Director Leadership Development Jobs in Georgia (NOW HIRING)

Company

Cox EnterprisesPeople SolutionsTalent Management ManagerManager - Non People LeaderHybrid - Ability to work remotely part of the weekYes, 5% of the timeDay

Compensation

Compensation includes a base salary in the range of $92,300.00 - $153,900.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate's knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

Cox Enterprises is seeking a Manager, Learning & Leadership Development to join our team in Atlanta, Georgia.

The Role:

Reporting to the Director, Talent Practices & Learning Programs, the Manager, Learning & Leadership Development plays a critical role in executing Cox Enterprises' people strategy. This role sits at the intersection of learning, talent, and performance - translating learning strategy into impactful initiatives that build the capabilities our workforce needs while ensuring development is closely connected to how we identify, grow, engage, and retain talent across the organization.

The Manager, Learning & Leadership Development will bring creativity and innovation to every aspect of this work - from designing engaging learning solutions to introducing new approaches that gain traction across the enterprise. This individual will find compelling ways to capture attention, inspire adoption, and ensure development opportunities resonate in a fast-paced and ever-evolving environment.

Responsibilities:

Learning Strategy

• Design and deliver enterprise learning experiences that are modern, engaging, and aligned with our learning strategy and guiding principles.

• Conduct needs analyses and capability assessments to ensure learning solutions reflect the current state of the organization and support key business priorities.

• Translate business priorities into learning design principles and vendor selection criteria across the enterprise learning portfolio.

• Activate the learning strategy across diverse audience groups through intentional sequencing, targeted communications, and thoughtful experience design.

• Own and evolve the enterprise self-registration catalog, transforming it from a static resource into a dynamic, curated experience connected to our capabilities.

Instructional Design & Facilitation

• Build learning content that is uniquely ours when we have a clear strategic advantage to do so, owning the entire process from concept and design through facilitation and delivery.

• Define clear learning objectives, target audiences, delivery modalities, and success measures before development begins.

• Apply instructional design principles to create content that reflects our culture and language while driving meaningful behavior change-not just knowledge transfer.

• Pilot, facilitate, evaluate, and refine learning experiences using participant feedback and success measures to ensure content remains relevant, effective, and current.

• Facilitate a variety of learning and organizational development experiences, including programs such as DiSC, and Feedback That Lands.

Integration with Talent & Performance Practices

• Support talent review and succession planning processes by identifying development needs, ensuring learning solutions address capability gaps for critical roles and top talent, and connecting learning investments to meaningful talent outcomes.

• Advance the integration of development into talent and performance practices, ensuring growth opportunities are closely linked to how we assess, develop, and move talent across the organization.

External Partner Management

• Manage external partner relationships, including contracting and evaluation to ensure maximum value and impact from our investments.

• Identify, assess, and engage external resources, facilitators, and content providers that align with our learning strategy, guiding principles, and organizational needs.

• Stay informed on emerging learning trends and best practices, bringing relevant insights and recommendations to the team to continuously enhance our approach.

Measurement & Impact

• Partner with stakeholders to define success measures that connect learning outcomes to business results and help tell a compelling story of impact.

• Leverage data and insights to evaluate effectiveness, drive continuous improvement, and inform future learning and development decisions.

• Support the integration of talent data and workforce insights into learning priorities, using those insights to shape and refine capability-building investments.

• Monitor spend against plan and track the return on investment (ROI) of learning initiatives to ensure resources are aligned with business priorities and outcomes.

Stakeholder Partnership

• Collaborate closely with HR functional partners to ensure a connected, aligned approach to employee growth and development across the organization.

• Partner with business leaders and key stakeholders to understand capability needs and shape learning priorities and experiences that support business objectives.

• Bring a consultative mindset to the role, serving as a trusted advisor who effectively connects development strategies and investments to broader business goals and priorities.

Qualifications:

• BA/BS degree in a related discipline (Business, Human Resources, Organizational Psychology, Education, or similar) and 6 years' experience in a related field. The right candidate could also have a different combination, such as a master's degree and 4 years' experience; or a Ph.D. and 1 year of experience; or 10 years' experience in a related field.

• Demonstrated ability to bring creative, non-traditional thinking to learning design - translating ideas into experiences that earn attention and stick.

• Experience designing and delivering enterprise learning or leadership development offerings.

• Experience working across HR functions - learning, talent management, or performance - with an understanding of how these disciplines connect.

• Experience managing external partner relationships.

• Demonstrated ability to translate strategy into execution-ready initiatives.

The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness annually for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, and parental leave.As our primary divisions Cox Automotive and Cox Communications drive new waves of innovation, Cox Enterprises is entering spaces like cleantech, healthcare, esports and more. We're a family business guided by a legacy of bold innovation that's driven by those who want to make their mark. Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page. Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.Applicants must currently be authorized to work in the United States for any employer without current or future sponsorship. No OPT, CPT, STEM/OPT or visa sponsorship now or in future.