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Learning Director Jobs in Georgia (NOW HIRING)

OneTrust

Principal Learning Experience Designer

Atlanta, GA · On-site

$90K - $120K/yr

Convert ILT/VILT and SME-led content into high-quality, self-directed digital learning that scales globally * Design and maintain net-new, release-maintenance, and delta-training modules that clearly ...

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Learning Director information

See Georgia salary details

$30.4K

$77.6K

$119.1K

How much do learning director jobs pay per year?

As of Jul 19, 2026, the average yearly pay for learning director in Georgia is $77,626.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,400.00 and $89,500.00 per year, depending on experience, location, and employer.

How does a Learning Director typically collaborate with other departments to align training initiatives with organizational goals?

A Learning Director often works closely with department heads, HR, and executive leadership to assess skill gaps and ensure training programs support broader business objectives. This collaboration involves regular meetings, needs assessments, and integrating feedback from various teams to tailor learning solutions. By fostering cross-departmental communication, the Learning Director helps ensure that educational initiatives are relevant, impactful, and drive measurable results for the organization.

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

To thrive as a Learning Director, you need expertise in instructional design, curriculum development, and adult learning principles, typically supported by an advanced degree in education or a related field. Familiarity with learning management systems (LMS), e-learning authoring tools, and relevant certifications like CPLP or ATD are commonly required. Strong leadership, strategic thinking, and excellent communication skills help drive organizational learning initiatives and foster team collaboration. These competencies ensure effective development and delivery of learning programs that align with organizational goals and promote employee growth.

What are Learning Directors?

Learning Directors are professionals responsible for designing, implementing, and overseeing educational programs within organizations or institutions. They collaborate with stakeholders to identify learning needs, develop curriculum, and ensure instructional effectiveness. Learning Directors also assess program outcomes, manage budgets, and often supervise teams of educators or trainers. Their goal is to enhance employee skills, promote professional development, and align learning initiatives with organizational objectives.

What is the difference between Learning Director vs Learning Manager?

AspectLearning DirectorLearning Manager
CredentialsTypically requires a bachelor’s or master’s degree in education, HR, or related field; certifications like CPLP or ATD are commonSimilar educational background; often holds certifications like CPLP or ATD
Work EnvironmentStrategic leadership in organizations, overseeing multiple training programs and teamsOperational management of training programs, working directly with trainers and learners
Employer & Industry UsageUsed in corporate, educational, and nonprofit sectors for high-level training strategyCommon in corporate and educational settings for day-to-day training operations

The main difference between a Learning Director and a Learning Manager lies in scope and strategic focus. Learning Directors typically oversee overall training strategies and manage teams at a higher level, while Learning Managers focus on executing training programs and managing daily operations. Both roles require relevant certifications and experience, but the Learning Director's role is more strategic and leadership-oriented.

What are the most commonly searched types of Learning jobs in Georgia? The most popular types of Learning jobs in Georgia are:
What are popular job titles related to Learning Director jobs in Georgia? For Learning Director jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Learning Director jobs in Georgia look for? The top searched job categories for Learning Director jobs in Georgia are:
What cities in Georgia are hiring for Learning Director jobs? Cities in Georgia with the most Learning Director job openings:
Learning Director jobs near you

Director of Learning & Development (L&D)

UNITED STATES SOCCER FEDERATION 1

Atlanta, GA

Other

Posted 9 days ago

Job description

Description


U.S. Soccer Overview


The U.S. Soccer Federation exists in service to soccer. Our aim is to ignite a national passion for the game. Because we believe that soccer is more than a sport; it is a force for good.


We understand the importance and the power of teamwork, on and off the pitch. That is why we work closely with our Federation partners and members, to inspire, support and guide every level of the game: from the grassroots to the National Teams. We want to bring soccer into every home and every community, right across America. Because we believe that soccer can transform lives like no other sport. Soccer can represent the best of U.S.


U.S. Soccer is in a period of significant growth, with ambitious plans for U.S. Soccer in the near and far future. We are, therefore, looking for dynamic servant leaders to join us on this journey: in service to soccer. Applicants must be able to demonstrate visionary leadership, analytical decision-making, professional flexibility, and an empathic management style that builds bold teams and delivers globally significant results.


Position Description

The Director of Learning & Development (L&D) is a strategic leader responsible for designing, building, and executing a comprehensive enterprise-wide learning strategy that drives capability development, leadership effectiveness, and organizational performance. This role oversees the full lifecycle of learning-from needs assessment and competency modeling to program design, delivery, and measurement-ensuring alignment with business priorities and talent strategy.


The Director will partner closely with senior leadership to strengthen leadership pipelines, accelerate skill development at all levels, and embed a culture of continuous learning across the organization. 


Primary Responsibilities

Learning & Development Strategy

  • Develop and execute a multi-year enterprise L&D strategy aligned with business objectives, workforce planning, and talent priorities
  • Establish a scalable, modern learning ecosystem (including digital, in-person, and experiential learning)
  • Lead annual learning needs analysis and translate business goals into actionable development plans
  • Define success metrics and continuously evaluate effectiveness and ROI of programs

 Leadership & Executive Development

  • Design and deliver leadership development frameworks for all levels, including front-line leaders through executive leadership
  • Partner with senior executives to build customized executive coaching, development programs, and succession readiness initiatives
  • Lead enterprise leadership curriculum, including strategic thinking, change leadership, and organizational effectiveness
  • Facilitate executive-level development experiences, workshops, and offsites

 Competency Modeling & Skills Architecture

  • Build and maintain a comprehensive competency framework aligned to business strategy and future workforce needs
  • Define role-based capabilities, leadership competencies, and skill taxonomies across the organization
  • Partner with HR and Talent functions to integrate competencies into performance management, career pathing, and succession planning
  • Drive skills-based development approaches and workforce readiness for future capabilities

 Program Design & Delivery

  • Oversee the creation of high-impact learning programs using modern instructional design principles
  • Ensure effective delivery across formats (live, virtual, digital, microlearning, and blended)
  • Implement best practices in adult learning theory and learner engagement
  • Manage external vendors, platforms, and partnerships as needed

 Talent & Organization Impact

  • Drive a culture of continuous learning and professional growth throughout the organization
  • Align learning programs with employee engagement, retention, and career mobility goals
  • Partner with HR Business Partners and business leaders to address capability gaps and accelerate performance
  • Support organizational change initiatives through targeted learning interventions

 Team Leadership & Operations

  • Establish governance, processes, and operational excellence within the L&D function
  • Manage budget, resource allocation, and vendor relationships
  • Leverage learning technologies, data analytics, and reporting to drive insights and decision-making


Requirements


Minimum Qualifications

  • Bachelor's degree in Human Resources, Organizational Development, Business, or related field
  • 10+ years of progressive experience in Learning & Development, Talent Development, or Organizational Effectiveness
  • Demonstrated success building and executing enterprise L&D strategies
  • Experience designing and delivering leadership development programs, including executive-level initiatives
  • Strong experience in competency modeling and skills framework development
  • Proven ability to influence and partner with senior executives
  • General knowledge of soccer
  • Capable of working in fast-paced and demanding environments
  • Must be able to connect "micro" details to the "macro" vision and mission
  • Proficient experience with Microsoft Suite (Word, PowerPoint, Excel, and Outlook)

Desired Qualifications

  • Master's degree (MBA, Organizational Development, or related field)
  • Experience in large, complex or high-growth organizations
  • Certifications in coaching, leadership development, or instructional design (e.g., ICF, ATD, CPTD)
  • Expertise with modern learning technologies, LMS/LXP platforms, and digital learning strategies


U.S. Soccer offers a comprehensive compensation package, casual work environment, an inclusive culture, and an atmosphere for professional development.


U.S. Soccer is an equal opportunity employer that is committed to diversity, equity, and inclusion, and prohibits discrimination and harassment of any kind on the basis of race, color, sex, religion, national origin, citizenship, pregnancy, sexual orientation, gender identity, age, disability, genetic information, military status, political belief, or any other characteristic protected under the law. This policy applies to all our employment practices within our organization. We strongly encourage women, people of color, LGBTQIA, veterans, parents, and persons with disabilities to apply.

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