How to hire a learning officer

How to hire a learning officer, step by step

Here's a step-by-step learning officer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a learning officer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new learning officer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The learning officer hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

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   Hiring the perfect learning officer also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents learning officer salaries for various positions.

   Type of Learning Officer	Description	Hourly rate
   Learning Officer	Training and development managers plan, direct, and coordinate programs to enhance the knowledge and skills of an organization’s employees. They also oversee a staff of training and development specialists.	$22-77
   Customer Development Manager	A customer development manager is responsible for planning and coordinating product sales to ensure that the customers' needs are met consistently and constantly. It is your job to look for growth opportunities, understand customers, categories, and consumers to increase sales, and coordinate with other departments to fulfill the needs of customers... Show more	$31-61
   Professional Development Director	A professional development director spearheads and develops training services and professional development programs to enhance the skills and abilities of employees in a company, paving the way for career growth. They have the responsibility to set goals and objectives, establish guidelines and timelines, coordinate teams and managers, liaise with external agencies, and oversee procedures from planning to execution... Show more	$22-103

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Leadership Development
   • Employee Development
   • Learning Management System
   • Logistics
   • HR

   Responsibilities:

   • Work independently and as part of a team to achieve optimal learning retention on EMR systems within the hospital environment.
   • Provide storyboards of all training curriculum and prepare demonstrationpresentations for the client management team.
   • Design and develop diversity and ethics learning.

3. Make a budget

   Including a salary range in your learning officer job description is a great way to entice the best and brightest candidates. A learning officer salary can vary based on several factors:

   • Location. For example, learning officers' average salary in hawaii is 55% less than in alaska.
   • Seniority. Entry-level learning officers earn 71% less than senior-level learning officers.
   • Certifications. A learning officer with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a learning officer's salary.

   Average learning officer salary

   $86,802yearly

   $41.73 hourly rate

   ---

   Entry-level learning officer salary

   $46,000 yearly salary

   Updated December 27, 2025

4. Writing a learning officer job description

   A good learning officer job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a learning officer job description:

   Learning officer job description example

   JPMorgan Chase & Co. (NYSE: JPM) is a leading global financial services firm with assets of $2 trillion and operations in more than 60 countries. The firm is a leader in investment banking, financial services for consumers, small business and commercial banking, financial transaction processing, asset management, and private equity.
   
   The Firmwide Regulatory Learning team is responsible for management and execution of the Regulatory and Compliance training and awareness strategy in support of JPMorgan Chase's global Compliance and Regulatory agenda.
   
   The Regulatory Learning team works closely with the business and subject matter experts to identify, design and deliver appropriate learning solutions to JPMorgan Chase stakeholders and workforce members globally across the firm.
   
   The North America Regulatory Learning team is a part of the Firmwide Regulatory Learning team within the HR Learning & Talent Solutions organization. This role is responsible for supporting the delivery of effective Regulatory and Compliance training and awareness solutions across LOBs and Functions across North America.
   Key Responsibilities
   Support the end-to-end training lifecycle, specifically in relation to Maintaining data and documentation in the systems/tools used by the team Addressing learner/client inquiries and requests for information Determining course audiences Partner with the broader Regulatory Learning Team to address issues and find solutions, participate in testing, suggest process improvements, etc. Participate in cross function/LOB global learning projects partnering effectively with the broader HR Talent and Career Experience Team
   Qualifications
   Minimum of 2 years of Regulatory/Compliance and training related experience Excellent relationship management skills with the ability to effectively interact with all levels of management and to clearly articulate key messages and strategies Experience working with Learning Management Systems Strong analytical skills and ability to translate information into reference data attributes Excellent interpersonal and communication skills (written and oral) Creative and strategic thinker with a strong control mindset Strong project management and organizational skills and keen attention to detail Excellent judgement, decision-making, and analytical skills PC competence, especially MS applications (Word, Excel & PowerPoint)
   
   JPMorgan Chase & Co., one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.
   
   We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.
   
   The health and safety of our colleagues, candidates, clients and communities has been a top priority in light of the COVID-19 pandemic. JPMorgan Chase was awarded the "WELL Health-Safety Rating" for all of our 6,200 locations globally based on our operational policies, maintenance protocols, stakeholder engagement and emergency plans to address a post-COVID-19 environment.
   
   As a part of our commitment to health and safety, we have implemented various COVID-related health and safety requirements for our workforce. Employees are expected to follow the Firm's current COVID-19 or other infectious disease health and safety requirements, including local requirements. Requirements include sharing information including your vaccine card in the firm's vaccine record tool, and may include mask wearing. Requirements may change in the future with the evolving public health landscape. JPMorgan Chase will consider accommodation requests as required by applicable law.
   
   Equal Opportunity Employer/Disability/Veterans

   Copy this example

   

5. Post your job

   To find the right learning officer for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with learning officers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit learning officers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your learning officer job on Zippia to find and recruit learning officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting learning officers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new learning officer

   Once you've selected the best learning officer candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new learning officer. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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