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Learning Development Program Manager Jobs in Georgia

Chick-fil-A

Leadership Development Program

Atlanta, GA · On-site

$20/hr

Manager Checklists completed daily * Be available to work 3 open/close shifts per week * Coach at ... a solid training foundation, learning each aspect of our daily operations, demonstrating ...

Chick-fil-A

Leadership Development Program

Atlanta, GA · On-site

$20/hr

Manager Checklists completed daily * Be available to work 3 open/close shifts per week * Coach at ... a solid training foundation, learning each aspect of our daily operations, demonstrating ...

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All JobsLearning Development Program JobsLearning Development Program Manager JobsLearning Development Program Manager Jobs in Georgia

Learning Development Program Manager information

See Georgia salary details

$25.3K

$81.2K

$145.2K

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

As of Jul 12, 2026, the average yearly pay for learning development program manager in Georgia is $81,206.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,100.00 and $89,500.00 per year, depending on experience, location, and employer.

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

AspectLearning Development Program ManagerTraining Coordinator
ResponsibilitiesDesigning, implementing, and overseeing learning programs and development initiativesOrganizing and scheduling training sessions, managing logistics
Required SkillsCurriculum design, project management, leadershipCommunication, organization, coordination
CertificationsLearning & Development certifications (e.g., CPLP), project managementTraining certifications, CPR/First Aid (if applicable)
Work EnvironmentCorporate training departments, educational institutionsHR departments, training centers

The Learning Development Program Manager focuses on creating and managing comprehensive learning strategies, while the Training Coordinator handles the logistics of training sessions. Both roles require strong organizational skills, but the Program Manager typically has a broader scope and strategic responsibilities.

What is a Learning Development Program Manager?

A Learning Development Program Manager is a professional responsible for designing, implementing, and managing training and development programs within an organization. They assess the learning needs of employees, create educational materials or programs, and measure the effectiveness of training initiatives. Their goal is to enhance employee skills, improve job performance, and support organizational growth by fostering a culture of continuous learning.

How does a Learning Development Program Manager typically collaborate with subject matter experts to create effective training programs?

Learning Development Program Managers often work closely with subject matter experts (SMEs) to ensure that training content is accurate, relevant, and aligned with organizational goals. This collaboration usually involves conducting needs assessments, co-designing curriculum, and reviewing training materials for technical accuracy. Program Managers facilitate regular meetings and feedback sessions with SMEs to refine content and adapt to learner feedback. Building strong relationships and clear communication with SMEs is key to delivering impactful learning experiences.

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

To thrive as a Learning Development Program Manager, you need expertise in instructional design, project management, and adult learning principles, often supported by a bachelor’s or master’s degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and relevant certifications like CPLP or ATD are typically required. Strong communication, leadership, and analytical skills help you collaborate across teams and tailor programs to organizational needs. These skills and qualities are crucial to designing effective learning solutions that drive employee growth and achieve business objectives.
What are the most commonly searched types of Learning Development Program jobs in Georgia? The most popular types of Learning Development Program jobs in Georgia are:
What are popular job titles related to Learning Development Program Manager jobs in Georgia? For Learning Development Program Manager jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Learning Development Program Manager jobs in Georgia look for? The top searched job categories for Learning Development Program Manager jobs in Georgia are:
What cities in Georgia are hiring for Learning Development Program Manager jobs? Cities in Georgia with the most Learning Development Program Manager job openings:
Learning Development Program Manager jobs near you
Infographic showing various Learning Development Program Manager job openings in Georgia as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $81,206 per year, or $39 per hour.
Director of Learning - Retail

Director of Learning - Retail

RaceTrac Petroleum, Inc.

Atlanta, GA • On-site

Full-time

Posted 18 days ago

RaceTrac rating

4.7

Company rating: 4.7 out of 10

Based on 195 frontline employees who took The Breakroom Quiz

37th of 48 rated convenience stores

Job description

RaceTrac Company Overview
Job Description:
The Director of Learning - Retail leads the strategy, design, and execution of learning and capability-building initiatives that support operational excellence, leadership effectiveness, workforce readiness, and scalable growth across our RaceTrac Stores. This role partners closely with RaceTrac Store Operations leadership, embedded HR teams, and enterprise Learning & Development functions to ensure learning strategies align with business priorities, organizational capability needs and evolving operational demands.
The Director is responsible for creating a high-performance learning culture that strengthens frontline execution, leadership pipelines, and long-term organizational capability across a large, multi-unit retail environment - partnering closely with Retail leadership, enterprise HR, and enterprise Learning & Development teams to align capability priorities, leadership development strategies, and workforce readiness initiatives across the organization.
What You'll Do:
Strategic Talent Development
  • Develop and execute a comprehensive talent management and learning strategy that aligns with the company's vision and business goals.
  • Identify current and future talent gaps and create learning and development programs to address them.
  • Build and maintain a high-performance culture by ensuring ongoing development opportunities for employees at all levels.

Learning and Training Program Management
  • Lead the design, implementation, and management of a wide range of learning initiatives, from onboarding and skills training to leadership development programs.
  • Ensure programs are engaging, impactful, and adaptable to various learning styles (e.g., in-person, virtual, blended learning).
  • Partner with internal teams and external vendors to provide diverse training resources, including e-learning platforms, workshops, seminars, and certifications.

Leadership Development
  • Create and execute leadership development programs that nurture the next generation of leaders within the organization.
  • Provide coaching and mentorship to senior leaders, managers, and high-potential employees.
  • Evaluate the effectiveness of leadership programs and adjust as needed to ensure optimal impact.

Talent Management and Succession Planning
  • Collaborate with HR and senior management to identify and develop high-potential talent for succession planning.
  • Support talent assessment processes to align career development with organizational needs.
  • Ensure succession planning programs are in place to create a pipeline of qualified candidates for key positions.

Employee Engagement and Retention
  • Promote a culture of learning and personal development across the organization.
  • Measure and assess the effectiveness of development programs through feedback, performance metrics, and engagement surveys.
  • Foster an inclusive environment that supports diversity in learning and professional growth.

Performance Metrics and Reporting
  • Develop and track key performance indicators (KPIs) to measure the success and ROI of talent development initiatives.
  • Regularly report on the progress of learning and development programs to senior leadership, highlighting successes, challenges, and areas for improvement.
  • Ensure that programs align with organizational objectives and deliver measurable results.

Team Leadership
  • Lead, manage, and mentor a team of talent and learning development professionals.
  • Foster a collaborative, innovative, and supportive team culture focused on continuous improvement.
  • Ensure the team stays up to date with industry trends, best practices, and new learning technologies.

What We're Looking For:
  • Bachelor's degree in Human Resources, I/O Psychology, Organizational Development, or a related field (Master's degree preferred).
  • 10+ years of experience in talent management, learning and development, or a related field
  • 5+ years of leadership experience, including managing high-performing teams and influencing senior leaders.
  • 2+ years of experience at the Director level or leading enterprise-scale learning initiatives.
  • Proven success in designing and implementing large-scale talent development and learning programs.
  • Strong understanding of adult learning principles, instructional design, and leadership development frameworks.
  • Excellent communication, interpersonal, and presentation skills.
  • Experience with learning management systems (LMS) and other digital learning tools.
  • Strong analytical skills with the ability to assess program effectiveness and drive improvements.
  • Ability to influence and work collaboratively with senior leadership and cross-functional teams.

Desired Skills:
  • Experience supporting multi-unit retail, hospitality, restaurant, or operational environments.
  • Experience leading leadership development and organizational capability initiatives at scale.
  • Ability to translate business priorities into scalable learning solutions.
  • Executive presence and influencing capability, with the ability to lead through organizational complexity and change.
  • Knowledge of emerging trends in learning and development, including virtual learning, gamification, and AI-driven training tools.
  • Certification in professional development or coaching (e.g., SHRM-SCP, ATD, PCC, etc.) is a plus.

Fueled by Growth, Driven by You
At RaceTrac, our people make the difference. Whether you're working in a store, at our corporate office, or on the road, you'll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there's always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go.
To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages.
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
Responsibilities:
Strategic Talent Development:
  • Develop and execute a comprehensive talent management and learning strategy that aligns with the company's vision and business goals.
  • Identify current and future talent gaps and create learning and development programs to address them.
  • Build and maintain a high-performance culture by ensuring ongoing development opportunities for employees at all levels.

Learning and Training Program Management:
  • Lead the design, implementation, and management of a wide range of learning initiatives, from onboarding and skills training to leadership development programs.
  • Ensure programs are engaging, impactful, and adaptable to various learning styles (e.g., in-person, virtual, blended learning).
  • Partner with internal teams and external vendors to provide diverse training resources, including e-learning platforms, workshops, seminars, and certifications.

Leadership Development:
  • Create and execute leadership development programs that nurture the next generation of leaders within the organization.
  • Provide coaching and mentorship to senior leaders, managers, and high-potential employees.
  • Evaluate the effectiveness of leadership programs and adjust as needed to ensure optimal impact.

Talent Management and Succession Planning:
  • Collaborate with HR and senior management to identify and develop high-potential talent for succession planning.
  • Support talent assessment processes to align career development with organizational needs.
  • Ensure succession planning programs are in place to create a pipeline of qualified candidates for key positions.

Employee Engagement and Retention:
  • Promote a culture of learning and personal development across the organization.
  • Measure and assess the effectiveness of development programs through feedback, performance metrics, and engagement surveys.
  • Foster an inclusive environment that supports diversity in learning and professional growth.

Performance Metrics and Reporting:
  • Develop and track key performance indicators (KPIs) to measure the success and ROI of talent development initiatives.
  • Regularly report on the progress of learning and development programs to senior leadership, highlighting successes, challenges, and areas for improvement.
  • Ensure that programs align with organizational objectives and deliver measurable results.

Team Leadership:
  • Lead, manage, and mentor a team of talent and learning development professionals.
  • Foster a collaborative, innovative, and supportive team culture focused on continuous improvement.
  • Ensure the team stays up to date with industry trends, best practices, and new learning technologies.

Qualifications:
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

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