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Head Of Learning Development Jobs in Georgia (NOW HIRING)

IPA

Corporate Learning & Development Manager

Duluth, GA · On-site +1

Human Resources Reports to: VP of HR Direct Reports: None Type: Full-Time Status: Exempt Schedule ... Learning & Development Leadership * Design and lead IPA's L&D strategy, establishing a scalable ...

NorthPoint Search Group

Head of Finance

Atlanta, GA · On-site

Dedicated learning and development resources * Inclusive, collaborative global culture * International exposure across major global markets Head of Finance leading global SaaS sales finance strategy ...

Hays

Regional Learning Delivery Partner

Atlanta, GA · On-site

$70K - $90K/yr

... development of local specific learning initiatives in collaboration with global learning team in line with principle of 80% global and 20% local. Provides feedback loop into Head of Learning for ...

EMCOR Group, Inc.

Learning and Development Intern

Atlanta, GA · On-site +1

$14.50 - $19.25/hr

The intern will collaborate with members of the Organizational Development team and internal stakeholders to create learning assets, support program delivery, and help measure learning impact through ...

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Head Of Learning Development information

What are the main challenges faced by a Head of Learning Development when implementing new training initiatives across an organization?

One of the primary challenges for a Head of Learning Development is ensuring organization-wide buy-in for new training programs. This often involves aligning training initiatives with business goals, addressing resistance to change among employees, and tailoring content to diverse learning needs. Additionally, managing resources effectively and demonstrating the ROI of learning initiatives to senior leadership are common hurdles. Successful Heads of Learning Development regularly collaborate with department heads and HR to ensure smooth rollout and ongoing improvement of development programs.

What is the difference between Head Of Learning Development vs Learning & Development Manager?

AspectHead Of Learning DevelopmentLearning & Development Manager
ResponsibilitiesOversees overall learning strategy, sets vision, manages teams, and aligns learning initiatives with organizational goals.Implements training programs, manages day-to-day learning activities, and supports learning projects within departments.
Required CredentialsTypically requires advanced degrees in education, HR, or related fields; certifications like CPLP or ATD are common.Often requires similar certifications and experience in training or HR, but may have less emphasis on strategic planning.
Work EnvironmentStrategic, leadership-focused, often in senior HR or Learning & Development departments.Operational, team-oriented, working closely with trainers, HR, and employees.

The Head Of Learning Development focuses on strategic leadership and long-term learning goals, while the Learning & Development Manager handles the implementation and management of training programs. Both roles require relevant certifications and experience, but differ mainly in scope and level of responsibility.

What are the key skills and qualifications needed to thrive as a Head of Learning Development, and why are they important?

To thrive as a Head of Learning Development, you need expertise in instructional design, adult learning principles, and strategic leadership, often supported by a degree in education, HR, or organizational development. Familiarity with learning management systems (LMS), digital content creation tools, and certifications like CPLP or ATD are highly valued. Exceptional communication, stakeholder management, and change leadership skills help drive learning initiatives effectively across the organization. These skills ensure the design and delivery of impactful learning programs that support talent development and organizational goals.

What does a Head of Learning Development do?

A Head of Learning Development is responsible for designing, implementing, and overseeing training and professional development programs within an organization. They assess employee learning needs, develop strategies to enhance skills, and ensure that training initiatives align with organizational goals. This role often involves managing a team, collaborating with other departments, and measuring the effectiveness of learning programs to drive continuous improvement.
What are popular job titles related to Head Of Learning Development jobs in Georgia? For Head Of Learning Development jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Head Of Learning Development jobs in Georgia look for? The top searched job categories for Head Of Learning Development jobs in Georgia are:
What cities in Georgia are hiring for Head Of Learning Development jobs? Cities in Georgia with the most Head Of Learning Development job openings:
Head Of Learning Development jobs near you
Infographic showing various Head Of Learning Development job openings in Georgia as of June 2026, with employment types broken down into 2% As Needed, 56% Full Time, 40% Part Time, and 2% Contract. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution.
Corporate Learning & Development Manager

Corporate Learning & Development Manager

IPA

Duluth, GA • On-site, Remote

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 29 days ago

Job description

Corporate Learning & Development Manager     

Location: Duluth, GA

Department: Human Resources

Reports to: VP of HR

Direct Reports: None

Type: Full-Time

Status: Exempt

Schedule: Hybrid (M-F: 3 days on-site, 2 days remote) OR Remote

Salary: $100,000-$110,000 + Bonus Eligible

The Role

We're seeking a Corporate Learning & Development Manager to play a critical role in shaping how IPA develops, supports, and scales its talent. Sitting within the HR team and partnering closely with HR Business Partners and department leaders, this role is solely focused on designing and delivering learning programs that drive growth, performance, and organizational transformation.

You will build and execute a comprehensive learning strategy that equips employees and leaders to succeed in a dynamic, evolving environment — with a primary focus on transforming seller success through sales learning excellence and enterprise leadership development. This is a high-impact role for someone who brings both operational excellence and forward-thinking vision to people development.

What You’ll Do

Transform Seller Success Through Sales Learning Excellence

  • Design and execute a Sales Learning Strategy that elevates seller performance, accelerates ramp time, and drives measurable revenue outcomes.
  • Build and manage a Sales Enablement curriculum — spanning onboarding, product knowledge, objection handling, and consultative selling — delivered through blended learning methods.
  • Partner with Sales and Revenue Operations leadership to align learning solutions with go-to-market strategy, close skill gaps, and track impact on pipeline, win rates, and quota attainment.

Enterprise Leadership Development Programming

  • Architect and execute a scalable, enterprise-wide Leadership Development Program that builds bench strength from emerging leaders to senior executives, grounded in competencies aligned to company strategy and culture.
  • Design and facilitate high-impact leadership experiences — cohort programs, coaching frameworks, mentoring, and 360-feedback — while leading succession planning efforts that identify high-potential talent and build individualized growth pathways.
  • Drive change management adoption through targeted learning interventions that build organizational agility and resilience.

Learning & Development Leadership

  • Design and lead IPA's L&D strategy, establishing a scalable framework aligned with business goals, culture, and long-term growth — translating organizational needs into targeted, high-impact development programs.
  • Develop and deliver engaging learning experiences across multiple formats, including instructor-led training, e-learning, and blended solutions, guided by a forward-looking L&D roadmap.
  • Establish measurement frameworks to evaluate program effectiveness, using data and feedback to continuously improve learning outcomes and ROI.

Strategic Partnership Management

  • Partner with leaders and stakeholders to identify skill gaps, strengthen career development pathways, and deliver scalable development solutions.
  • Contribute to change management initiatives through targeted learning interventions that enable adoption and sustain transformation, while staying current on industry trends to keep IPA at the forefront of talent development.

Travel: Up to 10%

What You Bring

  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field.
  • 5+ years of progressive L&D experience with proven success designing and implementing learning strategies that drive measurable business outcomes.
  • Strong foundation in adult learning principles, instructional design, and delivery across classroom, virtual, blended, and microlearning environments.
  • Proficiency with Learning Management Systems (LMS) and HRIS platforms, with strong analytical skills to measure effectiveness and translate data into action.
  • Exceptional communication, facilitation, and project management skills, with a demonstrated ability to build trust and influence across all levels of the organization.

You’ll Excel If You:

  • Think strategically while executing with precision and accountability.
  • Are passionate about developing people and creating meaningful learning experiences that drive real impact.
  • Thrive in collaborative environments and build strong, trusted relationships across teams and leadership levels.
  • Use data and insights to continuously improve programs and demonstrate value.
  • Bring creativity and adaptability to evolving business needs and organizational change.
  • Are comfortable influencing without authority and navigating complex stakeholder environments.

What We Offer:

  • The opportunity to build and shape IPA's learning and development strategy in a highly visible, high-impact role.
  • Direct partnership with leadership to align talent development with business growth and transformation.
  • Autonomy to design learning programs that support employee growth and organizational success.
  • Professional development and career growth within a collaborative and forward-thinking HR team.
  • Competitive compensation and comprehensive benefits package.
  • A hybrid work model with flexibility and collaboration built in (3 days in-office, 2 days remote).
  • A mission-driven culture where your work directly enhances the employee experience and supports IPA's purpose: improving infection prevention and operational efficiency in healthcare.

Why Join IPA?:

At IPA, you're not just joining a company, you're joining a mission-driven, inclusive culture dedicated to improving infection prevention and operational efficiency in healthcare. We invest in our people with meaningful work, a collaborative environment, and benefits that support both your personal and professional success.

When you join IPA, you’ll enjoy:

  • Generous paid time off and company holidays
  • Comprehensive healthcare coverage: medical, dental, vision, and Telemedicine
  • Health Savings Account (HSA) with company contributions, plus optional FSA plans
  • Company-paid life and disability insurance
  • 401(k) with company match to support your retirement goals
  • Employee Stock Purchase Plan (ESPP) own a piece of what you’re building
  • Tuition reimbursement to support continued learning and development
  • Paid parental leave for when your family grows

At IPA, we believe your career should be both meaningful and sustainable. If you're ready to make a real-world impact and grow with a company that invests in you, we’d love to meet you.

Apply