Senior Level Learning And Development Specialist Jobs
Senior level learning and development specialist jobs put experienced practitioners in charge of enterprise-wide L&D strategy, curriculum architecture, and the cross-functional teams that design and deliver programs at scale. Openings are concentrated across Technology & Software, Healthcare & Medical Services, and Manufacturing, with a mix of on-site, hybrid, and remote roles, and employers like ADP, Aspen Dental, and Intuit hiring at this level now.
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Showing 5 of 68+ Senior Level Learning And Development Specialist jobs
POSITION SUMMARY
The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs—spanning leadership development, performance, and succession—are effectively adopted and embedded in day-to-day operations.
At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.
RESPONSIBILITIES
Capability Diagnosis & Business Alignment
- Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
- Partner with HRBPs and business leaders to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and translate insights into clear capability priorities and development strategies and action plans.
Deployment of Talent & Capability Solutions
- Use talent review and business insights to identify development needs and translate into actions that address those needs.
- Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
- Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.
Leader Enablement & Adoption
- Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
- Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
- Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.
Talent System Integration & Change Support
- Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
- Partner with change management resources and reinforce the organization’s change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
- Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.
Program Planning, Measurement & Training Support
- Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
- Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
- Drive analysis of workforce knowledge and skills required to deliver on the organization’s strategy and adjust capability plans accordingly.
- Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
- Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
- Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
- Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.
QUALIFICATIONS
- Bachelor’s degree in Business Administration, Human Resources, Education, or related field preferred.
- Minimum of 7+ years of experience in leadership development, talent management, organizational development, HR business partnership, and/or managing regional or large-scale learning and capability programs.
- Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions.
- Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication, and stakeholder management.
- Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently.
- Ability to assess skills and knowledge, determine appropriate developmental solutions, and drive adoption and engagement across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.).
- Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office.
McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status. The pay range for this position is $100,000 – $145,000 per year, commensurate with the candidate's relevant experience, skills, and qualifications. McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.
NOTICE TO EXTERNAL SEARCH FIRMS: McCarthy’s Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.
POSITION SUMMARY
The Regional Learning & Development Manager serves as a strategic learning and Capability partner for both partner and craft employees, translating enterprise and regional talent and capability strategies into measurable business outcomes. This role partners closely with regional business leaders, the Regional HR Vice President, and HR Business Partners (HRBPs) to diagnose capability and learning gaps, enable leaders, and ensure that enterprise programs—spanning leadership development, performance, and succession—are effectively adopted and embedded in day-to-day operations.
At its core, this role focuses on capability outcomes, leader effectiveness, and sustained behavior change, while ensuring strong regional execution of learning strategies and solutions.
RESPONSIBILITIES
Capability Diagnosis & Business Alignment
- Partner with regional leadership and HRVP/HRBPs to identify business priorities, talent risks, and capability gaps and translate those insights into a Top Talent and capability strategy that supports regional business plans.
- Partner with HRBPs and business leaders to diagnose root causes of skill, leadership, process, and structure gaps; determine when learning is the right solution and translate insights into clear capability priorities and development strategies and action plans.
Deployment of Talent & Capability Solutions
- Use talent review and business insights to identify development needs and translate into actions that address those needs.
- Align across Regional Leaders and National Learning & Development to tailor enterprise content and programs for region-specific needs while maintaining enterprise standards; act as a connector between National L&D and business leaders/HRBPs to ensure national strategy is effectively executed in the Region.
- Provide consultative guidance on learning priorities, solutions, and strategy, including oversight of the regional training calendar and partnerships with internal/external resources to maximize learning impact.
Leader Enablement & Adoption
- Enable leaders to effectively apply enterprise frameworks and tools in practical ways that improve day to day learning effectiveness .
- Build internal teaching and coaching capability (e.g., train-the-trainer, peer groups, cohorts, and communities of practice) with a focus on leader enablement rather than direct program ownership.
- Reinforce learning and capability application through ongoing engagement, manager ownership, peer reinforcement and long-term plans for applying key learnings in the business.
Talent System Integration & Change Support
- Leverage trends and themes emerging from regional talent reviews to align capability-building priorities and actions with identified business and talent needs.
- Partner with change management resources and reinforce the organization’s change philosophy by enabling leaders and teams to adopt new ways of working and strengthen role clarity; apply enterprise OD/OE principles where appropriate.
- Proactively plan and facilitate targeted working sessions (e.g., leadership alignment, capability application, cohort and peer group sessions) with business leaders and/or HRBPs to address key talent opportunities.
Program Planning, Measurement & Training Support
- Partner with HRBPs and business leaders to monitor capability adoption and behavior change, capability growth, track progress against defined success measures, and adjust plans based on insights.
- Oversee analysis of learner feedback and other data, set program metrics and goals, and monitor performance metrics including adoption, behavior change, capability growth, and business impact where feasible to drive continuous improvement of regional development solutions.
- Drive analysis of workforce knowledge and skills required to deliver on the organization’s strategy and adjust capability plans accordingly.
- Select and manage resources (internal and external), build a network of subject matter experts, and manages the regional training budget to support regional capability priorities effectively.
- Partner with Regional HR and the extended L&D team to align solutions with business needs, leverage existing solutions and LMS capabilities and ensure clear communication of learning opportunities and available resources.
- Support and, when needed, facilitate key learning experiences (e.g., leadership sessions, peer groups) to model effective practice and reinforce enterprise capability frameworks; travel within the region to jobsites, meetings, and training events as needed.
- Directly lead and develop at least one L&D Specialist, including setting priorities, coaching performance, building capability, and ensuring high-quality execution across strategic and operational work.
QUALIFICATIONS
- Bachelor’s degree in Business Administration, Human Resources, Education, or related field preferred.
- Minimum of 7+ years of experience in leadership development, talent management, organizational development, HR business partnership, and/or managing regional or large-scale learning and capability programs.
- Demonstrated ability to diagnose business and organizational needs and translate them into clear capability actions and development solutions.
- Extensive experience in learning and development program deployment and implementation at scale, with strong consulting, influencing, collaboration, and communication, and stakeholder management.
- Proven project management capability and ability to prioritize, execute, and follow through on initiatives independently.
- Ability to assess skills and knowledge, determine appropriate developmental solutions, and drive adoption and engagement across all levels; comfort supporting delivery in multiple formats (classroom, virtual, on-the-job, synchronous, asynchronous, etc.).
- Ability to travel within the region with occasional overnight stays and work effectively with LMS/online development tools and Microsoft Office.
McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status. The pay range for this position is $100,000 – $145,000 per year, commensurate with the candidate's relevant experience, skills, and qualifications. McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.
NOTICE TO EXTERNAL SEARCH FIRMS: McCarthy’s Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.
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Find JobsSenior Level Learning And Development Specialist Job Market
Who's Hiring
- ADP7
- Aspen Dental5
- Intuit4
- PubMatic2
- CoreCivic2
Top Industries Hiring
- Technology & Software22
- Healthcare & Medical Services8
- Manufacturing4
- Banking & Financial Services4
- Consulting & Professional Services4
Senior Level Learning And Development Specialist Jobs: Frequently Asked Questions
How do I get a senior level learning and development specialist job?
Employers hiring at this level look for candidates who have owned full learning program lifecycles, not just delivered training. Demonstrating measurable business impact, such as reduced time-to-competency or improved retention tied to development initiatives, sets strong applicants apart. Fluency in instructional design frameworks, learning management systems, and stakeholder management at the director or VP level is expected. Experience mentoring junior L&D staff signals genuine seniority.
Which companies hire senior level learning and development specialists?
Companies hiring senior level learning and development specialists right now include ADP, Aspen Dental, and Intuit, based on current listings on Migrate Mate as of July 2026. Hiring at this level tends to come from large enterprises, consulting firms, and healthcare systems that maintain dedicated L&D functions with complex, multi-audience training needs.
Are there remote senior level learning and development specialist jobs?
Yes, remote and hybrid availability is strong at this level. About 16% of senior level learning and development specialist openings are remote or hybrid as of July 2026, reflecting how many organizations have shifted instructional design and program management work to distributed teams. On-site roles do exist, particularly in manufacturing, healthcare, and retail environments where hands-on facilitation is part of the scope.
What makes a learning and development specialist role senior level?
Senior level roles are defined by ownership of strategy, not just execution. Where a mid-level specialist might design a single course or manage a vendor relationship, a senior specialist sets the L&D roadmap for a business unit or the whole organization, aligns learning investments to performance gaps, and guides junior team members. Senior roles also require consulting directly with executive stakeholders and translating business goals into measurable learning outcomes.
Which industries hire the most senior level learning and development specialists?
Senior level learning and development specialist roles concentrate in Technology & Software, Healthcare & Medical Services, and Manufacturing, based on current listings on Migrate Mate as of July 2026. These sectors tend to drive hiring at this level because they operate at scale, face ongoing compliance or skills-gap pressures, and maintain internal L&D functions large enough to need experienced practitioners who can lead rather than just support.