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Learning And Development Program Manager Jobs in Atlanta, GA

Lightera

Talent & Development Specialist

Norcross, GA · Hybrid

This role blends handson facilitation, program management, and LMS system ownership, turning strategy into learning that leaders use. You will co-design and facilitate leadership development ...

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Learning And Development Program Manager information

See Atlanta, GA salary details

$28.8K

$92.5K

$165.4K

How much do learning and development program manager jobs pay per year?

As of Jun 24, 2026, the average yearly pay for learning and development program manager in Atlanta, GA is $92,484.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,800.00 and $101,900.00 per year, depending on experience, location, and employer.

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

To thrive as a Learning and Development Program Manager, you need a background in instructional design, adult learning principles, and program management, often supported by a relevant degree or certification such as CPLP or SHRM. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and data analytics platforms is typically required. Strong communication, leadership, and stakeholder management skills help drive engagement and ensure effective collaboration. These skills are vital to designing impactful learning initiatives that align with organizational goals and foster employee growth.

What does a Learning and Development Program Manager do?

A Learning and Development Program Manager is responsible for designing, implementing, and overseeing employee training and professional development programs within an organization. They assess training needs, develop learning strategies, and coordinate with various departments to ensure programs align with business goals. Their role often includes managing budgets, measuring program effectiveness, and staying up-to-date with the latest learning technologies and trends.

What are some common challenges faced by Learning and Development Program Managers when implementing new training initiatives?

Learning and Development Program Managers often encounter challenges such as securing stakeholder buy-in, aligning training programs with business objectives, and ensuring consistent engagement from participants. Additionally, they must balance the needs of a diverse workforce and keep up with evolving technologies and learning methodologies. Overcoming these challenges requires strong communication skills, adaptability, and ongoing collaboration with both leadership and team members to ensure programs deliver measurable results.

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

AspectLearning And Development Program ManagerTraining Coordinator
ResponsibilitiesDesigning, implementing, and overseeing comprehensive learning programs, strategic planning, and managing teams.Coordinating training sessions, scheduling, logistics, and supporting trainers.
Required SkillsProgram development, leadership, strategic thinking, and communication skills.Organizational skills, attention to detail, and communication skills.
CredentialsBachelor’s degree, often a master’s, certifications like CPLP or ATD.Bachelor’s degree often preferred, certifications like CPT or similar beneficial.
Work EnvironmentCorporate offices, training departments, or remote settings.Training rooms, corporate offices, or remote support roles.

The Learning And Development Program Manager focuses on strategic program design and leadership, while the Training Coordinator handles the logistical aspects of training delivery. Both roles are essential in employee development but differ in scope and responsibilities.

What Does a Learning and Development Program Manager Do?

As a learning and development program manager, you design and develop learning programs for an organization. Your responsibilities are to coordinate programs that enhance the capabilities of employees through continued education and skills training. You may implement these strategies through in-person classes, educational materials, or a combination of the two. Throughout employee training, you also evaluate the effectiveness of your plan and make adjustments as necessary. Other duties include utilizing available resources, teaching training methods to instructors, and staying within the company’s budget. Your overall goal is to boost productivity for your organization by creating more knowledgeable and capable employees.

More about Learning And Development Program Manager jobs
What are popular job titles related to Learning And Development Program Manager jobs in Atlanta, GA? For Learning And Development Program Manager jobs in Atlanta, GA, the most frequently searched job titles are:
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What cities near Atlanta, GA are hiring for Learning And Development Program Manager jobs? Cities near Atlanta, GA with the most Learning And Development Program Manager job openings:
Learning And Development Program Manager jobs near you
Infographic showing various Learning And Development Program Manager job openings in Atlanta, GA as of June 2026, with employment types broken down into 86% Full Time, 8% Part Time, and 6% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $92,484 per year, or $44.5 per hour.
Staff Learning and Development Partner

Staff Learning and Development Partner

Intuit

Atlanta, GA • On-site

Full-time

Posted 19 days ago

Intuit rating

8.3

Company rating: 8.3 out of 10

Based on 84 frontline employees who took The Breakroom Quiz

73rd of 191 rated software companies

Job description

We are looking for a Staff Learning & Development Partner who brings both the strategic vision to architect enterprise-wide learning programs and the craft mastery to facilitate transformative learning experiences. This is a rare dual-capability role - you will shape how we build and deliver learning at scale while personally modeling facilitation excellence that raises the bar across the organization.
You will partner closely with business leaders, HR Business Partners, and cross-functional stakeholders to diagnose capability gaps, design evidence-based learning interventions, build and manage a portfolio of facilitated programs, and drive measurable impact. You believe learning is both an art and a science, and you bring rigor, creativity, and presence to everything you design and deliver.
Responsibilities
LEARNING STRATEGY & PROGRAM DESIGN
  • Lead end-to-end learning strategy for assigned domains, translating business priorities and capability gaps into a coherent, multi-modal learning architecture.
  • Partner with instructional designers, content specialists, and SMEs to build curriculum that is engaging, scalable, and aligned to organizational outcomes.
  • Establish and maintain a learning content strategy, ensuring materials are current, relevant, and continuously improved based on learner feedback and business results.
  • Apply learning science frameworks (70-20-10, spaced learning, social learning, retrieval practice) to maximize learning transfer and behavior change on the job.

FACILITATION LEADERSHIP & DELIVERY
  • Model facilitation mastery: command of the room, adaptive facilitation in the moment, ability to surface insight through questioning, and skill at managing group dynamics across diverse audiences.
  • Build and oversee a bench of internal and external facilitators, including selection, development, calibration, and quality management.
  • Design and facilitate leader-led experiences that equip managers and senior leaders to own and sustain learning within their teams.
  • Champion psychological safety, inclusive facilitation practices, and equity-centered design in all learning delivery.

PORTFOLIO & PROGRAM MANAGEMENT
  • Manage a portfolio of active learning programs from scoping and design through delivery, evaluation, and iteration, ensuring on-time, in-scope, and high-quality execution.
  • Own intake, prioritization, and resource allocation for learning requests within your domain, balancing strategic priorities with operational capacity.
  • Develop and manage project plans, stakeholder communication cadences, and governance checkpoints for multi-workstream learning initiatives.
  • Manage vendor relationships and external facilitators/consultants, including scope definition, quality oversight, and performance management.
  • Build scalable processes, playbooks, and toolkits that enable the learning team to operate efficiently and consistently at scale.

STAKEHOLDER PARTNERSHIP & CONSULTING
  • Facilitate executive-level conversations to align on learning strategy, build sponsorship, and gain organizational commitment to capability investments.
  • Influence without authority across cross-functional teams, building credibility through subject matter expertise, relationship skills, and demonstrated impact.
  • Communicate learning program strategies and outcomes in business terms, connecting L&D investments to talent metrics and organizational performance.

MEASUREMENT, ANALYTICS & CONTINUOUS IMPROVEMENT
  • Develop and analyze learning data - including completion metrics, assessment scores, learner feedback, and 90-day application surveys - to demonstrate impact and guide iteration.
  • Use data storytelling to present learning outcomes to senior stakeholders, connecting program ROI to business metrics.
  • Lead continuous improvement cycles for programs in your portfolio, incorporating learner feedback, facilitator calibration, and business outcome data.

TEAM & COMMUNITY DEVELOPMENT
  • Coach and mentor facilitators and junior L&D team members on facilitation craft, instructional design quality, and consulting skills.
  • Contribute to the L&D community of practice: sharing expertise, developing standards, and elevating the collective craft of the learning function.
  • Stay current with learning industry trends, research, and emerging practices, bringing external perspectives and innovations to the team.

Qualifications
  • 5-8+ years of progressive experience in Learning & Development, with demonstrated growth in scope and complexity.
  • 5+ years of expert-level facilitation experience, including design and delivery of leadership development, team effectiveness, or enterprise capability-building programs for senior and executive audiences.
  • Proven track record designing and leading multi-modal, enterprise-scale learning programs from needs analysis through impact measurement.
  • Strong ability to apply adult learning theory, design thinking, and evidence-based approaches across modalities (ILT, VILT, eLearning, blended, cohort-based).
  • Experience managing a program portfolio, including project planning, stakeholder management, and cross-functional execution.
  • Demonstrated ability to consult with and influence senior leaders and HR partners in diagnosing capability needs and building learning strategies.
  • Experience building, managing, and developing facilitator or instructor talent, including calibration and quality management.
  • Proven ability to use data and measurement frameworks to evaluate program effectiveness and communicate impact.
  • Experience managing external vendors, consultants, or content providers.
  • Strong executive presence and communication skills; comfort facilitating with groups from frontline employees through C-suite leaders.

PREFERRED QUALIFICATIONS
  • ATD Certified Professional in Talent Development (CPTD) or equivalent professional certification.
  • Certification in facilitation methodologies: e.g., ICA ToP, LUMA, Liberating Structures, Design Thinking facilitation, or coaching credentials (ICF, CTI, etc.).
  • Experience working in a technology or high-growth company environment.
  • Familiarity with human performance improvement (HPI) models and organizational development consulting methodologies.
  • Experience with learning technology platforms: LMS, LXP, virtual classroom tools (Zoom, Teams), authoring tools (Articulate, Rise), and learning analytics dashboards.

Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at ). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is:

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