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Learning And Organizational Development Jobs in Georgia

Home Depot

Manager, Organization Development

Atlanta, GA · On-site

... organizational states, supports organization design initiatives, and helps manage change impacts ... Coordinates with partner teams (e.g., learning, communications, compensation, talent acquisition ...

IPA

Corporate Learning & Development Manager

Duluth, GA · On-site

$100K - $110K/yr

Drive change management adoption through targeted learning interventions that build organizational agility and resilience. Learning & Development Leadership * Design and lead IPA's L&D strategy ...

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Learning And Organizational Development information

What are some common challenges faced by professionals in Learning and Organizational Development roles?

Professionals in Learning and Organizational Development often encounter challenges such as aligning training initiatives with overall business goals, gaining buy-in from leadership, and measuring the tangible impact of development programs. Navigating diverse learning needs across departments and adapting to rapidly changing technologies can also be demanding. Collaborating with various stakeholders, balancing strategic planning with day-to-day operational demands, and continuously updating content to remain relevant are key aspects of the role.

Are L&D jobs in high demand?

Learning and Organizational Development (L&D) roles are in increasing demand as organizations prioritize employee training, leadership development, and talent retention. These jobs often require skills in instructional design, change management, and familiarity with learning management systems, and they are expected to grow alongside evolving workplace learning needs.

What is the difference between Learning And Organizational Development vs Training Specialist?

AspectLearning And Organizational DevelopmentTraining Specialist
Primary FocusStrategic development of learning programs and organizational growthDesigning and delivering specific training sessions
Work EnvironmentCorporate, HR departments, consulting firmsCorporate training departments, educational institutions
CredentialsOften requires degrees in HR, Organizational Development, or related fieldsTypically requires training certifications or related experience
Employer UsageUsed in organizations aiming for long-term development and culture changeUsed for skill-specific training and onboarding

Learning And Organizational Development focuses on strategic initiatives to enhance overall organizational effectiveness, while Training Specialists concentrate on delivering specific training programs. Both roles are essential but serve different purposes within a company's learning ecosystem.

What is learning and organizational development?

Learning and organizational development (L&OD) is a field focused on improving an organization's effectiveness through employee training, leadership development, and strategic initiatives. Professionals in this area design programs, assess organizational needs, and implement changes to enhance performance and foster a positive workplace culture.

What skills are needed for L&D jobs?

Learning and Organizational Development (L&D) professionals need strong communication, facilitation, and interpersonal skills to effectively deliver training and develop programs. They should also have expertise in instructional design, needs assessment, and familiarity with learning management systems (LMS), along with project management abilities and a good understanding of organizational behavior.

What can I do with an organizational development degree?

A degree in organizational development prepares individuals for roles such as organizational development specialist, training manager, or change management consultant. These professionals work to improve company effectiveness, develop leadership programs, and facilitate organizational change using skills in communication, analysis, and strategic planning. Certifications like OD Practitioner or SHRM can enhance career prospects.

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

To thrive in Learning and Organizational Development, you need expertise in adult learning principles, instructional design, talent management, and often a background in human resources or organizational psychology. Familiarity with Learning Management Systems (LMS), e-learning development tools, and certifications such as CPLP (Certified Professional in Learning and Performance) are commonly required. Strong communication, facilitation, and change management skills are essential soft skills that enable effective collaboration and influence across all organizational levels. These competencies are important because they drive employee growth, foster a positive workplace culture, and align learning initiatives with organizational objectives.
What are popular job titles related to Learning And Organizational Development jobs in Georgia? For Learning And Organizational Development jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Learning And Organizational Development jobs in Georgia look for? The top searched job categories for Learning And Organizational Development jobs in Georgia are:
Learning And Organizational Development jobs near you
Infographic showing various Learning And Organizational Development job openings in Georgia as of July 2026, with employment types broken down into 6% Internship, and 94% Full Time. Highlights an 77% In-person, 17% Hybrid, and 6% Remote job distribution.
Organizational Development & Learning Manager

Organizational Development & Learning Manager

SANY America, Inc.

Peachtree City, GA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 17 days ago

Job description

Description
Organizational Development & Learning Manager
ABOUT THE ROLE
As part of the Americas team, SANY is seeking a driven, forward-thinking, and highly motivated Organizational Development & Learning Manager, for designing, building, and leading SANY America's enterprise learning and organizational development function. This role will establish the Company's learning strategy, governance framework, leadership development programs, and learning infrastructure while creating a culture of continuous learning and capability development.
Reporting to the Vice President of Human Resources, this position partners closely with executive leadership and functional departments to identify organizational capability needs, develop innovative learning solutions, and ensure employees have the knowledge, skills, and leadership capabilities required to support SANY America's continued growth.
This is a strategic, hands-on role responsible for building SANY America's learning function from the ground up, including the development of the SANY America Learning Academy, implementation of enterprise learning technologies, governance of employee training, and creation of scalable development programs across the organization.
With deep investment and backing from SANY Group, the Americas business continues to grow rapidly, and this role is critical to delivering competitive, customer-focused products that support long-term market expansion.
With current revenues over $500 million, SANY America continues to make strong progress and significant investments in the Americas market; the organization is now pursuing an aggressive growth strategy and is looking to move quickly beyond this initial platform and increase market share.
KEY RESPONSIBILITIES
Enterprise Learning Strategy
  • Develop and execute SANY America's enterprise learning and organizational development strategy aligned with business objectives.
  • Establish the vision, framework, and long-term roadmap for the SANY America Learning Academy.
  • Conduct organizational capability assessments to identify current and future learning needs.
  • Develop multi-year learning strategies supporting organizational growth and workforce capability.
  • Establish learning standards, policies, and governance across the enterprise.

Leadership Development
  • Design and implement leadership development programs for supervisors, managers, and future leaders.
  • Develop leadership competency models aligned with SANY America's culture and business strategy.
  • Create structured leadership learning paths and development experiences.
  • Facilitate leadership workshops, coaching sessions, and instructor-led learning programs.
  • Partner with senior leaders to strengthen leadership capability throughout the organization.

Learning Program Development
  • Design, develop, and implement enterprise learning programs utilizing a variety of instructional methodologies.
  • Develop onboarding programs, technical training curricula, professional development programs, and compliance learning.
  • Build blended learning experiences utilizing instructor-led training, virtual learning, e-learning, experiential learning, simulations, coaching, mentoring, and on-the-job learning.
  • Ensure learning content reflects adult learning principles and measurable business outcomes.

Training Governance
  • Establish governance processes for all employee training assigned throughout the organization.
  • Chair or facilitate the Training Governance Committee.
  • Evaluate training requests to ensure alignment with organizational priorities.
  • Eliminate redundant or low-value training while improving overall learning effectiveness.
  • Develop standards for curriculum design, content approval, and training quality.
  • Measure return on investment for learning initiatives.

Learning Technology
  • Lead implementation, administration, and continuous improvement of learning technologies, and related platforms.
  • Manage learning records, reporting, compliance tracking, and analytics.
  • Evaluate emerging learning technologies and recommend innovative solutions.
  • Develop executive dashboards measuring organizational learning effectiveness.

Organizational Development
  • Partner with business leaders to improve organizational effectiveness and workforce capability.
  • Support change management initiatives through learning and communication strategies.
  • Facilitate workshops and team development sessions.
  • Promote a culture of continuous learning, collaboration, and innovation.

Measurement & Continuous Improvement
  • Establish key performance indicators for learning effectiveness.
  • Measure knowledge retention, learner engagement, behavioral change, and business impact.
  • Evaluate learning programs using recognized evaluation models.
  • Recommend improvements based on analytics and participant feedback.
  • Provide regular executive reporting on organizational learning outcomes.

REQUIRED QUALIFICATIONS
  • 7+ years of progressive experience in organizational development, learning and development, instructional design, leadership development, or corporate training.
  • Experience building or significantly transforming a corporate learning function.
  • Experience designing enterprise learning strategies and leadership development programs.
  • Experience implementing or administering Learning Management Systems (LMS).
  • Experience facilitating instructor-led learning for supervisors, managers, and professionals.
  • Experience establishing governance, standards, and quality processes for enterprise learning.

EDUCATION
  • Bachelor's degree in Human Resources, Organizational Development, Education, Instructional Design, Industrial-Organizational Psychology, Business Administration, or a related field required.
  • Master's degree preferred.

WORK ENVIRONMENT & PHYSICAL REQUIREMENTS
  • On site-Peachtree City, GA

COMPENSATION & BENEFITS
Compensation will be competitive and commensurate with experience. It will include a base salary and an annual performance bonus.
  • Medical, dental, and vision
  • Paid Time Off
  • 401(k) savings plans
  • Health Savings Account (HSA)
  • Flexible Spending Accounts (FSAs)
  • Company paid STD and LTD benefits
  • Life Insurance
  • Employee Assistance Program (EAP)

EQUAL OPPORTUNITY STATEMENT
SANY America is an Equal Opportunity Employer and considers all qualified applicants for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, or any other protected status under applicable federal, state, or local law.
DRUG AND ALCOHOL FREE WORKPLACE NOTICE
SANY America is an equal opportunity employer and maintains a drug and alcohol-free workplace consistent with applicable federal, state, and local laws. Applicants may be required to complete pre-employment screenings, including drug and/or alcohol testing, as a condition of employment where permitted by applicable law. Testing requirements, employment practices, and workplace policies may vary based on work location, position responsibilities, business necessity, workplace safety considerations, customer requirements, contractual obligations, and applicable regulatory standards.
SANY America complies with applicable federal, state, and local laws relating to marijuana/cannabis use, including applicable medical and recreational marijuana laws where permitted. However, applicants and employees are prohibited from being impaired or under the influence of alcohol, illegal drugs, or other prohibited substances while working, operating Company vehicles or equipment, performing safety sensitive duties, conducting Company business, or while on Company property, consistent with applicable law.
Certain positions may be designated as safety sensitive or subject to additional regulatory, customer, contractual, operational, or workplace safety requirements and may require participation in pre employment, random, reasonable suspicion, post-accident, return to duty, follow up, or other drug and/or alcohol testing programs in accordance with applicable federal, state, and local laws.

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