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Hr Learning And Development Jobs in Georgia (NOW HIRING)

International Market Centers

HR Coordinator

Atlanta, GA · On-site

$20.25 - $26.50/hr

... and logistics, learning & development program coordination, HR communications and content ... HR, administrative, or people operations experience. * Strong attention to detail with a high ...

International Market Centers

HR Coordinator

Atlanta, GA · On-site

$20.25 - $26.50/hr

... and logistics, learning & development program coordination, HR communications and content ... HR, administrative, or people operations experience. * Strong attention to detail with a high ...

Juniper Networks

HR Coordinator

Atlanta, GA · On-site

$20.25 - $26.50/hr

... and logistics, learning & development program coordination, HR communications and content ... HR, administrative, or people operations experience. * Strong attention to detail with a high ...

APEC Learning Center

Human Resources Coordinator

Atlanta, GA · On-site

$20.25 - $26.50/hr

Care * Act as a point of contact for HR-related employee questions and concerns. * Support and ... Professional Development Opportunities Background Check Requirement Employment with APEC Learning ...

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Hr Learning And Development information

What is an HR Learning and Development professional?

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.

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.

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.

What does training and development do in HR?

In HR, training and development involve designing and implementing programs to improve employees' skills, knowledge, and performance. These initiatives help ensure staff are competent in their roles, support career growth, and align with organizational goals, often utilizing tools like learning management systems (LMS).

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 educational content, and evaluate training effectiveness to support organizational growth and employee engagement.

What are popular job titles related to Hr Learning And Development jobs in Georgia?

For Hr Learning And Development jobs in Georgia, the most frequently searched job titles are:

What job categories do people searching Hr Learning And Development jobs in Georgia look for?

The top searched job categories for Hr Learning And Development jobs in Georgia are:

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 August 2026, with employment types broken down into 80% Full Time, and 20% Part Time. Highlights an 100% In-person job distribution.

Human Resources Operations Specialist - Hybrid (Atlanta, GA)

OneDigital

Atlanta, GA • Hybrid

Full-time

Medical, Retirement, PTO

Posted 8 days ago

OneDigital rating

6.8

Company rating: 6.8 out of 10

Based on 12 frontline employees who took The Breakroom Quiz

267th of 310 rated insurance

Job description

Are you looking to accelerate your career without having to hide your authentic self - a place where you can be you? A career that's making a bigger impact on the world? At OneDigital, we are on a mission to help people do their best work and live their best lives. From the services we offer to the way we show up for each other each day, we are fueling dreams, achieving big goals, and embracing each other's truest selves.


We understand that pursuing a new job is a big deal. Maybe you're afraid you won't fit in. Well, here's the good news. For us, the days of "fit in to get in" are over and being different is not a barrier to getting ahead. Greatness comes in all shapes, sizes, colors, and experience levels. If you are looking for a people-first culture that is wired for growth, driven to serve, and totally committed to having your back, give us a shot.Your best life awaits.


Must be eligible to work in the United States without the need for work visa or residency sponsorship.


We kindly ask that external recruiters, agencies, and search firms do not contact our hiring managers or employees directly regarding open positions. All candidate submissions must go through our official application process and must be made aware to our internal Talent Acquisition team to verify candidate ownership.

Unsolicited resumes or candidate profiles sent to OneDigital without a prior signed agreement will be considered the property of OneDigital. In such cases, OneDigital reserves the right to pursue and hire those candidates without any financial obligation to the agency or recruiter.


Our Newest Opportunity:

The HR Operations Specialist is responsible for supporting comprehensive day-to-day operations across the People and Culture organization at OneDigital. This role serves as a critical connection between Talent Acquisition, Talent Management, Benefits, DEIB, Learning and Development, Internal Communications, Compensation, HRIS, and general HR administration. The specialist ensures the efficient execution of employee lifecycle activities, enhances organizational effectiveness, and actively collaborates with departments on various projects to maintain departmental efficiency.

Essential Duties and Responsibilities (includes but is not limited to):Human Resources Operations
  • Respond to HR email inbox, calls, Workday Help cases, and direct inquiries promptly; resolve employee concerns or escalate as necessary.
  • Facilitate onboarding processes, including:
    • Creating job profiles and positions in Workday.
    • Managing background checks and job assessments.
    • Extending formal offer letters.
    • Overseeing new hire onboarding in Workday.
  • Conduct new hire orientations, culture presentations, and maintain onboarding documentation.
  • Conduct stay and exit interviews, as well as new hire satisfaction interviews, to ensure a positive onboarding and employment experience.
  • Manage employee offboarding processes, including voluntary resignations, terminations, and related documentation.
  • Prepare and update employment records, ensuring accurate documentation and compliance.
  • Respond to state Department of Labor (DOL) correspondence and unemployment claim inquiries; set up state accounts as required.
  • Prepare required federal and state employment reports (IRS, DOL, insurance commissioners, etc.).
  • Administer Workday system data entry and tracking.
  • Support performance management and talent review activities.
  • Facilitate internal promotions and appointment-letter processes.
  • Participate in additional training activities such as Learning & Development (L&D) sessions, Learning Management Systems (LMS), and Artificial Intelligence (AI) tools to enhance departmental efficiency and employee experience.
  • Collaborate to create and execute communication and change management plans.
Collaboration and Partnerships

Actively collaborate and partner with various teams within the People and Culture organization, including:

  • Talent Acquisition to streamline onboarding processes.
  • Benefits team to ensure smooth enrollment and administration of employee benefits.
  • DEIB team to integrate diversity, equity, inclusion, and belonging practices into HR processes.
  • Learning and Development to align training initiatives with HR and talent management objectives.
  • Internal Communications to effectively disseminate HR-related information throughout the organization.
  • Compensation to ensure consistency and accuracy in compensation-related data and practices.
  • HRIS to optimize Workday and other HR system functionalities for improved efficiency and data integrity.
Qualifications, Skills and Requirements
  • Proven knowledge of HR principles and best practices.
  • Strong communication skills (written and verbal) and interpersonal skills.
  • Demonstrated ability to manage multiple tasks effectively in a fast-paced environment.
  • Exceptional attention to detail and organizational capabilities.
  • Strong analytical, problem-solving, and adaptability skills.
  • Ability to maintain confidentiality and handle sensitive information.
  • Proactive mindset and comfortable initiating continuous improvements.
  • Advanced computer proficiency, particularly in Microsoft Office Suite and Workday.
Education, Training and Experience
  • Bachelor's degree in Human Resources or related field preferred.
  • Minimum 3 years' experience in an HR Coordinator, Specialist, or related HR role required.
  • Human Resource certification preferred but not required.

Your base pay is dependent upon your skills, education, qualifications, professional experience, and location. In addition to base pay, some roles are eligible for variable compensation, commission, and/or annual bonus based on your individual performance and/or the company's performance. We also offer eligible employees health, wellbeing, retirement, and other financial benefits, paid time off, overtime pay for non-exempt employees, and robust learning and development programs. You will receive reimbursement of job-related expenses per the company policy and may receive employee perks and discounts.

To learn more, visit: www.onedigital.com/careers


OneDigital is an equal opportunity employer. Not only as a matter of standard, but to honor and celebrate our differences. We believe that the power of ONE starts with you. We are committed to cultivating and preserving a culture that celebrates diversity, insists on equity and inclusion, and connects us. Ensuring our people feel seen, valued, respected, and supported is fundamental to our core values and business goals.


OneDigital provides equal employment opportunities to all employees and applicants for employment regardless of their: veteran status, uniformed servicemember status, race, color, religion, sex, sexual orientation, gender identity, age (40 and over), pregnancy (including childbirth, lactation and related medical conditions), national origin or ancestry, citizenship or immigration status, physical or mental disability, genetic information (including testing and characteristics) or any other category protected by federal, state or local law (collectively, "protected characteristics"). A copy of the Federal EEO poster is linked here.


Pursuant to local Fair Chance Ordinances, we will consider qualified applications with arrest or conviction records for employment. For applicable candidates, the following ordinances are linked here to inform you of your rights as an applicant:


City and County of San Francisco

City of Los Angeles

County of Los Angeles


Employment decisions shall comply with all other applicable federal, state and city/county laws prohibiting discrimination in employment. OneDigital complies with all criminal history inquiry [or 'ban the box'] laws in California, Connecticut, Colorado, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont and Washington.


In short, we believe in hiring the most qualified applicant for the position, regardless of background.


This posting will remain live while OneDigital is actively accepting applications. Once candidates have been selected, the posting will be removed.


OneDigital understands the immense responsibility and opportunities provided by Artificial Intelligence. We utilize advanced Artificial Intelligence [AI] technologies to enhance our recruitment process. This includes using AI to filter candidates based on their qualifications and to rediscover potential candidates from our existing applicant pool. Our AI systems help us efficiently identify the best fit for our open positions, ensuring a streamlined and effective hiring experience. However, AI does not replace the humans in our process. If you have concerns about our use of AI, you may opt out where laws allow.


If you have questions about our hiring policies and practices, we would be happy to discuss upon receiving your application. We hope to welcome you to OneDigital and look forward to hearing from you.

Thank you for your interest in joining the OneDigital team!

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