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Leadership Development Manager Jobs in Atlanta, GA

Chick-Fil-A

Leadership Development Program

Marietta, GA · On-site

These leaders are responsible for assisting the management team in all aspects of shift management ... The goal of the Leadership Development Program is to build strong, business-oriented leaders, and ...

Chick-Fil-A

Leadership Development Program

Marietta, GA · On-site

These leaders are responsible for assisting the management team in all aspects of shift management ... The goal of the Leadership Development Program is to build strong, business-oriented leaders, and ...

Portman

Development Manager

Atlanta, GA · On-site

Leads development meetings, sharing information such as specifications, contract negotiations, and ... Manages the construction draw process, develops monthly project reports, and reviews each phase of ...

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All JobsLeadership Development JobsLeadership Development Manager JobsLeadership Development Manager Jobs in Atlanta, GA

Leadership Development Manager information

See Atlanta, GA salary details

$30.3K

$139.2K

How much do leadership development manager jobs pay per year?

As of Aug 1, 2026, the average yearly pay for leadership development manager in Atlanta, GA is $133,594.00, according to ZipRecruiter salary data. Most workers in this role earn between $137,700.00 and $137,700.00 per year, depending on experience, location, and employer.

What is the difference between Leadership Development Manager vs Training and Development Manager?

AspectLeadership Development ManagerTraining and Development Manager
Primary FocusDeveloping leadership skills and succession planningDesigning and implementing employee training programs
Required CredentialsBachelor's degree; often advanced degrees in HR or organizational developmentBachelor's degree; often certifications in training or HR
Work EnvironmentStrategic, leadership-focused settings within organizationsOperational training environments across various departments
Employer & Industry UsageCommon in corporate, nonprofit, and government sectorsWidely used across industries for employee skill enhancement

While both roles aim to improve employee capabilities, the Leadership Development Manager concentrates on cultivating future leaders and strategic leadership skills, whereas the Training and Development Manager focuses on broader employee training programs. Understanding these differences helps organizations align their talent development strategies effectively.

What are the key skills and qualifications needed to thrive as a Leadership Development Manager, and why are they important?

To excel as a Leadership Development Manager, you need expertise in talent management, instructional design, and organizational development, typically supported by a bachelor’s or master’s degree in HR, business, or a related field. Familiarity with learning management systems (LMS), assessment tools, and certifications such as SHRM or CPLP is highly valuable. Outstanding communication, emotional intelligence, and facilitation skills help you engage leaders and drive cultural change. These competencies are essential for cultivating effective leadership pipelines and supporting organizational growth.

What does a Leadership Development Manager do?

A Leadership Development Manager is responsible for designing, implementing, and overseeing programs that develop leadership skills within an organization. They assess organizational needs, create training initiatives, and work with employees at all levels to cultivate effective leaders. Their work often involves coaching, mentoring, and evaluating the success of leadership programs to ensure alignment with company goals. Ultimately, they help build a strong leadership pipeline to support the company's growth and strategic vision.

How does a Leadership Development Manager typically collaborate with other departments to implement effective programs?

Leadership Development Managers frequently work cross-functionally, partnering with HR, department heads, and senior leadership to assess organizational needs and tailor development programs accordingly. They may lead workshops, facilitate training sessions, and gather feedback from multiple teams to ensure programs are aligned with company goals. Regular collaboration is essential to identify emerging leadership gaps and to measure the impact of development initiatives across departments, making strong communication and relationship-building skills critical to success in this role.
What are the most commonly searched types of Leadership Development jobs in Atlanta, GA? The most popular types of Leadership Development jobs in Atlanta, GA are:
What are popular job titles related to Leadership Development Manager jobs in Atlanta, GA? For Leadership Development Manager jobs in Atlanta, GA, the most frequently searched job titles are:
What job categories do people searching Leadership Development Manager jobs in Atlanta, GA look for? The top searched job categories for Leadership Development Manager jobs in Atlanta, GA are:
What cities near Atlanta, GA are hiring for Leadership Development Manager jobs? Cities near Atlanta, GA with the most Leadership Development Manager job openings:
Leadership Development Manager jobs near you
Infographic showing various Leadership Development Manager job openings in Atlanta, 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 $133,594 per year, or $64.2 per hour.

Senior Manager Leadership Development

Floor & Decor Holdings, Inc.

Atlanta, GA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 9 days ago

Floor & Decor rating

6.7

Company rating: 6.7 out of 10

Based on 240 frontline employees who took The Breakroom Quiz

210th of 729 rated retailers

Job description

Your Work Matters
The Senior Manager, Leadership Development is responsible for designing, developing, implementing, and continuously improving leadership development programs that build leadership capability across Floor & Decor's Corporate (Store Support Center), store, distribution center, and contact center environments. Reporting to the Director of Learning, this role partners with senior leaders and business stakeholders to identify leadership development needs and translate organizational priorities into scalable, high-impact learning solutions.
This position serves as the organization's subject matter expert for leadership development, creating original leadership curriculum, instructional content, and learning experiences that support leaders at every stage of the leadership pipeline, from frontline leaders to executive leaders. The Senior Manager facilitates leadership development programs, manages external learning partners, evaluates program effectiveness, and recommends continuous improvements that strengthen leadership effectiveness, organizational performance, and business growth.
You'll Be Successful With
  • Bachelor's degree in Organizational Development, Human Resources, Business, or a related field; advanced degree preferred
  • 7+ years of experience in Leadership Development, Organizational Development, or a related field, with a demonstrated record of building and scaling programs that move a business forward
  • Demonstrated experience designing, developing, and facilitating leadership development content for audiences ranging from frontline/store leaders to senior executives and officers
  • Proven ability to author high-quality learning content, including curriculum, facilitator guides, leader resources, toolkits, and program materials, that translates leadership concepts into practical, lasting behavior change
  • Exceptional facilitation presence and credibility in both in-person and virtual environments, across corporate, store, distribution center, and contact center settings
  • Strategic mindset to co-create a multi-year roadmap with senior leaders, paired with the executional discipline and hands-on capability to build and deliver it
  • Experience managing external vendor, speaker, and facilitator relationships with a high bar for quality and alignment
  • Retail or high-growth, multi-unit company experience preferred
  • Strong written and verbal communication skills, including the ability to communicate a clear point of view to executive leadership
  • Ability to travel to store locations and other company sites as needed

Your Day Consists Of
  • Authoring and building the curriculum that brings the enterprise leadership development roadmap to life, including officer-level programming, manager/leader series, and core leadership skills content that connects every stage of the leadership pipeline.
  • Personally creating the learning content used to deliver leadership development across the business, including facilitator guides, leader resources, and program materials that translate strategy into practical, high-quality learning tools.
  • Providing thought partnership to the Director, Learning and senior leaders across the business on the multi-year leadership development strategy, ensuring it reflects where the business is going-not just where it has been.
  • Differentiating and tailoring programming, content, and delivery for distinct audiences and environments, including Corporate/Store Support Center leaders, store leaders, distribution center leaders, and contact center leaders, ensuring each population has a learning experience built around how they lead and work.
  • Facilitating high-impact leadership development experiences across corporate, store, distribution center, and contact center environments, both in person and virtually, adapting delivery for audiences ranging from frontline leaders to senior executives and officers.
  • Bringing credibility, energy, and executive presence to every learning experience, creating an environment where leaders at all levels feel challenged, engaged, and equipped to drive results.
  • Identifying, selecting, and managing external partners, speakers, and facilitators who enhance the quality and credibility of leadership development at Floor & Decor.
  • Integrating external perspectives, content, and best practices into a cohesive internal curriculum, ensuring they serve as intentional enhancements rather than standalone offerings.
  • Owning the end-to-end coordination of leadership development programs and the participant experience, ensuring every touchpoint across corporate, stores, distribution centers, and the contact center reflects the quality of the investment.
  • Introducing modern learning methodologies and innovative approaches that elevate how Floor & Decor leaders learn, grow, and develop.
  • Measuring and communicating the effectiveness and business impact of leadership development programming, using results and feedback to continuously refine content and delivery.
  • Performing other leadership development responsibilities and special projects as needed.

PHYSICAL/SENSORY REQUIREMENTS
Light Work - Primarily sedentary, office-based work with the ability to stand and facilitate for extended periods, in person and virtually. Ability to exert up to 20 pounds of force occasionally to lift, carry, or otherwise move program materials. Must be able to travel to store locations and other company sites as business needs require.
Benefits & Rewards
Bonus opportunities & career advancement opportunities at every level
Programs that help you reach your financial goals: 401k with company match, Employee Stock Purchase Plan, and Referral Bonus Program
Medical, Dental, Vision, Life, and other Insurance Plans (subject to eligibility criteria)
Work-life balance, including:
  • Paid vacation and sick time for eligible associates
  • Paid holidays plus a personal holiday
  • Paid Volunteer Time Off that starts on Day 1

Equal Employment Opportunity
Floor & Decor provides equal employment opportunities to all associates and applicants without regard to age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, disability, veteran status, genetic information, ethnicity, citizenship, or any other category protected by law.
This policy applies to all areas of employment, including recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, discipline, termination, compensation, benefits and all other privileges, terms and conditions of employment. This policy and the law prohibit employment discrimination against any associate or applicant on the basis of any legally protected status outlined above.

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