Head of Professional Learning

Career Guide
A Head of Professional Learning leads an organization’s strategy for training and ongoing development, often for educators, managers, or client-facing teams. The role sets the learning vision, ensures programs improve performance, manages budgets and teams, and uses data and feedback to continuously improve learning experiences.

Key Responsibilities

  • Set the professional learning strategy and annual roadmap
  • Align learning goals to organizational priorities and performance needs
  • Design and improve professional learning programs and learning pathways
  • Lead and develop a team of learning leaders, trainers, and program managers
  • Select and manage learning tools and external training partners
  • Create standards for learning quality and consistency
  • Oversee delivery formats such as workshops, coaching, and online learning
  • Build measurement plans to track participation, satisfaction, and outcomes
  • Manage budgets, staffing plans, and vendor contracts
  • Partner with senior leaders to drive adoption and change
  • Ensure learning is inclusive and accessible for diverse audiences
  • Communicate impact through clear updates and reporting

Top Skills for Success

Learning Strategy
Program Management
People Leadership
Coaching
Curriculum Design
Facilitation
Stakeholder Management
Change Management
Learning Measurement
Budget Management
Vendor Management
Communication

Career Progression

Can Lead To
Director of Professional Learning
Director of Learning and Development
Director of Talent Development
Head of Learning and Development
Head of Talent
Transition Opportunities
Chief Learning Officer
Vice President of Talent
Vice President of People
Chief People Officer
Head of Customer Education
Head of Enablement

Common Skill Gaps

Often Missing Skills
Learning MeasurementBudget ManagementExecutive CommunicationChange ManagementVendor ManagementLearning Technology SelectionWorkforce Planning
Development SuggestionsBuild a simple measurement framework, lead a cross-functional learning project, practice concise reporting for senior leaders, and take ownership of a budget or vendor relationship to strengthen business impact skills.

Salary & Demand

Median Salary Range
Entry LevelNot typical for this role; most hires require 8 to 12 years of experience
Mid LevelUSD 120,000 to 170,000
Senior LevelUSD 170,000 to 240,000
Growth Trend
Steady demand, with stronger hiring where organizations are scaling training, improving retention, or updating skills due to new technology and changing regulations.

Companies Hiring

Major Employers
School districts and education officesUniversities and collegesEducation technology companiesHealthcare systemsFinancial services firmsLarge retailersTechnology companiesProfessional services firmsGovernment agenciesNonprofit organizations
Industry Sectors
K-12 EducationHigher EducationEducation TechnologyHealthcareFinancial ServicesRetailTechnologyGovernmentNonprofitProfessional Services

Recommended Next Steps

1
Create a one-page professional learning strategy sample with goals, audience, programs, and measures
2
Build a portfolio with two program examples showing design, delivery, and outcomes
3
Strengthen measurement skills by defining a small set of success metrics and tracking them for one program
4
Update your resume to highlight team leadership, budget ownership, and measurable outcomes
5
Prepare a 30 to 60 to 90 day plan tailored to a target organization
6
Network with learning leaders in your sector and request informational interviews
7
Target roles that match your scope, such as district-wide learning, enterprise learning, or customer education