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Hr Learning And Development Jobs in Georgia (NOW HIRING)

Deloitte

Cornerstone Senior Manager

Atlanta, GA · On-site

Our Cornerstone Team is dedicated to delivering solutions that help clients transform their HR/Learning and Development practices-driving significant cost savings, increased efficiency, a stronger ...

Westrock

Sr. Mgr, Lrng & Org Dev

Atlanta, GA · On-site

Smurfit Westrock is looking for a dynamic, innovative, results-driven learning manager who will lead the development of our Commercial Academy and partner with our division HR, Talent & L&D to ...

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Hr Learning And Development information

What is the role of learning and development in HR?

In HR, learning and development (L&D) professionals design and implement training programs to enhance employee skills, knowledge, and performance. They identify skill gaps, create learning strategies, and often use tools like Learning Management Systems (LMS) to support organizational growth and compliance.

Which HR is highly paid?

In HR, senior roles such as HR Director, HR Vice President, or Chief Human Resources Officer (CHRO) tend to be the highest paid. These positions require extensive experience, strategic skills, and often a relevant certification like SHRM-SCP or SPHR, and they oversee large teams or organizational functions.

What are HR Learning and Development professionals?

HR Learning and Development professionals are responsible for designing, implementing, and evaluating training programs that help employees improve their skills and advance in their careers. They work to identify skill gaps, create educational materials, and ensure that staff have opportunities for growth and professional development. These professionals play a key role in aligning employee training with organizational goals and fostering a culture of continuous learning.

Is L&D the same as HR?

Learning and Development (L&D) is a specialized function within Human Resources (HR) focused on employee training, skill development, and professional growth. While HR oversees broader personnel management, L&D specifically handles training programs, workshops, and learning initiatives to enhance employee capabilities.

What is the difference between Hr Learning And Development vs HR Training Coordinator?

AspectHR Learning And DevelopmentHR Training Coordinator
Primary FocusDesigning and implementing employee development programsOrganizing and scheduling training sessions
Required CredentialsOften requires certifications in L&D or HR, bachelor’s degreeTypically requires a bachelor’s degree, some HR certifications
Work EnvironmentStrategic, involves planning and analysisOperational, involves logistics and coordination
Industry UsageCommon in organizations prioritizing employee growthCommon in HR departments handling training logistics

While both roles focus on employee development, HR Learning And Development professionals focus on creating strategic learning programs, whereas HR Training Coordinators handle the logistics of training sessions. Understanding these differences helps organizations assign the right responsibilities to each role.

How does an HR Learning and Development professional typically collaborate with department managers to assess and address staff training needs?

HR Learning and Development professionals work closely with department managers to identify skill gaps and training needs within their teams. This collaboration often involves conducting needs assessments, gathering feedback, and analyzing performance data to inform customized training programs. Regular meetings and open communication help ensure that learning initiatives are aligned with organizational goals and support employee growth. Building strong relationships with managers is key to designing effective, relevant, and engaging learning solutions.

What are the key skills and qualifications needed to thrive as an HR Learning and Development professional, and why are they important?

To thrive as an HR Learning and Development professional, you need expertise in instructional design, adult learning principles, and organizational development, often supported by a degree in HR, education, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications like CPTD or SHRM-CP are typically required. Strong communication, facilitation, and relationship-building skills help you engage learners and partner effectively with stakeholders. These competencies are essential for designing impactful training programs that support employee growth and organizational objectives.

Are L&D jobs in high demand?

Learning and Development (L&D) jobs are in growing demand as organizations prioritize employee training, skills development, and talent retention. These roles often require strong communication skills and familiarity with training tools or e-learning platforms, and demand is expected to continue increasing across various industries.
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What cities in Georgia are hiring for Hr Learning And Development jobs? Cities in Georgia with the most Hr Learning And Development job openings:
Hr Learning And Development jobs near you
Infographic showing various Hr Learning And Development job openings in Georgia as of July 2026, with employment types broken down into 80% Full Time, and 20% Part Time. Highlights an 100% In-person job distribution.

Manager, Learning and Development

livingHR, Inc.

Atlanta, GA • On-site

Full-time

Re-posted 28 days ago

Job description

Company Description
Our client is an exciting technology company looking for a Manager, Talent Management & Culture (Learning & Development) to join their Human Resources team!
Job Description
The Manager, Talent Management & Culture is responsible for developing and implementing effective talent management and culture strategies to attract, retain, and develop a skilled workforce. This role involves collaborating with various departments to align talent strategies with organizational goals and fostering a positive work culture.
WHAT YOU'LL DO
Employee Development:
  • Identify key skills and competencies required for various roles.
  • Design and implement training programs to enhance employee skills.
  • Create career development plans for employees.

Performance Management:
  • Establish and oversee performance appraisal systems.
  • Provide guidance on goal-setting and performance improvement.
  • Address performance issues and work towards resolutions.

Succession Planning:
  • Identify high-potential employees for key positions.
  • Develop plans for filling leadership roles in the future.
  • Ensure a smooth transition for key positions.

Culture/Employee Engagement:
  • Lead Culture Club team to develop, plan and execute a compelling employee experience for employees in office locations globally as well as the remote employees.
  • Implement initiatives to boost employee morale and job satisfaction.
  • Conduct surveys and gather feedback to improve the work environment.
  • Partner with Facilities Management team to ensure a positive work environment in all work locations.

Learning and Development
  • Analyzing training needs and developing programs that align recognized best practices of instructional theory with business strategies
  • Developing high-quality and easy-to-consume innovative e-learning, blended learning, and instructor-led learning experiences
  • Consulting on implementation strategies with strategic stakeholders and decision makers to ensure successful adoption
  • Conducting needs analysis and evaluation of learning programs to facilitate continuous improvement
  • Collaborating with management and subject matter experts within the organization to create and execute learning strategies
  • Administering, evaluating, and reporting on blended learning initiatives through the internal Learning Management System
  • Tracking usage of tools and the learning management system features to provide reports on trends and creating and executing a plan to address trends and any issues

Retention Strategies:
  • Analyze turnover rates and implement retention strategies.
  • Identify factors influencing employee satisfaction and address them.
  • Monitor and enhance the employee experience.

Compliance:
  • Stay informed about employment laws and regulations.
  • Ensure the organization's talent management practices comply with legal requirements.

Collaboration:
  • Collaborate with other departments to align talent strategies with overall business goals.
  • Work with HR, training, and leadership teams to implement programs.

Continuous Improvement:
  • Regularly assess and update talent management processes.
  • Stay abreast of industry trends and best practices.
  • Implement improvements to enhance the effectiveness of talent management initiatives.

Qualifications
WHAT WE ARE LOOKING FOR
  • Bachelor's degree in human resources, Business Administration, or a related field. Master's degree preferred.
  • 5+ years of proven experience in talent management, human resources, or a related field
  • Strong understanding of recruitment processes, employee development, and performance management, retention and culture
  • Experience in designing and implementing successful talent management and culture programs.
  • Knowledge of talent analytics and the ability to use data for decision-making.
  • Excellent communication, interpersonal, and leadership skills.
  • Strategic thinking and planning skills.
  • Creative and innovative - strong desire to build compelling employee experiences
  • Strong problem-solving and decision-making abilities.
  • Strong attention to detail
  • Ability to build and maintain positive relationships with employees and stakeholders.
  • Knowledge of current trends and best practices in talent management.
  • Excellent project management skills.
  • Proficient in the use of HRIS and talent management software.

NICE TO HAVE:
  • Certification in Human Resources (e.g., SHRM-SCP, HRCI) is a plus.

Additional Information
Our client in an EEO employer. We are happy to provide accommodations to make the interview process easier. Should you need any accommodation, please let us know.

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