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Learning Management Jobs in Georgia (NOW HIRING)

Hertz

Learning Project Manager

Atlanta, GA · Hybrid

$75K/yr

Minimum of 3 to 5 years of experience in Project Management or Learning & Development preferred. * Minimum of 3 to 5 years of experience in the car rental, hospitality, or tourism industry preferred.

Hertz

Learning Project Manager

Atlanta, GA · On-site

$75K/yr

Minimum of 3 to 5 years of experience in Project Management or Learning & Development preferred. * Minimum of 3 to 5 years of experience in the car rental, hospitality, or tourism industry preferred.

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Learning Management information

See Georgia salary details

$26.2K

$65.3K

$109.8K

How much do learning management jobs pay per year?

As of Sep 15, 2026, the average yearly pay for learning management in Georgia is $65,338.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,800.00 and $73,900.00 per year, depending on experience, location, and employer.

What is learning management?

Learning management refers to the administration, documentation, tracking, reporting, and delivery of educational courses, training programs, or learning and development programs within an organization. This is often facilitated through a Learning Management System (LMS), which is a software platform that helps manage all aspects of the learning process. Learning management professionals are responsible for organizing training content, monitoring learner progress, and ensuring that learning initiatives align with organizational goals. Their work helps improve employee skills, compliance, and overall productivity.

What are the key skills and qualifications needed to thrive in learning management, and why are they important?

Success in Learning Management requires expertise in instructional design, curriculum development, and a background in education or training, often supported by a relevant degree or certification. Familiarity with Learning Management Systems (LMS) such as Moodle, Blackboard, or Cornerstone, along with e-learning authoring tools like Articulate or Captivate, is typically necessary. Strong communication, project management, and analytical skills help professionals effectively engage learners and measure training outcomes. These competencies ensure that learning initiatives are impactful, scalable, and aligned with organizational goals.

How does a learning management professional typically collaborate with subject matter experts (SMEs) to develop effective training programs?

Learning Management professionals frequently work alongside subject matter experts to design, develop, and refine training content. This collaboration usually involves conducting needs assessments, gathering input on course materials, and ensuring accuracy and relevance of information. Regular meetings, feedback sessions, and iterative content reviews are common, with the Learning Management professional often acting as a bridge between instructional designers, trainers, and SMEs to align training objectives with organizational goals. Strong communication and project management skills are essential for facilitating this teamwork and delivering impactful learning solutions.

What is the difference between Learning Management vs Instructional Designer?

AspectLearning ManagementInstructional Designer
CredentialsTypically requires a degree in education, training, or related field; certifications in LMS platformsRequires a degree in education, instructional design, or related field; certifications in instructional design tools
Work EnvironmentWorks within LMS platforms, training departments, corporate or educational settingsWorks on course development, curriculum design, and content creation in educational or corporate settings
Employer & Industry UsageUsed by organizations to deliver and manage online training programsUsed by organizations to design and develop educational content and learning experiences

Learning Management and Instructional Designer roles often overlap but serve different functions. Learning Management focuses on administering and managing online learning systems, while Instructional Designers create the educational content and course structure. Both are essential in e-learning environments and frequently collaborate to deliver effective training programs.

What cities in Georgia are hiring for Learning Management jobs?

Cities in Georgia with the most Learning Management job openings:

Learning Management jobs near you
Infographic showing various Learning Management job openings in Georgia as of August 2026, with employment types broken down into 1% As Needed, 85% Full Time, 12% Part Time, and 2% Contract. Highlights an 82% Physical, 3% Hybrid, and 15% Remote job distribution, with an average salary of $65,338 per year, or $31.4 per hour.

Learning and Development Manager - Learning and Development (Days) (On-site)

Carrollton, GA • On-site

Tanner Health System
Health Care and Social Assistance • 1 - 5K employees
Learn more about Tanner Health Systemexternal

Full-time

Posted 6 days ago

Job description

The Learning & Development Manager serves as a strategic leader responsible for building a skills-based, data-driven, and AI- forward learning ecosystem that supports workforce capability, regulatory compliance, and organizational performance across Tanner Health's multi-site care environment. This leader partners with executives, clinical leaders, and HR stakeholders to design and deliver scalable solutions that enhance employee capability, accelerate internal mobility, and support a culture of continuous learning aligned to Tanner's People Pillar goals.
Education
Bachelor's Degree Required
Experience
* Five years of related experience. Requires a working knowledge of standard practices and procedures.
Qualifications
*5+ years in learning & development and content development and design. 2+ years of people management experience required.
*Healthcare regulatory and compliance knowledge preferred.
*Demonstrated competency in program development for web-based learning management systems required.
*AI fluency and digital learning innovation preferred.
*Strategic workforce planning & skills architecture preferred.
*Change leadership and stakeholder influence.
*Demonstrated ability to coach and develop others, provide feedback, deliver effective instruction and guide employee development.
*Data analytics and performance measurement.
*Knowledge of instructional design techniques and adult learning theory.
*Proven ability to organize and prioritize in order to successfully bring multiple projects and complex initiatives to completion.
Licenses and Certifications
* CPTD or other L&D Certification Preferred
* SHRM-CP or equivalent HR certification Preferred
* Must obtain CHHR (ASHHRA) within 24 months of hire

Statement Of Employment Philosophy

Being a part of Tanner Health System is more than a job, it is a promise we make to treat every patient with exceptional service every time they walk through our doors. Service excellence is the foundation of our organizational culture and the expectations we all set for each other, our patients, physicians and our community. All employees agree to abide by a set of service standards. These standards are the promise we make to provide the best care possible, and represent our beliefs, values and who we strive to become. We each commit to making Tanner Health System a great place for our employees to work, for patients to receive care and for physicians to practice medicine.

Functions

Area of Responsibilities

Learning Strategy & Workforce Capability: Develop and execute a system-wide learning and skills strategy aligned to organizational priorities. Lead enterprise skills gap assessments to inform workforce planning and development. Partner with other HR areas and operational leaders to support career pathways and internal mobility.

Compliance Readiness: Ensure all learning programs meet regulatory, accreditation, and licensure requirements (e.g. TJC, CMS, etc.). Oversee competency frameworks for clinical staff, non-clinical staff, and leadership development. Support readiness for audits and surveys through training compliance and documentation.

Learning Experience & Program Design: Design and deliver modern learning experiences that include blended learning (digital, classroom, simulation, virtual reality augmentation) micro learning, just-in-time training, leadership and front line development programs, and Train the Trainer. Oversee LMS and learning experience platforms.

Data, Analytics, & ROI: Establish KPIs for learning effectiveness that include, but are not limited to: skill acquisition, engagement and completion, and impact on performance and retention. Use analytics to drive continuous improvement and executive reporting. Translate learning outcomes in to business impact metrics.

Team Leadership & Operations: Lead and develop a team of Learning & Development professionals. Manage vendor relationships and training budget. Drive operational excellence, scalability, and cost efficiency.

AI-Enabled Learning & Innovation: Lead adoption of AI-powered learning platforms and tools. Implement personalized, adaptive learning pathways leveraging AI-driven insights. Explore and deploy AI agents to aid content creation, deliver just-in-time learning support, and improve knowledge access and workforce productivity. Ensure ethical, compliant use of AI in learning environments as approve by Tanner Health's AI Committee.

Culture & Employee Experience: Forster a culture of continuous learning and growth. Serve as internal consultant to leaders on development strategies. Align learning programs with employee engagement and retention goals.

Compliance Statement

Employee performs within the prescribed limits of Tanner Health System's Ethics and Compliance program. Is responsible to detect, observe, and report compliance variances to their immediate supervisor, the Compliance Officer, or the Hotline.

Required Knowledge & Skills

Education: Bachelor's Degree required

Experience: Five years of related experience. Requires a working knowledge of standard practices and procedures.

Licenses and Certifications

* CPTD or other L&D Certification Preferred
* SHRM-CP or equivalent HR certification Preferred
* Must obtain CHHR (ASHHRA) within 24 months of hire

Qualifications

*5+ years in learning & development and content development and design. 2+ years of people management experience required.
*Healthcare regulatory and compliance knowledge preferred.
*Demonstrated competency in program development for web-based learning management systems required.
*AI fluency and digital learning innovation preferred.
*Strategic workforce planning & skills architecture preferred.
*Change leadership and stakeholder influence.
*Demonstrated ability to coach and develop others, provide feedback, deliver effective instruction and guide employee development.
*Data analytics and performance measurement.
*Knowledge of instructional design techniques and adult learning theory.
*Proven ability to organize and prioritize in order to successfully bring multiple projects and complex initiatives to completion.

Definitions

The Learning & Development Manager serves as a strategic leader responsible for building a skills-based, data-driven, and AI- forward learning ecosystem that supports workforce capability, regulatory compliance, and organizational performance across Tanner Health's multi-site care environment. This leader partners with executives, clinical leaders, and HR stakeholders to design and deliver scalable solutions that enhance employee capability, accelerate internal mobility, and support a culture of continuous learning aligned to Tanner's People Pillar goals.

Position Responsibilities

Contact with Others: Requires frequent contact with many persons at different levels inside and outside of the organization to carry out organization policies and programs and obtain willing acceptance, consent, or action.

Effect of Error: Probable errors may be serious and involve losses such as improper costs, overpayment, waste of material, damage to equipment, and delay in processing work. Effect usually confined within the organization. Most of work not subject to direct verification or check. Regularly works with some confidential data such as account, salaries, patient medical records, which if disclosed might have adverse internal or external effects.

People Management Responsibilities

Supervisory Responsibility: Supervises a small section of employees (up to 15); orients and trains employees; schedules, assigns, checks, and maintains flow of employees work; carries out most personnel decisions, and initiates minor personnel actions.

Work Environment/Physical Effort

Mental Demands: Work involves a variety of complex problems to be solved under general organization policies. Ingenuity and judgment are required to review facts, plan work, estimate costs, and deal with factors not easily evaluated, interpret results, draw conclusions, and take or recommend action. Solutions to problems often require coordination with other departments.

Working Conditions: Generally pleasant working conditions/normal office environment.

Working Conditions Aspects for Immunizations

Performs tasks involving contact with blood, blood-contaminated body fluids, other body fluids, or sharps (needles): No

Directly works with Patients less than 12 months of age: No

Physical Effort: Minimum physical effort - Physical demands encountered are those of a typical office job.

Physical Aspects

Bending: Occasional = 1% - 33% of the time

Typing: Frequent = 34% - 66% of the time

Manual Dexterity -- picking, pinching with fingers etc.: Occasional = 1% - 33% of the time

Feeling (Touch) -- determining temperature, texture, by touching: Not required

Hearing: Frequent = 34% - 66% of the time

Reaching -- above shoulder: Occasional = 1% - 33% of the time

Reaching -- below shoulder: Occasional = 1% - 33% of the time

Visual: Constant = 67% - 100% of the time.

Color Vision: Frequent = 34% - 66% of the time

Speaking: Frequent = 34% - 66% of the time

Standing: Frequent = 34% - 66% of the time

Balancing: Occasional = 1% - 33% of the time

Walking: Occasional = 1% - 33% of the time

Crawling: Not required

Running - in response to an emergency: Not required

Lifting up to 25 lbs.: Occasional = 1% - 33% of the time

Lifting 25 to 60 lbs.: Not required

Lifting over 60 lbs.: Not required

Handling -- seizing, holding, grasping: Occasional = 1% - 33% of the time

Carrying: Occasional = 1% - 33% of the time

Climbing: Not required

Kneeling: Not required

Squatting: Not required

Tasting: Not required

Smelling: Not required

Driving -- Utility vehicles such as golf carts, Gators, ATV, riding lawnmowers, skid steer, aerial lift: Not required

Driving -- Class C vehicles: Not required

Driving -- CDL class vehicles: Not required

N95 Respirator usage (PPE): Not required

Hazmat suit usage (PPE): Not required

Pushing/Pulling -- up to 25 lbs.: Occasional = 1% - 33% of the time

Pushing/Pulling -- 25 to 60 lbs.: Not required

Pushing/Pulling -- over 60 lbs. : Not required

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