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Leader Development information

See Georgia salary details

$15.6K

$75.9K

$131.7K

How much do leader development jobs pay per year?

As of Jun 24, 2026, the average yearly pay for leader development in Georgia is $75,861.00, according to ZipRecruiter salary data. Most workers in this role earn between $35,500.00 and $110,600.00 per year, depending on experience, location, and employer.

What is the difference between Leader Development vs Training Coordinator?

AspectLeader DevelopmentTraining Coordinator
Required CredentialsOften requires leadership or management certifications, advanced degrees in organizational development or HRTypically requires certifications in training or education, such as CPLP or related credentials
Work EnvironmentFocuses on strategic leadership programs, executive coaching, and talent development in corporate or organizational settingsInvolves organizing, scheduling, and delivering training sessions across various departments
Employer & Industry UsageUsed in corporate, nonprofit, and government sectors focusing on leadership growthCommon in HR departments, educational institutions, and corporate training divisions

While both roles aim to enhance employee skills, Leader Development focuses on strategic leadership growth and talent cultivation, whereas Training Coordinators handle the logistics and delivery of training programs. Understanding these differences helps organizations align their talent development strategies effectively.

What is leader development?

Leader development is the process of enhancing an individual's ability to lead others effectively within an organization or group. It involves building self-awareness, critical thinking, decision-making, and interpersonal skills through training, mentoring, and practical experiences. The goal is to prepare individuals to take on leadership roles and responsibilities, fostering growth and adaptability in their careers and organizations.

What are some common challenges faced by professionals in leader development roles, and how can they be addressed?

Professionals in leader development roles often encounter challenges such as gaining buy-in from organizational leaders, adapting programs to diverse learning styles, and measuring the impact of development initiatives. Building strong relationships with stakeholders and aligning programs with business objectives can help overcome resistance. Additionally, incorporating varied learning methods and regularly collecting feedback ensures the content remains relevant and effective. Establishing clear metrics for success also enables practitioners to demonstrate program value and secure ongoing support.

What are the key skills and qualifications needed to thrive in Leader Development, and why are they important?

To thrive in Leader Development, you need a strong background in organizational behavior, adult learning principles, and leadership theory, often supported by a degree in human resources, psychology, or business. Familiarity with learning management systems (LMS), assessment tools, and certifications such as CPLP or SHRM-CP is often required. Exceptional communication, facilitation, and coaching skills help individuals connect with diverse leaders and foster growth. These competencies are essential for designing effective development programs that build organizational leadership capacity and drive business success.
What are popular job titles related to Leader Development jobs in Georgia? For Leader Development jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Leader Development jobs in Georgia look for? The top searched job categories for Leader Development jobs in Georgia are:
What cities in Georgia are hiring for Leader Development jobs? Cities in Georgia with the most Leader Development job openings:
Leader Development jobs near you
Infographic showing various Leader Development job openings in Georgia as of June 2026, with employment types broken down into 1% Locum Tenens, 1% As Needed, 89% Full Time, 6% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $75,861 per year, or $36.5 per hour.
Director, Talent Planning and Leadership Development

Director, Talent Planning and Leadership Development

GPC - Genuine Parts Company

Atlanta, GA • On-site

Full-time

Posted 2 days ago

Genuine Parts Company rating

6.8

Company rating: 6.8 out of 10

Based on 57 frontline employees who took The Breakroom Quiz

220th of 342 rated retail wholesalers

Job description

Job Summary

The Director, Talent Planning and Leadership Development drives the execution of the organization's core talent systems including performance management, individual development planning, succession planning, leadership development, and enterprise talent reporting. The role ensures these processes are delivered with clarity, consistency, and discipline while equipping senior leaders with meaningful insights through strong analysis and high-quality communication. The position requires sound judgment, strong partnership across functions, and the ability to turn insights into outcomes.

Responsibilities

  • Lead enterprise performance management cycles, ensuring clear expectations, quality feedback, and consistent execution across all business units.
  • Oversee the creation, accuracy, and effectiveness of Individual Development Plans to support growth and long-term capability-building.
  • Deliver a disciplined succession planning process that identifies high-potential talent, accelerates readiness, and mitigates leadership risk in critical roles.
  • Design and execute scalable leadership development programs that build capability at all levels and strengthen the pipeline for future leadership roles.
  • Partner with senior leaders and HRBPs to calibrate talent, assess leadership capability, and implement targeted development strategies that support enterprise priorities.
  • Analyze talent data in partnership with analytics teams to identify trends across performance, development planning, succession, and leadership programs.
  • Present clear and concise KPI updates, insights, and talent outcomes to senior leadership, reinforcing accountability and enabling informed decision-making.
  • Serve as a trusted advisor to senior leaders, offering structured insight and practical guidance on leadership readiness, team health, and development priorities.
  • Manage vendor partnerships, budgets, and program logistics to ensure consistent, high-quality delivery of talent and leadership initiatives.
  • Stay current on emerging practices in talent planning, leadership development, and talent analytics to ensure solutions remain modern, relevant, and effective.

Qualifications

  • Bachelor's degree in Business, Human Resources, Organizational Development, or related field (Master's degree strongly preferred).
  • 7+ years of progressive experience in performance management, leadership development, talent planning, and succession planning in large, complex organizations.
  • Strong ability to interpret talent data and translate insights into clear, actionable recommendations.
  • Highly effective communicator with strong influence skills and the ability to partner across diverse stakeholder groups.
  • Proven experience delivering enterprise talent processes with consistency and a high standard of execution.
  • Demonstrates balanced judgment, strong follow-through, and discipline while navigating competing priorities.
  • Commitment to continuous learning and elevating leadership capability across the organization.

Preferred Qualifications

  • Experience presenting talent insights and KPIs to senior or executive leaders in a clear and actionable manner.
  • Prior involvement in enhancing or modernizing enterprise performance management, leadership development, and succession planning processes.
  • Proven success delivering large-scale, company-wide talent or leadership initiatives with consistency and high-quality execution.
  • Strong capability managing, validating, and organizing talent data to ensure accuracy and reliability of reports and leadership presentations.

Physical Demands / Working Environment

  • Work performed in a typical office environment.
  • Ability to travel as needed, up to 15%.

Not the right fit? Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.com or create an account to set up email alerts as new job postings become available that meet your interest!

GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.

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