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Director Learning Development Jobs in Columbus, OH

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Director Learning Development information

See Columbus, OH salary details

$42K

$109.7K

$177.7K

How much do director learning development jobs pay per year?

As of Jun 17, 2026, the average yearly pay for director learning development in Columbus, OH is $109,748.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,400.00 and $128,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Director of Learning and Development, and why are they important?

To thrive as a Director of Learning and Development, you need expertise in instructional design, organizational development, and adult learning theory, often supported by a degree in education, HR, or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications like CPLP or SHRM-CP is typically required. Strategic thinking, leadership, and strong communication skills help you drive change and foster a culture of continuous learning. These skills and qualities are crucial for aligning learning initiatives with business goals and ensuring workforce development.

What is the difference between Director Learning Development vs Learning and Development Manager?

AspectDirector Learning DevelopmentLearning and Development Manager
CredentialsTypically requires a bachelor’s degree in education, HR, or related field; often prefers advanced certifications like CPLP or ATD certificationsSimilar educational background; certifications like CPLP or ATD are common but less frequently required
Work EnvironmentStrategic leadership role overseeing multiple teams or departments, involved in high-level planningOperational role focused on implementing training programs and managing teams
Employer & Industry UsageUsed in large organizations across various industries, especially where training is a strategic priorityCommon in organizations of all sizes, often as a mid-level position within HR or Learning departments

The main difference between a Director Learning Development and a Learning and Development Manager lies in scope and seniority. The Director typically leads strategic initiatives and manages multiple teams, while the Manager focuses on executing training programs and day-to-day operations. Both roles require similar credentials but differ in responsibilities and organizational level.

What are the most common challenges faced by a Director of Learning and Development when implementing new training programs across an organization?

One of the main challenges for Directors of Learning and Development is gaining buy-in from both leadership and employees for new training initiatives. Balancing diverse learning needs across different departments while ensuring consistency in delivery can also be complex. Additionally, measuring the effectiveness of programs and demonstrating their impact on business outcomes often requires careful planning and ongoing evaluation. Successful Directors typically overcome these challenges through strong communication, collaboration with stakeholders, and leveraging data-driven approaches to tailor and refine development strategies.

What does a Director of Learning and Development do?

A Director of Learning and Development is responsible for overseeing the strategy, design, and implementation of employee training and professional development programs within an organization. Their role involves assessing skill gaps, developing training initiatives, managing budgets, and ensuring that learning programs align with business goals. They work closely with leadership and HR teams to foster a culture of continuous learning, enhance employee performance, and support organizational growth.
What are the most commonly searched types of Learning Development jobs in Columbus, OH? The most popular types of Learning Development jobs in Columbus, OH are:
What are popular job titles related to Director Learning Development jobs in Columbus, OH? For Director Learning Development jobs in Columbus, OH, the most frequently searched job titles are:
What job categories do people searching Director Learning Development jobs in Columbus, OH look for? The top searched job categories for Director Learning Development jobs in Columbus, OH are:
What cities near Columbus, OH are hiring for Director Learning Development jobs? Cities near Columbus, OH with the most Director Learning Development job openings:
Director Learning Development jobs near you
Infographic showing various Director Learning Development job openings in Columbus, OH as of June 2026, with employment types broken down into 95% Full Time, 4% Part Time, and 1% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $109,748 per year, or $52.8 per hour.
Director, Learning & Development

Director, Learning & Development

Gifthealth Inc

Columbus, OH • On-site

$180K - $200K/yr

Other

Posted 13 days ago

Job description

Description

About Us

Gifthealth is a specialty pharmacy built differently, combining clinical expertise, technology, and a relentless focus on the patient experience to deliver better health outcomes. We operate at the intersection of pharmacy, hub services, and patient support programs, serving patients and manufacturer partners who need more than a transaction. We are a fast-moving, high-growth organization with deep operational complexity. Our teams are passionate, knowledgeable, and proud of the work they do.


Position Summary

Gifthealth is establishing a centralized Learning and Development function for the first time. The Director of Learning and Development will inherit a company with strong, mature training programs in Customer Success and Pharmacy Operations, and a fragmented platform landscape spanning five systems. Reporting to the Chief People Officer, this role exists to bring those programs under one roof, eliminate redundancy, build the infrastructure that makes great training scalable, and develop the programs Gifthealth currently does not have. This is a builder role with executive visibility: the Director will own the LMS consolidation decision, integrate two high-performing embedded training teams into a unified function, launch Gifthealth's first enterprise leadership development program, and design the competency frameworks that support career growth across all departments.


Key Responsibilities

  • Enterprise L&D Strategy & Function Leadership Establish the vision, operating model, and standards for enterprise L&D at Gifthealth; define a training governance model that delineates how L&D and department leaders work together; serve as the L&D voice in people strategy discussions with the CPO and bring data-driven perspective on how learning drives business outcomes
  • LMS Platform Consolidation Lead the evaluation and selection of a single enterprise LMS to replace the current five-platform landscape; own the full migration project including content ownership, data migration, completion tracking continuity, and phased rollout; design and launch a single-source training completion dashboard; serve as the internal subject matter expert on learning technology and own the training technology roadmap
  • Compliance & Regulatory Training Own all enterprise compliance training including HIPAA, FWA, URAC, harassment prevention, safety SOPs, and IT security; ensure training is assigned, tracked, and completed on schedule across all employee populations; eliminate content duplication across platforms prior to migration; manage state-specific training obligations in partnership with Legal
  • Leadership & Management Development Launch a New Manager Essentials program within the first 90 days leveraging an external partner (DDI, CCL, or Korn Ferry); design and pilot Gifthealth's first cohort-based Emerging Leaders program in Year 1; build internal leadership curriculum over time anchored in Gifthealth's operating context
  • Career Pathing & Competency Frameworks Design skill and behavior competency frameworks starting with Customer Success and Pharmacy job families and expanding to all 17 job families over 18 months; launch a structured internal mobility program; design and roll out Individual Development Plans enterprise-wide; formalize policy and administration for external certifications and tuition support
  • Onboarding & New Hire Experience Evolve New Employee Orientation into a structured onboarding experience with 30-60-90 day check-ins and time-to-productivity tracking; integrate department-level onboarding tracks into the enterprise experience and LMS; partner with HR and IT to automate new hire training enrollment triggered by the HRIS

Qualifications

Education & Certification

  • Bachelor's degree or equivalent experience (Required)
  • CPTD, SHRM-SCP, or equivalent professional certification (Preferred)

Experience

  • 8 to 12+ years in learning and development, organizational development, or instructional design; 3+ years in a senior or director-level role leading a multi-team L&D function (Required)
  • Demonstrated LMS selection, implementation, or consolidation experience; track record of building from a fragmented or decentralized training environment into a unified function (Required)
  • Experience managing embedded or matrixed training teams across departments; background in both live/virtual instructor-led training and asynchronous eLearning content development (Required)
  • Experience in healthcare, specialty pharmacy, or another regulated industry (Preferred)

Knowledge, Skills & Abilities

  • L&D architecture: ability to design a multi-pillar training function from scratch or in transition, with a clear point of view on what a mature enterprise L&D function looks like and how to build toward it (Required)
  • Platform expertise: fluent in LMS evaluation and administration; able to run a vendor RFI, evaluate build vs. buy tradeoffs, and manage a migration without losing compliance continuity (Required)
  • Compliance training ownership: experience owning annual compliance programs in a regulated environment; understands the distinction between training for completion and training for behavior change (Required)
  • Stakeholder influence without authority: able to align department heads who have historically owned their own training; earns buy-in through credibility and results (Required)
  • Leadership development design: has designed or delivered a leadership program and has a clear point of view on build vs. buy for management development at different company stages (Required)
  • Data and measurement: able to measure training effectiveness beyond completion rates and build a reporting framework that connects L&D activity to business outcomes (Required)
  • Team leadership: experienced managing trainers, content developers, and facilitators who are deeply expert in their department context; comfortable leading protective, high-performing embedded teams through a unification process (Required)

Work Environment

  • Location: Remote (Hybrid); periodic travel to Columbus, OH for team and leadership meetings
  • Schedule: Full-time; reports to the Chief People Officer

Employment Classification

Status:  Full-time 

FLSA:  Exempt

Equal Employment Opportunity (EEO) Statement

Gifthealth is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. All employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity, transgender status, national origin, age, disability, veteran status, or any other legally protected status.

Disclaimer

This job description is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all responsibilities, duties, or skills required of personnel. Gifthealth reserves the right to modify job duties or descriptions at any time.

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