Remote Learning and Development Officer Jobs
Remote Learning and Development Officer jobs are open across the U.S. in sectors like technology, healthcare, financial services, and professional services, at remote-first companies and distributed enterprise teams that need dedicated L&D professionals to build and scale their people programs. Employers hiring remotely right now include Atlas Technologies, Atlassian, and Lockheed Martin. Find a role that fits below and apply directly.
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Showing 5 of 347+ Remote Learning and Development Officer jobs
We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time.
Position Summary
The Executive Director, Head of Learning Strategy, Design & Learner Experience is a member of the Learning & Development Leadership Team responsible for shaping and executing the enterprise learning strategy and creating modern, high-impact learning experiences that build workforce capability and support business performance.
This leader oversees learning strategy, enterprise learning design, curriculum and content, learner experience, learning technology strategy, AI-enabled learning, analytics, and the Learning Design Center of Excellence. In close partnership with DDAT/HR Technology, the role translates L&D priorities and learner needs into the technology capabilities and digital experiences required to enable them.
The role sets enterprise standards and drives innovation across the learning ecosystem, improving quality, speed, scalability, accessibility, learner experience, and business impact while simplifying how learning is designed and delivered.
Key Responsibilities
Enterprise Learning Strategy & Governance
- Define and execute the enterprise learning strategy and multi-year roadmap aligned with business, talent, skills, and workforce priorities.
- Establish enterprise standards and governance for learning design, curriculum architecture, content, accessibility, learner experience, and measurement.
- Translate business and workforce capability needs into scalable learning strategies and solutions.
- Serve as a strategic advisor to senior leaders on learning, skills, AI, and workforce capability trends.
Learning Design & Learner Experience
- Lead the Learning Design Center of Excellence and end-to-end design and development of enterprise learning experiences across digital, virtual, instructor-led, multimedia, performance support, immersive, and AI-enabled modalities.
- Establish modern learning design and learner experience principles grounded in learning science, accessibility, user experience, and measurable performance outcomes.
- Drive consistency, quality, reuse, modularity, and scalability across enterprise curricula and content.
- Lead the strategy and learner experience for Classroom of the Future, partnering with DDAT on enabling technology products and capabilities.
- Oversee learning demand, prioritization, capacity, and delivery to balance strategic initiatives with ongoing business and regulatory needs.
Learning Technology & Digital Enablement
- Serve as L&D's strategic partner to DDAT/HR Technology, translating learning and learner experience requirements into technology capabilities and roadmaps.
- Partner on the strategy, governance, selection, optimization, and evolution of the learning technology ecosystem, including LMS/LXP, skills platforms, authoring tools, AI, coaching, content, and analytics solutions.
- Represent L&D priorities in enterprise technology and talent ecosystem decisions.
- Drive adoption and continuous improvement of digital learning experiences while ensuring scalability, integration, security, and compliance.
AI, Innovation & Transformation
- Lead adoption of approved AI, automation, and emerging technologies to transform how learning is designed, developed, delivered, and experienced.
- Establish modern design and development practices that improve personalization, accessibility, speed, quality, and productivity.
- Create a culture of experimentation, rapid iteration, and data-driven continuous improvement.
- Evaluate emerging learning capabilities and partners and scale solutions that demonstrate measurable value.
Analytics & Business Impact
- Establish measurement frameworks and KPIs for learning effectiveness, learner experience, capability development, technology adoption, operational performance, and business impact.
- Use learner, skills, operational, and business data to guide investment, design decisions, and continuous improvement.
- Provide executive-level insights on the effectiveness and value of enterprise learning investments.
Enterprise & People Leadership
- Build strong partnerships across the business, HR, Talent, DDAT/HR Technology, Information Security, Procurement, and external partners.
- Lead and develop a high-performing multidisciplinary team across learning design, digital learning, content, technology, and learner experience.
- Build team capability in learning science, AI, analytics, experience design, and emerging technologies.
- Manage resources, vendors, budgets, and investments to deliver measurable business value and operational efficiency.
Leadership & Technical Capabilities
- Enterprise learning strategy and workforce capability development
- Learning science, instructional design, curriculum architecture, and learner experience design
- Learning technology ecosystems including LMS/LXP, content, skills, AI, and analytics platforms
- AI-enabled learning design, content development, and automation
- Learning analytics, measurement, and business-impact evaluation
- Accessibility, content governance, and digital learning standards
- Strategic thinking with strong execution and transformation leadership
- Executive influence, communication, and cross-functional leadership
- Data-driven decision making and financial acumen
- Ability to lead through ambiguity and translate strategy into measurable outcomes
Location
East Coast/Midwest (preferred); Remote (open)
Required Qualifications
- 10+ years of progressive experience in learning and development, talent/capability development, learning design, or learning technology, including significant enterprise leadership experience.
- Experience developing and executing enterprise learning strategies, operating models, and large-scale transformations.
- Experience leading learning design, curriculum, content development, learner experience, or Learning Design Center of Excellence functions.
- Experience partnering with technology/product organizations to shape enterprise learning platforms and digital experiences.
- experience applying AI, automation, analytics, and emerging technology to learning and development (preferred)
- Experience leading multidisciplinary teams and managing enterprise learning demand, resources, vendors, and delivery.
- Proven ability to influence senior executives and lead effectively across complex, cross-functional organizations. Travel - 1 week/month to and/or based on the needs of the business
Preferred Qualifications
Please replace this section with the Preferred Job Qualifications
Education
- Bachelor's degree (required)
- Master's degree in Learning, Organizational Development, Human Resources, Education, Instructional Design, Business, Technology, or related field (preferred)
Pay Range
The typical pay range for this role is:
$131,500.00 - $303,195.00
This pay range represents the base hourly rate or base annual full-time salary for all positions in the job grade within which this position falls. The actual base salary offer will depend on a variety of factors including experience, education, geography and other relevant factors. This position is eligible for a CVS Health bonus, commission or short-term incentive program in addition to the base pay range listed above. This position also includes an award target in the company’s equity award program.
Our people fuel our future. Our teams reflect the customers, patients, members and communities we serve and we are committed to fostering a workplace where every colleague feels valued and that they belong.
Great benefits for great people
We take pride in offering a comprehensive and competitive mix of pay and benefits that reflects our commitment to our colleagues and their families.
This full‑time position is eligible for a comprehensive benefits package designed to support the physical, emotional, and financial well‑being of colleagues and their families. The benefits for this position include medical, dental, and vision coverage, paid time off, retirement savings options, wellness programs, and other resources, based on eligibility.
Additional details about available benefits are provided during the application process and on Benefits Moments.
We anticipate the application window for this opening will close on: 12/18/2026
Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state and local laws.
We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time.
Position Summary
The Executive Director, Head of Learning Strategy, Design & Learner Experience is a member of the Learning & Development Leadership Team responsible for shaping and executing the enterprise learning strategy and creating modern, high-impact learning experiences that build workforce capability and support business performance.
This leader oversees learning strategy, enterprise learning design, curriculum and content, learner experience, learning technology strategy, AI-enabled learning, analytics, and the Learning Design Center of Excellence. In close partnership with DDAT/HR Technology, the role translates L&D priorities and learner needs into the technology capabilities and digital experiences required to enable them.
The role sets enterprise standards and drives innovation across the learning ecosystem, improving quality, speed, scalability, accessibility, learner experience, and business impact while simplifying how learning is designed and delivered.
Key Responsibilities
Enterprise Learning Strategy & Governance
- Define and execute the enterprise learning strategy and multi-year roadmap aligned with business, talent, skills, and workforce priorities.
- Establish enterprise standards and governance for learning design, curriculum architecture, content, accessibility, learner experience, and measurement.
- Translate business and workforce capability needs into scalable learning strategies and solutions.
- Serve as a strategic advisor to senior leaders on learning, skills, AI, and workforce capability trends.
Learning Design & Learner Experience
- Lead the Learning Design Center of Excellence and end-to-end design and development of enterprise learning experiences across digital, virtual, instructor-led, multimedia, performance support, immersive, and AI-enabled modalities.
- Establish modern learning design and learner experience principles grounded in learning science, accessibility, user experience, and measurable performance outcomes.
- Drive consistency, quality, reuse, modularity, and scalability across enterprise curricula and content.
- Lead the strategy and learner experience for Classroom of the Future, partnering with DDAT on enabling technology products and capabilities.
- Oversee learning demand, prioritization, capacity, and delivery to balance strategic initiatives with ongoing business and regulatory needs.
Learning Technology & Digital Enablement
- Serve as L&D's strategic partner to DDAT/HR Technology, translating learning and learner experience requirements into technology capabilities and roadmaps.
- Partner on the strategy, governance, selection, optimization, and evolution of the learning technology ecosystem, including LMS/LXP, skills platforms, authoring tools, AI, coaching, content, and analytics solutions.
- Represent L&D priorities in enterprise technology and talent ecosystem decisions.
- Drive adoption and continuous improvement of digital learning experiences while ensuring scalability, integration, security, and compliance.
AI, Innovation & Transformation
- Lead adoption of approved AI, automation, and emerging technologies to transform how learning is designed, developed, delivered, and experienced.
- Establish modern design and development practices that improve personalization, accessibility, speed, quality, and productivity.
- Create a culture of experimentation, rapid iteration, and data-driven continuous improvement.
- Evaluate emerging learning capabilities and partners and scale solutions that demonstrate measurable value.
Analytics & Business Impact
- Establish measurement frameworks and KPIs for learning effectiveness, learner experience, capability development, technology adoption, operational performance, and business impact.
- Use learner, skills, operational, and business data to guide investment, design decisions, and continuous improvement.
- Provide executive-level insights on the effectiveness and value of enterprise learning investments.
Enterprise & People Leadership
- Build strong partnerships across the business, HR, Talent, DDAT/HR Technology, Information Security, Procurement, and external partners.
- Lead and develop a high-performing multidisciplinary team across learning design, digital learning, content, technology, and learner experience.
- Build team capability in learning science, AI, analytics, experience design, and emerging technologies.
- Manage resources, vendors, budgets, and investments to deliver measurable business value and operational efficiency.
Leadership & Technical Capabilities
- Enterprise learning strategy and workforce capability development
- Learning science, instructional design, curriculum architecture, and learner experience design
- Learning technology ecosystems including LMS/LXP, content, skills, AI, and analytics platforms
- AI-enabled learning design, content development, and automation
- Learning analytics, measurement, and business-impact evaluation
- Accessibility, content governance, and digital learning standards
- Strategic thinking with strong execution and transformation leadership
- Executive influence, communication, and cross-functional leadership
- Data-driven decision making and financial acumen
- Ability to lead through ambiguity and translate strategy into measurable outcomes
Location
East Coast/Midwest (preferred); Remote (open)
Required Qualifications
- 10+ years of progressive experience in learning and development, talent/capability development, learning design, or learning technology, including significant enterprise leadership experience.
- Experience developing and executing enterprise learning strategies, operating models, and large-scale transformations.
- Experience leading learning design, curriculum, content development, learner experience, or Learning Design Center of Excellence functions.
- Experience partnering with technology/product organizations to shape enterprise learning platforms and digital experiences.
- experience applying AI, automation, analytics, and emerging technology to learning and development (preferred)
- Experience leading multidisciplinary teams and managing enterprise learning demand, resources, vendors, and delivery.
- Proven ability to influence senior executives and lead effectively across complex, cross-functional organizations. Travel - 1 week/month to and/or based on the needs of the business
Preferred Qualifications
Please replace this section with the Preferred Job Qualifications
Education
- Bachelor's degree (required)
- Master's degree in Learning, Organizational Development, Human Resources, Education, Instructional Design, Business, Technology, or related field (preferred)
Pay Range
The typical pay range for this role is:
$131,500.00 - $303,195.00
This pay range represents the base hourly rate or base annual full-time salary for all positions in the job grade within which this position falls. The actual base salary offer will depend on a variety of factors including experience, education, geography and other relevant factors. This position is eligible for a CVS Health bonus, commission or short-term incentive program in addition to the base pay range listed above. This position also includes an award target in the company’s equity award program.
Our people fuel our future. Our teams reflect the customers, patients, members and communities we serve and we are committed to fostering a workplace where every colleague feels valued and that they belong.
Great benefits for great people
We take pride in offering a comprehensive and competitive mix of pay and benefits that reflects our commitment to our colleagues and their families.
This full‑time position is eligible for a comprehensive benefits package designed to support the physical, emotional, and financial well‑being of colleagues and their families. The benefits for this position include medical, dental, and vision coverage, paid time off, retirement savings options, wellness programs, and other resources, based on eligibility.
Additional details about available benefits are provided during the application process and on Benefits Moments.
We anticipate the application window for this opening will close on: 12/18/2026
Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state and local laws.
See All 347+ Remote Learning and Development Officer Jobs
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Find JobsRemote Learning and Development Officer Job Market
Who's Hiring
- Atlas Technologies23
- Atlassian14
- Lockheed Martin12
- Whatnot9
- Indeed7
Top Industries Hiring
- Technology & Software24
- Hospitality & Tourism5
- Consulting & Professional Services5
- Biotechnology & Pharmaceuticals4
- Retail3
What Employers Look For
The qualifications that appear most often in remote learning and development officer jobs.
- Bachelor's degree in human resources, education, organizational development, or a related field
- Experience designing and facilitating instructor-led and eLearning training programs
- Proficiency with learning management systems such as Cornerstone, Workday Learning, or similar platforms
- Familiarity with instructional design models including ADDIE or SAM
- Strong project management skills with the ability to manage multiple programs simultaneously
- CPTD or CPLP certification from ATD preferred for mid-level and senior roles
Tips for Your Remote Learning and Development Officer Job Search
Build a remote-ready L&D portfolio
Compile samples of programs you've designed and delivered digitally, including e-learning modules, virtual facilitation decks, and asynchronous onboarding materials. Remote employers want proof you can produce results without a physical classroom, so show the format, the tool, and the outcome.
Signal async fluency in your application
Remote learning and development officer roles depend on written communication. Write your cover letter and any work samples in clear, structured prose that could function as a standalone document. Employers evaluating remote candidates notice whether your writing is precise enough to guide learners without real-time explanation.
Apply early to remote roles that fit
Migrate Mate lists remote learning and development officer openings from across the U.S. in one place, so you can find roles that match your background and apply directly without searching across multiple sites. Early applicants consistently get more attention on competitive remote postings.
Show fluency with distributed L&D tools
Name the specific platforms you've used in your resume and interviews: LMS systems like Cornerstone or Docebo, authoring tools like Articulate 360 or Adobe Captivate, and virtual facilitation platforms like Zoom Webinars or Miro. Remote employers shortlist candidates who can operate these tools without a ramp-up period.
Remote Learning and Development Officer Jobs: Frequently Asked Questions
How do I get a remote learning and development officer job?
Remote learning and development officer roles go to candidates who can design, deliver, and iterate on learning programs without in-person oversight. Remote employers screen for strong asynchronous communication skills, comfort with digital learning platforms like LMS tools and virtual facilitation software, and a demonstrated ability to manage projects independently. A portfolio showing completed programs, measurable outcomes, and remote delivery formats gives you a clear edge over candidates with only classroom-based experience.
Which companies hire remote learning and development officers?
Employers currently hiring remote learning and development officers include Atlas Technologies, Atlassian, and Lockheed Martin, per current remote listings on Migrate Mate as of November 2026. Remote-first technology companies, distributed financial services firms, and large healthcare organizations are among the most consistent hirers of learning and development officers in fully remote roles.
Can you get a remote learning and development officer job with no experience?
Yes, but remote entry-level learning and development officer roles are harder to land because employers expect you to work independently from day one with minimal hand-holding. Companies that hire entry-level remote L&D talent tend to be mid-size tech firms or startups with lean HR teams. You can strengthen your candidacy by showing completed instructional design projects, volunteer training work, or certifications in tools like Articulate or Canva for learning content.
Do you need a degree for remote learning and development officer jobs?
Not always. Many remote employers care more about your ability to build effective learning programs and demonstrate results than about a specific credential. A degree in HR, instructional design, education, or organizational psychology helps, but remote employers increasingly weigh a strong portfolio, relevant certifications like CPTD or ATD credentials, and hands-on experience designing and delivering programs across digital platforms.
Which industries hire the most remote learning and development officers?
Remote learning and development officer roles concentrate in Technology & Software, Hospitality & Tourism, and Consulting & Professional Services, based on current remote listings on Migrate Mate as of November 2026. These sectors hire learning and development officers remotely because their distributed teams need scalable onboarding, compliance training, and ongoing skills development that cannot rely on in-person delivery.
See All 347+ Remote Learning and Development Officer Jobs
Find roles that match your experience and apply in just a few clicks.
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