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Learning And Development Partner Jobs in Georgia

TTEC

This individual partners closely with sales operations and training partners to reinforce high ... with Learning & Development to refine training programs using real-world quality insights ...

UCB

Learning Manager

Atlanta, GA · Hybrid

Delivering learning experiences that inspire, build competencies, and improve individual's and team ... Select and negotiate with appropriate external partners * Own end to end development and delivery ...

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$11

$34

$71

How much do learning and development partner jobs pay per hour?

As of Jun 7, 2026, the average hourly pay for learning and development partner in Georgia is $34.52, according to ZipRecruiter salary data. Most workers in this role earn between $15.82 and $58.65 per hour, depending on experience, location, and employer.

What are Learning and Development Partners?

Learning and Development Partners are professionals who design, implement, and evaluate training programs within an organization. They collaborate with leaders and employees to identify skill gaps and create strategies to support professional growth and organizational goals. Their role often involves facilitating workshops, coordinating training sessions, and measuring the effectiveness of learning initiatives. Ultimately, they help ensure that employees have the skills and knowledge needed to succeed in their roles.

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

AspectLearning And Development PartnerTraining Coordinator
CredentialsOften requires a bachelor’s degree in HR, education, or related field; certifications like CPLP or ATD are commonTypically requires a high school diploma or bachelor’s degree; certifications are less common
Work EnvironmentStrategic, collaborative, working closely with leadership to develop learning strategiesOperational, focused on organizing and delivering training sessions
Employer & Industry UsageUsed in corporate HR departments across various industriesCommon in corporate training departments, especially in retail, healthcare, and manufacturing

The Learning And Development Partner focuses on strategic learning initiatives and collaborates with leadership, while the Training Coordinator handles the logistics and delivery of training sessions. Both roles are essential but differ in scope and responsibilities.

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

To thrive as a Learning and Development Partner, you need expertise in instructional design, adult learning theory, 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 such as CPLP or SHRM-CP is highly valued. Strong communication, stakeholder management, and critical thinking skills help you build effective relationships and tailor programs to organizational needs. These capabilities ensure impactful learning initiatives that drive employee growth and support business objectives.

How does a Learning and Development Partner typically collaborate with department leaders to identify training needs?

A Learning and Development Partner works closely with department heads and managers to assess skills gaps and understand team objectives. Through regular meetings and needs assessments, they gather input on specific challenges and desired outcomes, ensuring that training programs are relevant and tailored to each area. This collaborative approach helps align learning initiatives with business goals and fosters a culture of continuous improvement across the organization.
What cities in Georgia are hiring for Learning And Development Partner jobs? Cities in Georgia with the most Learning And Development Partner job openings:
Learning And Development Partner jobs near you
Infographic showing various Learning And Development Partner job openings in Georgia as of May 2026, with employment types broken down into 100% Full Time. Highlights an 83% In-person, and 17% Remote job distribution, with an average salary of $71,812 per year, or $34.5 per hour.
Learning and Development Manager

Learning and Development Manager

Syfan Logistics

Gainesville, GA • On-site

Full-time

Posted 18 days ago

Job description

Interested in climbing aboard with the Syfan Team?
Job Summary:
The Learning and Development Manager plays a critical role in the growth and development of the organization's workforce. This role efficiently coordinates both functional and technical training efforts, ensuring that the organization's training requirements are recognized, fulfilled, and aligned with its objectives and mission. The Manager designs and implements effective training programs that improve team member performance, increase productivity, and support overall organizational success while leading the Learning & Development team in delivering excellent internal customer service to all team members, management, and senior leadership.
Essential Duties and Responsibilities:
  • Develops learning and development strategies, plans, and initiatives aligned with the organization's goals, including assessing trainee, team, and organizational learning needs.
  • Designs and implements comprehensive training programs to support operations, ancillary departments, and represented workgroups. Programs may include proprietary operations training, technical training, functional training, new employee orientation, leadership development, and other learning opportunities.
  • Reviews existing training programs; recommends and implements enhancements and modifications to improve engagement, learning, retention, and alignment with evolving business needs or industry developments.
  • Ensures all training materials are current, accurate, and effective.
  • Works collaboratively with operational leadership and represented workgroups to identify training needs, develop curricula, and support business objectives.
  • Establishes processes to monitor training results, collect participant and instructor feedback, evaluate program effectiveness, and identify areas for continuous improvement.
  • Leads programs that assist employees with transitions due to technological, operational, or organizational changes and facilitates broader change management efforts.
  • Coordinates orientation programs and arranges on-the-job training for new hires.
  • Maintains up-to-date knowledge of new training methods, techniques, adult learning theory, instructional design principles, and applicable training requirements.
  • Identifies problems and opportunities (such as operational changes or industry developments) where training can drive improvement and build organizational capabilities.
  • Conducts or facilitates required and recommended training sessions, including moderating large groups.
  • Develops employee engagement initiatives in partnership with leaders to improve retention and foster a strong learning culture.
  • Ensures that training milestones, goals, and objectives are achieved.
  • Performs other related duties as assigned.

Supervisory Responsibilities:
  • Oversees the daily activities of training associates and consultants.
  • Conducts performance evaluations that are timely and constructive.
  • Effectively coaches and mentors direct reports.

Required Skills & Abilities:
  • Excellent verbal and written communication skills with strong graphic design ability and a thorough understanding of training processes.
  • Demonstrated ability to think strategically, manage multiple projects simultaneously, and implement programs that support organizational goals.
  • Strong interpersonal and communication skills, including the ability to build relationships, influence at all levels, and analyze data to provide insights for decision-making.
  • Must possess a sense of urgency and a passion for the continuous improvement of training delivery.
  • Ability to moderate large groups effectively.
  • Extremely organized and detail-oriented with excellent project management skills.
  • Proficient with Microsoft Office Suite or related software.
  • Knowledge of adult learning theory, instructional design principles, evaluation methods, and a variety of training modalities.
  • Experience working in a fast-paced, dynamic environment with changing priorities.

Education & Experience Requirements:
  • Bachelor's degree in Communications, Human Resources, Organizational Development, Education, Business Administration, or a related area preferred.
  • At least four years of experience in Learning & Development, with one year of supervisory experience required.
  • Veterans with training experience are encouraged to apply.

Work Environment
This job operates in a professional office environment. This role routinely uses standard office equipment.
Physical Demands
The physical demands described here are representative of those required of an employee to successfully perform the essential functions of this job. This job operates in a physical office environment and is largely a sedentary role. While performing the duties of this job, the employee is regularly required to talk and hear. The employee is frequently required to stand, walk, and use hands, arms, and fingers to effectively operate computer equipment and handle and/or lift objects up to 20 pounds.
Position Type/Expected Hours of Work
This position has assigned work shifts which include daytime business hours, afternoons, nights, and weekend shift hours.
EEO Statement
Syfan Logistics, Inc. is an Equal Opportunity employer. All Team Members and applicants are considered without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, or any status which is protected by state or federal law.
Introductory Period:
Progress reports at 30 and 60 days, with management review at 90 days.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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