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Work Based Learning Jobs in Washington (NOW HIRING)

Tulk LLC

Activity Based Intel SME Mid

Fort Belvoir, VA · On-site

$103K - $131K/yr

About the Work Mid-level SMEs build on introductory tradecraft and support fundamental GEOINT Tradecraft learning through applied, problem-based instruction. A Mid-level Geospatial Analysis ABI SME ...

Systems Plus, Inc.

Lead Business Analyst

Arlington, VA · On-site

... work in collaborative, dynamic, and high-tempo environments. Our employees are our most valued ... Consulting experience. * MBA orMaster'sdegree in a field related to technology-based learning.

Socket.dev

Senior Learning Architect

Washington, DC · On-site

Establish policies for the issuance and renewal of micro credentials, and work with IB's World ... Previous experience developing job-skills frameworks or competency-based learning models using data ...

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How much do work based learning jobs pay per hour?

As of Sep 11, 2026, the average hourly pay for work based learning in Washington is $25.44, according to ZipRecruiter salary data. Most workers in this role earn between $18.80 and $31.30 per hour, depending on experience, location, and employer.

What are work-based learning programs?

Work-based learning programs are educational experiences that combine classroom instruction with practical, hands-on training in a real work environment. These programs help students and participants develop job-specific skills, gain industry knowledge, and build professional networks while still in school. Common examples include internships, apprenticeships, job shadowing, and cooperative education. Work-based learning bridges the gap between education and employment, making participants more prepared for their future careers.

What types of projects or assignments can I expect to work on in a work based learning coordinator role?

As a Work-Based Learning coordinator, you'll typically manage and facilitate internships, job shadowing, apprenticeships, and other experiential learning opportunities for students. Your daily responsibilities may include developing partnerships with local employers, aligning student placements with academic goals, and ensuring compliance with relevant educational and labor regulations. You'll collaborate closely with educators, students, and industry partners to design meaningful work experiences, monitor student progress, and address any challenges that arise. This role often requires effective communication skills and adaptability to meet the changing needs of students and employers.

What are the key skills and qualifications needed to thrive as a work based learning coordinator, and why are they important?

To thrive as a Work-Based Learning Coordinator, you need a background in education, career counseling, or workforce development, often supported by a relevant degree and experience in school or business settings. Familiarity with career readiness platforms, student information systems, and compliance documentation is typically required. Strong communication, organizational, and relationship-building skills help bridge the gap between students, employers, and educators. These competencies are crucial for effectively coordinating hands-on learning experiences that prepare students for future careers.

What is the difference between Work Based Learning vs Intern?

AspectWork Based LearningIntern
CredentialsVaries; often includes certifications or courseworkTypically students or entry-level; may require enrollment in educational programs
Work EnvironmentReal workplace settings across industriesReal workplace settings, often temporary or seasonal
Employer & Industry UsageUsed by educational institutions and employers for skill developmentUsed by companies for talent scouting and training

Work Based Learning and Internships both provide practical experience, but Work Based Learning is often integrated into educational programs and may involve a broader range of activities. Internships are usually short-term positions focused on gaining industry exposure. Both serve as valuable pathways for career development.

What can you do through work-based learning?

Work-based learning provides opportunities to gain hands-on experience in a real work environment, develop industry-specific skills, and build professional networks. It often includes internships, apprenticeships, or cooperative education programs that may lead to job offers or certifications.

What are the most commonly searched types of Work Based Learning jobs in Washington?

The most popular types of Work Based Learning jobs in Washington are:

What are popular job titles related to Work Based Learning jobs in Washington?

For Work Based Learning jobs in Washington, the most frequently searched job titles are:

What job categories do people searching Work Based Learning jobs in Washington look for?

The top searched job categories for Work Based Learning jobs in Washington are:

What cities in Washington are hiring for Work Based Learning jobs?

Cities in Washington with the most Work Based Learning job openings:

Work Based Learning jobs near you
Infographic showing various Work Based Learning job openings in Washington as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 15% Part Time, and 4% Contract. Highlights an 86% Physical, 2% Hybrid, and 12% Remote job distribution, with an average salary of $52,920 per year, or $25.4 per hour.

Director, Learning & Development

Falls Church, VA • On-site

HITT Contracting, Inc.
Construction • 1 - 5K employees
Learn more about HITT Contracting, Inc.external

Full-time

Posted 18 days ago

Job description

Every day, our team members do amazing things in pursuit of our shared purpose to build trust with our clients, partners, subcontractors, and teammates. No matter your background, education, or career path, if you share our vision to create extraordinary experiences, you belong at HITT.
Director, Learning & Development
Job Description:
HITT Contracting is seeking a Director of Learning & Development to lead and elevate learning across our growing organization. As HITT continues to expand in scale, geography, and capability, we are focused on ensuring the way we develop our people keeps pace with the sophistication of our business and the changing needs of the construction industry.
At HITT, our mission is to build and deliver exceptional experiences for our clients, partners, subcontractors, and team members. Our approach to learning and development should reflect that same standard. From an intern beginning a career in construction to an experienced superintendent leading complex work in the field, we want our people to have access to relevant, engaging, and high-quality development that helps them perform at their best and build meaningful careers at HITT.
This leader will bring a forward-looking perspective to how we develop our people and translate business needs into meaningful learning experiences. The Director will lead learning from concept through execution across enterprise learning programs, early career development programs, and skilled trades and apprenticeship development for HITT's craft professionals. The role serves a diverse workforce across project management, site operations, corporate resources, early career talent, and skilled craft professionals. A superintendent learning to perfect a schedule requires a different experience than an assistant project manager learning to lead an estimate. The Director will understand these differences and ensure HITT's learning experiences are designed around how our people actually work, learn, and grow.
Success in this role requires more than expertise in traditional training. The Director will continually evaluate how different populations learn best and introduce new approaches where they can meaningfully improve development and performance. This includes advancing contemporary adult learning practices and thoughtfully evaluating opportunities across AI, immersive and simulation-based learning, AR/VR, mobile and point-of-need learning, adaptive experiences, and other emerging capabilities.
The ideal candidate is a visionary and highly capable learning leader who is equally comfortable challenging what is possible and doing the work required to make it happen. This leader will bring the expertise, curiosity, and creativity to make learning at HITT as exceptional as the work we expect our teams to deliver. Based onsite at our headquarters in Falls Church, VA, this position is not eligible for remote work.
Responsibilities
Learning Management & Proprietary Content
  • Lead HITT's LMS and proprietary content portfolio, ensuring our learning infrastructure and resources support a consistent, intuitive, and high-quality experience for all team members.
  • Establish standards for learning content and instructional design, ensuring materials are relevant, engaging, accessible, and reflective of how our people work and learn.
  • Continually evaluate HITT's existing curriculum to identify opportunities to strengthen, modernize, consolidate, or retire content as the business, workforce, and regulatory environment evolve.
  • Build a scalable model for engaging HITT's subject matter experts in content development and delivery, pairing deep operational expertise with the instructional design and facilitation capabilities of the L&D team.
  • Identify new ways to capture and scale the knowledge of HITT's most experienced builders and leaders, making institutional expertise more accessible across markets, roles, and career stages.
  • Partner closely with HITT's Safety team to support a comprehensive safety learning program that reinforces our commitment to creating safe jobsites, strengthens knowledge and behaviors, and meets the needs of team members across roles, markets, and levels of experience.
  • Oversee the learning infrastructure and administration supporting required compliance training, ensuring HITT can effectively manage and document training requirements across federal, state, local, client, and project-specific jurisdictions as the organization continues to grow.
  • Ensure compliance and required training is current, appropriately assigned, completed, documented, and auditable, with clear governance for managing changing requirements across HITT's national footprint.
  • Apply the same standards for learner experience and effectiveness to required safety and compliance training as the broader learning portfolio, looking for opportunities to move beyond traditional completion-based training where more engaging or applied approaches can improve understanding and retention.
  • Leverage learning data, participant feedback, compliance metrics, and business outcomes to understand effectiveness, identify gaps, and continuously improve HITT's learning content and platforms.

Enterprise Learning Programs
  • Translate HITT's talent priorities and business needs into high-impact development programs, partnering with business leaders to identify where structured learning can meaningfully accelerate capability across the organization.
  • Lead the design and evolution of HITT's cohort-based programs, creating intentional learning journeys that build capability over time through facilitated learning, real-world application, peer connection, access to leaders and subject matter experts, and continued reinforcement.
  • Ensure cohort experiences extend beyond the classroom, with clear expectations for application between sessions, opportunities to practice new skills, meaningful feedback, and connection between learning and participants' day-to-day work.
  • Build an intentional model for engaging HITT's strongest leaders and subject matter experts in enterprise programs, translating their experience, lessons learned, and technical expertise into development that can benefit the broader organization.
  • Establish clear outcomes for enterprise programs and evaluate whether learning is translating into stronger capability and performance, using those insights to continually improve and scale what works.

Innovation for the Adult Learner
  • Serve as HITT's subject matter expert on adult learning, bringing deep expertise and fresh thinking to how learning is designed, delivered, reinforced, and applied across the organization.
  • Challenge traditional approaches to training and continually evaluate how HITT can create more effective learning experiences for different roles, generations, work environments, and career stages.
  • Introduce contemporary adult learning practices that emphasize active participation, practice, application, feedback, and reinforcement, moving beyond passive or one-time training where more effective approaches exist.
  • Evaluate and implement emerging learning technologies and methodologies, including AI, immersive and simulation-based learning, AR/VR, adaptive learning, mobile and point-of-need learning, microlearning, and skills-based development.
  • Identify high-value applications for immersive and simulation-based learning within construction, including opportunities to practice technical skills, site planning, safety, decision-making, and complex scenarios in realistic environments.
  • Explore practical applications of AI to personalize learning, create opportunities for practice and feedback, accelerate content development, and make HITT's knowledge and expertise easier for team members to access when they need it.
  • Establish an effective approach for piloting new learning concepts and technologies, measuring their impact, and scaling those that meaningfully improve capability, performance, or the learner experience.
  • Remain externally connected to developments in adult learning, workforce education, construction learning, and learning technology, bringing relevant ideas and proven practices into HITT.

Early Career Development
  • Provide senior leadership and oversight for the internship and early career program (HITT Futures) and the broader development of early career talent, building strong pipelines into project management, site operations, and corporate career paths across HITT.
  • Lead the Futures team to continually strengthen the internship and early career experience, ensuring curriculum, field exposure, mentorship, performance feedback, and development milestones prepare participants for successful careers at HITT.
  • Continually evolve how HITT develops early talent based on generational shifts, changing expectations, and emerging research on how those newest to the workforce learn, engage, build relationships, and develop professionally.
  • Ensure the Futures curriculum evolves alongside HITT's business, providing participants with the technical knowledge, practical experience, professional skills, and understanding of HITT's culture and expectations required to succeed.
  • Develop the sponsors responsible for training Futures talent, equipping them to effectively coach, mentor, provide feedback, create meaningful learning opportunities, and support the transition from education into the workplace.
  • Partner with Recruiting and business leaders to create a connected experience from internship through early career development and progression into critical roles across the organization.
  • Expand HITT's approach to early talent beyond traditional college recruiting, exploring opportunities to engage high school students and younger populations, increase awareness of the breadth of careers available in construction, and build sustained interest in the industry.
  • Partner with schools, universities, industry organizations, and community partners where appropriate to strengthen long-term talent pipelines and create meaningful exposure to careers across construction, skilled trades, and HITT's corporate functions.
  • Establish consistent program standards and an exceptional participant experience across many market sectors while ensuring development remains relevant to individual roles, work environments, and career paths.
  • Use performance, retention, conversion, promotion readiness, participant feedback, and business input to evaluate effectiveness, strengthen HITT's early talent programs, and inform how these pipelines evolve as the organization grows.

Craft, Skilled Trades & Apprenticeship Development
  • Lead HITT's approach to craft and skilled trades learning and workforce development, recognizing the critical role skilled talent plays in HITT's ability to deliver exceptional work and the broader challenge the construction industry faces in attracting and developing the next generation of craft professionals.
  • Provide senior leadership for learning and development supporting the skilled craft workforce, building scalable programs and career pathways that strengthen technical capability, safety knowledge, proficiency, and long-term career growth.
  • Oversee the apprenticeship program, strengthening its structure, governance, curriculum, and administration while ensuring compliance with applicable federal, state, project, and program requirements.
  • Ensure apprenticeship and workforce development programs support project-specific labor and training obligations, including requirements associated with the Davis-Bacon Act, CHIPS and Science Act, registered apprenticeship programs, prevailing wage requirements, and other federal and state workforce mandates.
  • Partner closely with operations, Safety, HR, and experienced craft leaders to ensure training reflects the realities of the work and combines technical instruction with hands-on practice, mentorship, field application, and feedback.
  • Look beyond the immediate workforce to identify opportunities to strengthen learning and development across HITT's trade partner community. Explore ways to share training resources, best practices, subject matter expertise, facilities, and learning opportunities that help our partners develop their people and strengthen the skilled workforce supporting our industry.
  • Build partnerships with trade contractors, high schools, technical and vocational programs, community colleges, apprenticeship organizations, workforce development groups, and other industry partners to expand awareness of construction careers and create more accessible pathways into the skilled trades.
  • Position HITT as an active contributor to addressing the construction industry's talent shortage, using our scale, expertise, relationships, and resources to create opportunities that strengthen not only our own workforce, but the broader construction community.
  • Remain current on evolving apprenticeship, prevailing wage, workforce development, and training requirements at the federal and state levels, anticipating changes and opportunities that may impact HITT, our trade partners, and our projects.
  • Use participation, progression, skill attainment, retention, apprenticeship completion, and workforce needs to evaluate effectiveness and continually strengthen HITT's approach to craft and skilled trades development.

Qualifications
  • Experience within construction or the broader architecture, engineering, and construction (AEC) industry is required, with a strong understanding of project-based, field, and operational work environments.
  • 10+ years of progressive learning and development experience, including leadership of a broad learning function within a large, complex, multi-location organization.
  • Bachelor's degree in learning and development, organizational development, human resources, business, education, or a related field required.
  • Deep expertise in adult learning, instructional and experience design, and modern approaches to developing capability across varied employee populations.
  • Proven ability to lead complex learning initiatives from concept through implementation, adoption, and measurement at scale.
  • Strong people leader with demonstrated experience leading through managers, developing high-perform

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