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Learning And Development Jobs in Augusta, GA (NOW HIRING)

KabaFusion

Specialty Infusion Manager

Augusta, GA · On-site

Learning & Development Programs * Perks... includes discounts on travel, cell phone, clothing and more... * Generous employee referral program To learn more about KabaFusion, please visit our careers ...

Acelero Learning

Food Service Worker

Aiken, SC · On-site

$15.78/hr

Why Acelero Learning or Shine Early Learning? - Ability to make an impact in the lives of the children, families, and partners we serve - Career growth and professional development opportunities ...

Child Development Schools

Lead Teacher

Grovetown, GA · On-site

$13.75 - $18.25/hr

Lead Teacher -- [Grovetown, GA] Your role As a Lead Teacher at Child Development Schools, you will help create a classroom filled with discovery, creativity, learning, and joy. Each day, you will ...

Child Development Schools

Assistant Teacher

Evans, GA

$11.75 - $15/hr

Assistant Teacher -- [Evans, GA] Your role As an Assistant Teacher at Child Development Schools, you will help create a classroom filled with discovery, creativity, learning, and joy. Working ...

Child Development Schools

Assistant Teacher

Augusta, GA · On-site

$11.50 - $14.75/hr

Assistant Teacher -- [Augusta, GA (Wylds Rd)] Your role As an Assistant Teacher at Child Development Schools, you will help create a classroom filled with discovery, creativity, learning, and joy.

Child Development Schools

Assistant Teacher

Augusta, GA

$13.25 - $16.75/hr

Assistant Teacher -- [Augusta, GA (Wrightsboro Rd)] Your role As an Assistant Teacher at Child Development Schools, you will help create a classroom filled with discovery, creativity, learning, and ...

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All JobsLearning And Development JobsLearning And Development Jobs in Augusta, GA

Learning And Development information

See Augusta, GA salary details

$10

$32

$66

How much do learning and development jobs pay per hour?

As of Jun 23, 2026, the average hourly pay for learning and development in Augusta, GA is $32.22, according to ZipRecruiter salary data. Most workers in this role earn between $14.76 and $54.76 per hour, depending on experience, location, and employer.

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

AspectLearning And DevelopmentTraining Coordinator
CredentialsOften requires certifications in L&D, HR, or related fieldsTypically requires HR or administrative certifications
Work EnvironmentDesigning programs, strategic planning, working with managementOrganizing training sessions, scheduling, logistics
Employer & Industry UsageUsed across corporate, education, and nonprofit sectors for strategic growthCommon in corporate settings for operational training
Search & Comparison IntentFocuses on strategic development rolesFocuses on logistical and operational training roles

Learning And Development professionals focus on creating strategic training programs to enhance employee skills and organizational growth. Training Coordinators handle the logistics and administration of training sessions. While both roles support employee development, L&D is more strategic and design-oriented, whereas Training Coordinators focus on execution and logistics.

What is a career in L&D?

A career in Learning and Development (L&D) involves designing, implementing, and managing training programs to improve employee skills and organizational performance. L&D professionals often work in corporate settings, using tools like Learning Management Systems (LMS) and may hold certifications such as CPLP or CPTD. The role requires strong communication, instructional design skills, and a focus on continuous learning.

Are L&D jobs in high demand?

Learning and Development (L&D) jobs are in high demand as organizations prioritize employee training, skills development, and talent retention. The growth of e-learning platforms and corporate training programs has increased opportunities for L&D professionals with skills in instructional design, facilitation, and learning management systems.

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

To thrive as a Learning and Development professional, you need expertise in instructional design, adult learning theory, and strong facilitation skills, often supported by a degree in education, human resources, or related fields. Familiarity with learning management systems (LMS), e-learning authoring tools, and relevant certifications such as CPLP or SHRM-CP is highly valuable. Excellent communication, creativity, and stakeholder management skills help professionals engage learners and drive organizational development. These competencies ensure effective training initiatives that support talent growth and align learning strategies with business goals.

What profession makes $400,000 a year?

In the field of Learning and Development, senior roles such as Director or Vice President can earn $400,000 or more annually, especially in large organizations or with extensive experience. These positions often require advanced skills in leadership, strategic planning, and industry expertise, along with relevant certifications and a track record of successful program implementation.

What is learning and development (L&D)?

Learning and development (L&D) refers to the process within organizations that focuses on improving employees’ skills, knowledge, and competencies. L&D involves designing, delivering, and evaluating training programs, workshops, and other educational activities to help employees perform better in their current roles and prepare for future responsibilities. The goal is to foster professional growth, enhance job satisfaction, and contribute to organizational success. L&D can include onboarding, technical training, leadership development, and ongoing education tailored to business needs.

What are jobs in learning and development?

Jobs in learning and development involve designing, implementing, and managing training programs to improve employee skills and knowledge. Common roles include training specialists, instructional designers, and learning managers, often requiring skills in curriculum development, communication, and familiarity with learning management systems (LMS).

How does a Learning and Development professional typically collaborate with other departments to identify training needs?

Learning and Development professionals often work closely with managers and team leads across various departments to assess skill gaps and align training initiatives with organizational goals. This collaboration usually involves conducting needs assessments, gathering feedback through surveys or interviews, and reviewing performance data to design targeted programs. Effective communication and relationship-building skills are essential, as L&D professionals must balance the needs of different teams while ensuring training solutions are practical and impactful.
What are popular job titles related to Learning And Development jobs in Augusta, GA? For Learning And Development jobs in Augusta, GA, the most frequently searched job titles are:
What job categories do people searching Learning And Development jobs in Augusta, GA look for? The top searched job categories for Learning And Development jobs in Augusta, GA are:
What cities near Augusta, GA are hiring for Learning And Development jobs? Cities near Augusta, GA with the most Learning And Development job openings:
Learning And Development jobs near you

Senior Director of Talent Development

GOODWILL INDUSTRIES OF MIDDLE GA

Augusta, GA

Other

Posted 22 days ago

Job description

The Senior Director of Talent Development provides enterprise leadership for talent acquisition, workforce development, employee engagement, onboarding effectiveness, leadership growth initiatives, and organizational development strategies across Goodwill Industries of Middle Georgia & the CSRA.  

This role supports organizational capability and workforce sustainability through strategic recruiting, leadership development, workforce planning, employee engagement, onboarding integration, and performance initiatives aligned with the organization’s SOAR values and 2030 Strategic Plan priorities. 

The Senior Director partners closely with executive leadership, Human Resources leadership, Career Services, Workforce Development, and operational leadership to strengthen employee experience, workforce capability, organizational effectiveness, leadership readiness, and talent pipeline development across the enterprise. 

LEADERSHIP RESPONSIBILITIES & CORE COMPETENCIES 

Talent Acquisition & Workforce Planning 

  • Leads enterprise talent acquisition and workforce planning initiatives across all divisions 

  • Oversees recruitment strategies, workforce analytics, and talent pipeline development for hourly, professional, and leadership positions 

  • Utilizes workforce data, labor market trends, and operational insights to support workforce sustainability and retention initiatives aligned with organizational priorities and the 2030 Strategic Plan 

  • Supports onboarding engagement initiatives, including standardized 30-day new hire check-in processes designed to strengthen onboarding effectiveness and retention outcomes 

  • Demonstrates competencies in workforce planning, talent acquisition strategy, workforce analytics, and relationship management 

Leadership Development & Employee Growth 

  • Leads workforce development, succession planning, leadership readiness, and employee growth initiatives across the enterprise 

  •  Partners with leadership to identify workforce capability needs, development opportunities, and organizational growth priorities 

  • Supports leadership learning experiences, Storytelling Academy initiatives, coaching support, and employee development planning efforts that strengthen engagement, accountability, and operational effectiveness 

  • Demonstrates competencies in leadership development, employee engagement, change management, and organizational effectiveness 

Employee Engagement, Onboarding & Organizational Culture 

  • Provides leadership oversight for onboarding effectiveness, employee engagement, and organizational culture initiatives that strengthen employee connection, retention, and mission integration 

  • Leads onboarding improvement initiatives and co-leads Goodwill 101 programming within the CSRA region 

  • Supports onboarding engagement efforts through 30-, 60-, and 90-day integration reviews, employee feedback processes, and retention monitoring initiatives 

  • Demonstrates competencies in employee experience, mission integration, collaboration, communication, and onboarding strategy 

Performance Management & Rewards 

  • Supports enterprise performance management, rewards support initiatives, and employee development efforts that strengthen accountability, workforce performance, and employee engagement 

  • Coordinates annual performance review processes, goal alignment efforts, employee development planning, and leadership support initiatives tied to operational and workforce objectives 

  • Demonstrates competencies in performance management, organizational planning, coaching and accountability, and operational execution 

HR Technology, Workforce Analytics & Process Optimization 

  • Utilizes workforce analytics, HR technology, operational reporting, and workforce data to support workforce planning, employee engagement, and informed decision-making 

  • Supports HRIS optimization, reporting accuracy, workflow consistency, and HR process improvement initiatives in partnership with Human Resources leadership 

  • Demonstrates competencies in HR technology, workforce analytics, process improvement, operational efficiency, and data interpretation 

Cross-Functional Leadership & Strategic Collaboration 

  • Builds collaborative partnerships across divisions to support workforce initiatives, employee engagement efforts, onboarding effectiveness, and organizational growth strategies 

  • Collaborates regularly with Human Resources leadership, Career Services, Workforce Development, operational leadership, and executive leadership to support workforce sustainability and 2030 Strategic Plan initiatives 

  • Demonstrates competencies in collaboration, emotional intelligence, executive presence, strategic thinking, and relationship management 

Education & Experience 

  • Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or related field required 

  • Master’s degree preferred 

  • Minimum of 8–10 years of progressive Human Resources leadership experience 

  • Experience leading Talent Acquisition, employee engagement, workforce planning, leadership development, onboarding strategy, and organizational development initiatives required 

  • Experience supporting enterprise workforce initiatives across multi-site or multi-division environments preferred 

  • Experience supporting workforce sustainability, succession planning, employee development, and organizational growth initiatives preferred 

  • Experience working within nonprofit, workforce development, education, retail, healthcare, hospitality, or other mission-driven environments strongly preferred 

Certifications 

  • SHRM-CP, SHRM-SCP, PHR, or SPHR preferred  

Knowledge, Skills & Abilities 

  • Strong understanding of Human Resources operations, workforce strategy, employee engagement, leadership development, and organizational effectiveness 

  • Ability to balance strategic planning with operational execution 

  • Strong communication, facilitation, coaching, and relationship-building skills 

  • Strong analytical, organizational, and problem-solving abilities 

  • Ability to utilize workforce data, operational insights, and analytics to support informed decision-making 

  • Experience leading cross-functional workforce initiatives and organizational change efforts preferred 

  • Demonstrated commitment to mission-driven leadership, workforce development, and organizational collaboration

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