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Employee Development Manager Jobs in Decatur, GA

Vanderlande Industries

BIM Manager

Marietta, GA

Affinity with software development and implementation. Advanced knowledge and experience with the ... Capable in managing client, other contractors, subcontractors and suppliers on BIM matters.

New

CFS

Business Development Manager

Atlanta, GA · On-site

$65K - $100K/yr

Business Development Manager - CFS | ATLANTA, GA Are you a relationship‑builder, a natural closer ... As a 100% employee-owned company, every CFS employee has a direct stake in the growth and success ...

CFS

Business Development Manager

Atlanta, GA · On-site

$65K - $100K/yr

Business Development Manager - CFS | ATLANTA, GA Are you a relationship‑builder, a natural closer ... As a 100% employee-owned company, every CFS employee has a direct stake in the growth and success ...

Ag

Supplier Development Manager

Atlanta, GA · On-site

$145K - $150K/yr

Airbus Commercial Aircraft is looking for a Supplier Development Manager to join our Procurement ... Medical insurance, Dental insurance, Vision insurance, Prescription insurance, Employee Assistance ...

hillman

Business Development Manager

Cincinnati, OH

The Business Development Manager is an ambassador for Hillman, developing relationships with ... employee. Duties, responsibilities and activities may change, or new ones may be assigned at any ...

hillman

Business Development Manager

Pittsburgh, PA

The Business Development Manager is an ambassador for Hillman, developing relationships with ... employee. Duties, responsibilities and activities may change, or new ones may be assigned at any ...

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All JobsEmployee Development JobsEmployee Development Manager JobsEmployee Development Manager Jobs in Decatur, GA

Employee Development Manager information

See Decatur, GA salary details

$10.7K

$72.9K

$146.9K

How much do employee development manager jobs pay per year?

As of Aug 2, 2026, the average yearly pay for employee development manager in Decatur, GA is $72,853.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,400.00 and $89,300.00 per year, depending on experience, location, and employer.

What does an employee development manager do?

An employee development manager oversees training and professional growth programs within an organization, focusing on enhancing employee skills, performance, and career advancement. They design, implement, and evaluate development initiatives, often using tools like learning management systems and requiring strong communication and leadership skills.

What are some common challenges faced by Employee Development Managers when implementing new training programs?

Employee Development Managers often encounter challenges such as securing buy-in from leadership, aligning training initiatives with organizational goals, and engaging employees who have varying learning styles or levels of motivation. Additionally, balancing the need for standardized training with the desire for personalized development can be tricky. Overcoming these obstacles typically involves strong communication, continuous feedback, and close collaboration with department heads to ensure programs are both relevant and effective.

What is the difference between Employee Development Manager vs Learning and Development Specialist?

AspectEmployee Development ManagerLearning and Development Specialist
CredentialsBachelor's degree; often certifications in HR or trainingBachelor's degree; certifications in training or instructional design
Work EnvironmentCorporate offices, HR departments, training programsTraining sessions, workshops, online platforms
Employer & Industry UsageCommon in large organizations across industriesUsed in various industries, often in HR or training departments

The Employee Development Manager focuses on designing and overseeing employee growth programs, while the Learning and Development Specialist implements training sessions and develops instructional content. Both roles require similar credentials and are integral to workforce development, but the manager has a broader strategic role compared to the specialist's focus on execution.

What are the 4 types of employee development?

The four types of employee development are formal education, which includes courses and certifications; on-the-job training, involving practical experience; coaching and mentoring, providing personalized guidance; and self-directed learning, where employees pursue independent skill enhancement. As an Employee Development Manager, understanding these types helps in designing effective development programs tailored to employee needs.

Is BD manager a stressful job?

A Business Development (BD) manager role can be stressful due to targets, client negotiations, and market pressures. The level of stress varies depending on the industry, company culture, and individual workload, but managing multiple priorities and meeting sales goals are common stressors in this position.

What is the 70 20 10 rule for employee development?

The 70 20 10 rule for employee development suggests that employees learn approximately 70% through on-the-job experiences, 20% through coaching and mentoring, and 10% through formal training. As an Employee Development Manager, understanding this model helps in designing effective development programs that balance experiential learning with structured training.
What cities near Decatur, GA are hiring for Employee Development Manager jobs? Cities near Decatur, GA with the most Employee Development Manager job openings:
Employee Development Manager jobs near you
Infographic showing various Employee Development Manager job openings in Decatur, GA as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $72,853 per year, or $35 per hour.

People Practices Leader - Mega Projects/Mobility

DPR Construction

Atlanta, GA • On-site

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

DPR Construction rating

8.0

Company rating: 8.0 out of 10

Based on 37 frontline employees who took The Breakroom Quiz

19th of 80 rated construction

Job description

Job Description
The Mega Projects/Mobility People Practices Leader will be the primary representative of People Practices (PP) within the business. Responsible for leading a group of PP Advisors/Partners whose primary focus is to execute, identify, solve, manage and improve operational excellence, manager development, team performance, and strategic support. The PP Leader additionally is focused on business growth, customer value, workforce strategy, people initiatives, organizational effectiveness, change management and leadership development (including succession management). This role is the primary interface with the Mega Projects/Mobility Leadership Team and PP COE/SME Leaders providing input regarding functional strategies and program design and best practices.
Key Responsibilities:
  • People (Leading Others and Leading Team) Leadership and People Practices Leadership:
    • Leading and managing a team of individuals providing services across the organization. Team includes directly managed employees as well as matrixed employees who are a part of the extended PP organization.
    • Aligning PP team to company and local business objectives.
    • Enhancing PP team performance.
    • Ensuring team is focused, and executing, key people practices responsibilities (Recruit, Retain and Develop)
    • Representative for all of People Practices to the workgroup. A representative of the workgroup to all of People Practices. A primary facilitator/curator across national, regional, business unit, leaders, managers and employees.
  • Value Creation and Employee Experience:
    • Primary facilitator of '1DPR', ensuring People Practices execution of services for both our Admin and Craft employee populations.
    • Implementing strategies of the PP COEs including Talent Acquisition, Talent and Learning, Total Rewards, Employer Risk& Employee Relations, Employee Experience and Organizational Effectiveness
    • Curating employee experiences that meet the business needs while also accelerating key DPR People Practices strategies.
    • Facilitating key employee experiences which require interplay with People Practices team members with other leaders/groups within the workgroup, regions, business units and projects (eg - College Recruitment, Recruiters with Hiring Managers, Training and Development programming, etc.)
    • Accountable for orientation and onboarding processes
    • Managing and resolving complex employee relations matters and events
    • Acting as primary COE and PP Operational Services input and feedback mechanism from the workgroup on design, best practices, policies/processes and products/services.
    • Providing best practices in execution of People Practices initiatives while also accelerating adoption of best practices from other regions and workgroups.
    • Primary Facilitator/Leader of key threads within the People Practices vision including mental health and wellbeing, inclusion and belonging, pay and experiential equity
  • Change Management, Culture and Organizational Development:
    • Acting as primary point person and advisor for organizational changes, culture management and facilitating desired change within the workgroup.
    • Coordinates, manages and facilitates consultants/facilitators in the people and organizational space(s).
    • Lead sponsor and at times lead facilitator for leadership and cultural and onboarding programming. One of the workgroup's cultural ambassadors.
  • Employee and Leader Development incl Succession Management:
    • Primary leader in facilitation and oversight of succession planning within the workgroup including direct designing of succession plans, overseeing transitions ensuring development activities are in place and resources.
    • Leading key talent and employee development processes, including oversight and facilitation of performance management and talent reviews within the workgroup.
    • Monitoring, sponsoring and ensuring good facilitation/participation/design of training and development programs within the workgroup.
  • Workforce Strategies, Development and Planning:
    • Data analysis of trends and metrics in partnership with PP COE Leads and PP Operational Services
    • Consulting and guiding leadership on PP strategies and objectives
    • Provides a framework for a workgroup specific PP/Workforce strategy
    • Works closely with leaders in developing/facilitating people strategies directly associated with the growth and management of the operation. From mobilization, talent acquisition, diversity representation to development.
    • Assesses employee survey indices (eg - Belonging, Engagement, Empowerment, etc.) and ensures changes are put into place to close gaps and/or capitalize on key organizational strengths.

Qualifications and Preferred Skills:
  • Bachelor's degree in business administration/management, Human Resources, Organizational Development, or related field is preferred.
  • Strong background/experience (10 years) across the multiple functions within Human Resources, Employee Relations, Total Rewards, Business Partnering, Organizational and Team Development, DEI, Learning and Talent Development, Talent Management and Strategic Planning is highly preferred.
  • PHR, SPHR and/or SHRM CP/SCP certifications are preferred and continued development in the field is expected.
  • ICF Coaching Certification is a plus
  • Construction industry experience is a plus
  • Advanced experience with Microsoft Office Suite
  • Strong experience/familiarity with HCM Platforms (eg - Workday) and Workforce Analytics tools (eg - PowerBI and Qualtrics)
  • Excellent verbal and written communication skills.
  • Excellent interpersonal and customer service skills.
  • Excellent organizational skills and attention to detail.
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
  • Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Experience working within a fast-paced, matrixed organization.
  • Travel is Expected, approximately 30%-50% throughout the year.

Anticipated starting pay range: $225,000.00-$325,000.00.
DPR Construction is a forward-thinking, self-performing general contractor specializing in technically complex and sustainable projects for the advanced technology, life sciences, healthcare, higher education and commercial markets. Founded in 1990, DPR is a great story of entrepreneurial success as a private, employee-owned company that has grown into a multi-billion-dollar family of companies with offices around the world.
Working at DPR, you'll have the chance to try new things, explore paths and shape your future. Here, we build opportunity together-by harnessing our talents, enabling curiosity and pursuing our collective ambition to make the best ideas happen. We are proud to be recognized as a great place to work by our talented teammates and leading news organizations like U.S. News and World Report, Forbes, Fast Company and Newsweek.
Explore our open opportunities at www.dpr.com/careers.

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