)

Ascend Dallas

VP of Development

Dallas, TX · On-site

$105K - $115K/yr

Vice President of Development Ascend Dallas is a nonprofit organization committed to helping women and families create their path to a better life through financial security and parenting supports.

Stout Risius Ross, LLC

Vice President

Dallas, TX · On-site

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 ...

Tribune Media

Vice President, Finance

Irving, TX · On-site

Contribute to the development of Nexstar's strategic goals and objectives as well as the overall ... Promote a culture of high performance and continuous improvement that values learning and a ...

WOWK-TV

Vice President, Finance

Irving, TX

Contribute to the development of Nexstar's strategic goals and objectives as well as the overall ... Promote a culture of high performance and continuous improvement that values learning and a ...

Saige Partners

Vice President, Valuation

Plano, TX

Build and maintain relationships with internal and external stakeholders, supporting business development efforts. Skills you ideally bring to the table as a Vice President, Valuation.. Bachelor ...

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All JobsVp Learning Development JobsVp Learning Development Jobs in Dallas, TX

Vp Learning Development information

See Dallas, TX salary details

$64.8K

$145.8K

$243.8K

How much do vp learning development jobs pay per year?

As of Jul 15, 2026, the average yearly pay for vp learning development in Dallas, TX is $145,841.00, according to ZipRecruiter salary data. Most workers in this role earn between $113,800.00 and $173,600.00 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 Dallas, TX? The most popular types of Learning Development jobs in Dallas, TX are:
What are popular job titles related to Vp Learning Development jobs in Dallas, TX? For Vp Learning Development jobs in Dallas, TX, the most frequently searched job titles are:
What job categories do people searching Vp Learning Development jobs in Dallas, TX look for? The top searched job categories for Vp Learning Development jobs in Dallas, TX are:
What cities near Dallas, TX are hiring for Vp Learning Development jobs? Cities near Dallas, TX with the most Vp Learning Development job openings:
Vp Learning Development jobs near you
Infographic showing various Vp Learning Development job openings in Dallas, TX as of July 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $145,841 per year, or $70.1 per hour.

Vice President, Talent Development

HR4Me

Grand Prairie, TX • On-site

Full-time

Posted 6 days ago

Job description

Job Summary
The Vice President, Talent Development is responsible for developing and executing the enterprise talent development strategy, ensuring the organization has the leadership capability, technical expertise, and succession pipeline required to support long-term growth. This role leads the coordination, design and delivery of enterprise learning solutions, leadership development, executive development, succession planning, and skilled trades development while creating a culture of continuous learning across the organization.
As a key member of the HR leadership team, the Vice President will build a scalable Talent Development Center of Excellence that partners with business leaders and HR Business Partners to strengthen organizational capability and prepare the workforce for future growth.
Primary Duties and Responsibilities
  • Leads the enterprise Talent Development function, building a high-performing Center of Excellence that delivers scalable learning solutions across the organization.
  • Develops and executes the enterprise talent development strategy aligned with business priorities, workforce needs, and long-term growth objectives.
  • Designs and leads three strategic development pathways:
    • Executive Development & Succession - Build executive capability, identify high-potential talent, and strengthen succession pipelines for critical leadership roles.
    • Leadership & Professional Development - Develop managers, supervisors, and professional employees through leadership programs, functional learning, and career development initiatives.
    • Trades & Technical Development - Strengthen the capabilities of field employees through technical training, apprenticeship programs, craft development, certifications, and frontline leadership programs.
  • Partners with executive leadership to assess organizational capability and identify development priorities that improve business performance.
  • Leads the enterprise succession planning and talent review processes, ensuring strong leadership pipelines and readiness for future growth.
  • Establishes leadership competency models, career pathways, and learning curricula that support employee development and internal mobility.
  • Partners with HR Business Partners and business leaders to identify skill gaps and implement targeted development solutions.
  • Oversees learning technologies, curriculum development, facilitation standards, train-the-trainer programs, and measurement of learning effectiveness.
  • Develops enterprise onboarding, leadership onboarding, and career development programs that improve employee engagement and retention.
  • Evaluates emerging learning technologies, industry trends, and best practices to continuously improve organizational capability.
  • Establishes metrics and dashboards to measure learning impact, leadership effectiveness, succession readiness, and return on investment.
  • Develops annual budgets, strategic plans, and performance objectives that support organizational capability and workforce readiness.

Required Skills and Qualifications
  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, Education, or a related field.
  • 15+ years of progressive leadership experience in Talent Development, Learning & Development, Organizational Development, Leadership Development, or Talent Management.
  • Demonstrated success building enterprise learning strategies and Centers of Excellence within a multi-site or high-growth organization.
  • Experience designing executive development, succession planning, leadership development, and technical training programs.
  • Proven experience leading talent review and succession planning processes for senior leadership.
  • Strong knowledge of adult learning principles, instructional design, leadership assessment, competency models, and organizational effectiveness.
  • Experience supporting construction, industrial, manufacturing, engineering, or skilled trades organizations.
  • Experience building apprenticeship programs, field leadership academies, technical certification programs, or train-the-trainer models.
  • Experience implementing Learning Management Systems (LMS), talent management platforms, and learning analytics.
  • Experience supporting rapid organizational growth, acquisitions, or enterprise transformation initiatives.
  • Demonstrated success creating leadership pipelines and internal career development programs that improve retention and succession readiness.
  • Strong project management, facilitation, communication, and stakeholder management skills.
  • Ability to influence and collaborate effectively across all levels of the organization.
  • High level of discretion, professionalism, and confidentiality.
  • Proficiency in Microsoft Office Suite including PowerPoint, Excel, Word, and Teams.
  • Familiarity with various HCM and LMS applications and other related technologies

Preferred Skills and Qualifications
  • Master's degree in Organizational Development, Human Resources, Business Administration, Industrial Psychology, Education, or a related field.
  • Professional certifications such as SHRM-SCP, SPHR, CPTD (Certified Professional in Talent Development), ATD Master Trainer, or equivalent.
  • Experience supporting private equity-backed growth platforms or multi-company operating structures.
  • Experience supporting organizations exceeding 3,000 employees across multiple geographic regions.
  • Spanish language fluency
  • Experience supporting geographically dispersed or field-based workforces.
  • Experience supporting organizational transformation, acquisitions, or restructuring initiatives.

Additional Information
  • Role will regularly interact with executive leadership and senior operational leaders.
  • Position may require occasional support outside normal business hours due to operational or communication needs.
  • Strong business acumen and operational awareness are critical to success in this role.
  • Ability to work effectively in fast-changing, growth-oriented environments is essential.
  • This role may support enterprise-wide strategic initiatives and confidential business matters.

Travel Requirements
  • The preferred location for this role may be either Dallas-Fort Worth TX or Richmond VA with minimal travel expected. An alternate location may be Columbus or Cincinnati OH. If located on site may include up to 20% travel across the US.
  • If remote, must be located within an easy travel distance from our locations. Travel may be up to 50%.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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