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Learning Development information

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How much do learning development jobs pay per hour?

As of Jul 21, 2026, the average hourly pay for learning development 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 jobs pay 4000 a week without a degree?

In learning development, high-paying roles such as corporate trainer, instructional designer, or e-learning specialist can reach or exceed $4,000 weekly with experience and specialized skills. These jobs often require expertise in curriculum design, training delivery, and familiarity with learning management systems but do not always require a formal degree. Success in these roles depends on industry knowledge, certifications, and proven ability to develop effective training programs.

What are the key skills and qualifications needed to thrive in the Learning Development position, and why are they important?

To thrive in Learning Development, you need expertise in instructional design, adult learning principles, and curriculum development, often supported by a relevant bachelor's degree or certifications like CPLP or CPTD. Familiarity with learning management systems (LMS), e-learning authoring tools such as Articulate Storyline or Adobe Captivate, and analytics platforms is commonly required. Exceptional communication, facilitation, and project management skills set standout professionals apart in this field. These abilities are critical for designing effective training programs that enhance employee skills and support organizational goals.

What is a Learning Development job?

A Learning Development job focuses on improving employee skills, knowledge, and performance through training programs, instructional materials, and development initiatives. Professionals in this role assess training needs, design learning experiences, and implement programs to support professional growth. They may use e-learning platforms, workshops, and coaching to enhance workplace effectiveness. Learning Development specialists work closely with management to align training with business goals and ensure continued employee success.

What are the most common projects or responsibilities for someone working in Learning Development?

Professionals in Learning Development typically design and deliver training programs, create instructional materials, and evaluate the effectiveness of learning initiatives. They often conduct needs assessments, collaborate with subject matter experts, and manage projects to ensure timely rollouts of development solutions. On a weekly basis, you may facilitate live or virtual training sessions, update training content based on feedback, and track learning outcomes using analytics tools. The work is highly collaborative, requiring regular interaction with HR, leadership, and operational teams to ensure learning aligns with business objectives.

How do I become an L&D specialist?

To become an L&D (Learning and Development) specialist, typically a bachelor's degree in human resources, education, or a related field is required. Gaining experience in training, instructional design, or organizational development, along with proficiency in learning management systems and relevant certifications like CPLP or ATD, can enhance prospects in this role.

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 within organizations. Common roles include training specialists, instructional designers, and learning managers, often requiring skills in curriculum development, e-learning tools, and assessment methods.

Are L&D jobs in high demand?

Learning and Development (L&D) jobs are in growing demand as organizations prioritize employee training and skill development. These roles often require strong communication skills and familiarity with e-learning tools, and demand is expected to increase with ongoing workforce upskilling initiatives.
What are the most commonly searched types of Learning Development jobs in Georgia? The most popular types of Learning Development jobs in Georgia are:
What are popular job titles related to Learning Development jobs in Georgia? For Learning Development jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Learning Development jobs in Georgia look for? The top searched job categories for Learning Development jobs in Georgia are:
What cities in Georgia are hiring for Learning Development jobs? Cities in Georgia with the most Learning Development job openings:
Learning Development jobs near you
Infographic showing various Learning Development job openings in Georgia as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $71,812 per year, or $34.5 per hour.
Learning & Development Program Manager II

Learning & Development Program Manager II

Atlanta Community Food Bank Inc

Atlanta, GA

Other

Posted 3 days ago

Job description

Description

This position works a hybrid schedule at our East Point location. 

Who We Are: 

The Atlanta Community Food Bank is working to end hunger in our community with the food, people and big ideas needed so that no one worries about where their next meal is coming from.  Since 1979, we've been providing food for a growing network of nonprofit partners - including food pantries, community kitchens, childcare centers, night shelters and senior centers.  We currently serve more than 700 partners in 29 counties across metro Atlanta and north Georgia. 

Where You'll Work:   

Learning & Development / People Experience 

About the Role: 

As the Learning & Development Program Manager II, you will lead ACFB's organizational training plan, ensuring managers, supervisors, and employees have the skills, tools, and confidence needed to perform effectively. You will build and deliver training programs, maintain learning pathways, and ensure all content is clear, accessible, and aligned with ACFB's mission, culture, and expectations. 

You will implement ACFB's performance framework by translating the Director's strategy, organizational expectations, and leadership themes into practical tools, training, and guidance. You will create implementation plans, support performance cycles, and coach managers on leadership behaviors and expectations. You will operate with high autonomy, turning strategic direction from senior leaders-including the President-into clear, actionable training, tools, and communication. 

In partnership with project teams, you will lead the training and employee-readiness components of change initiatives, especially new technology implementations. You will build job aids, microlearning, and adoption-focused communications that help employees understand and apply new systems and processes. You will reinforce new behaviors through follow-up training and coach managers on how to lead their teams through change. 

We are seeking an approachable, decisive, and accountable training leader who creates clarity, builds capability, and moves comfortably between hands-on delivery and practical problem-solving. This role reports to the Director, Organizational Development / DEI. 

What You'll Do: 

Training Program Leadership 

  • Build and run manager, supervisor, and employee training 
  • Maintain a training calendar, learning pathways, and required courses 
  • Develop curricula, job aids, facilitator guides, and onboarding content 
  • Deliver training or prepare internal facilitators 
  • Ensure consistency, accessibility, and alignment with culture and expectations 
  • Track participation, completion, and effectiveness 
  • Translate the annual learning roadmap into coordinated implementation plans, timelines, and milestones 

Performance Enablement & Capability Building 

  • Translate expectations, competencies, and behaviors into training 
  • Build tools for managers: coaching guides, feedback templates, conversation scripts 
  • Support performance cycles (goal setting, mid-year, annual reviews) 
  • Identify capability gaps and recommend training solutions 
  • Coach managers on leadership behaviors 
  • Coordinate across L&D, People Experience and business leaders to keep performance and capability work aligned. 
  • Track implementation progress, identify gaps, and recommend adjustments as organizational needs evolve. 

Change Management & Technology Adoption Training 

  • Create training for new technology rollouts 
  • Build job aids, quick-reference guides, and microlearning 
  • Partner with project teams to understand impacts and audiences 
  • Deliver communications tied to adoption 
  • Reinforce new behaviors through follow-up training 
  • Coach managers on how to lead teams through change 
  • Manage timelines, milestones, readiness, and follow-through for major capability and change initiatives. 

Key Competencies we look for in All our Food Bankers are:   

  • Customer Focus 
  • Decision Making 
  • Accountability 
  • The Ability to Navigate Change 

What You'll Need:  Skills and Experience your resume should demonstrate: 

  • Training program development - experience building and delivering manager, supervisor, and employee training. 
  • Instructional design - ability to create curricula, job aids, facilitator guides, and onboarding content. 
  • Facilitation skills - confident delivering in-person and virtual training and preparing internal facilitators. 
  • Performance framework implementation - ability to translate expectations, competencies, and leadership themes into practical tools and training. 
  • Manager coaching - experience coaching managers on leadership behaviors, feedback, and performance conversations. 
  • Change-management training - ability to create training, job aids, and communications for new technology and process rollouts. 
  • Autonomous execution - proven ability to take direction from senior leaders and independently convert themes into actionable plans. 
  • Cross-functional partnership - ability to work with project teams to understand impacts, audiences, and readiness needs. 
  • Strong communication - clear written, verbal, and presentation skills; able to simplify complex concepts for employees and managers. 
  • Technology proficiency - comfortable using Microsoft tools, LMS platforms, virtual learning tools, and project-management systems. 
  • Equity & accessibility - commitment to inclusive, accessible, and culturally responsive training and communication. 

There may be some Physical Demands and Travel: 

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

  • Employee is routinely required to lift 25 lbs. 
  • Expected local travel time for this position is up to 10% per year 

Apply