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Learning Manager Jobs in Cordele, GA (NOW HIRING)

Yancey Bros.co

Human Resource Manager

Cordele, GA · On-site

Support the professional development of employees through continuous learning opportunities. * HR ... The HR Manager will also handle employee relations, performance management, and compliance with ...

Yancey Bros. Co.

Human Resource Manager

Cordele, GA

Support the professional development of employees through continuous learning opportunities. * HR ... The HR Manager will also handle employee relations, performance management, and compliance with ...

Yancey Bros Co

Human Resource Manager

Cordele, GA · On-site

Support the professional development of employees through continuous learning opportunities. * HR ... The HR Manager will also handle employee relations, performance management, and compliance with ...

Pizza Hut

General Manager

Sylvester, GA

You love learning and guiding others new things and motivating them to work together on the restaurant goals, team development, food safety, P&L management, marketing, and more. If you are an ...

Pizza Hut

General Manager

Leesburg, GA

You love learning and guiding others new things and motivating them to work together on the restaurant goals, team development, food safety, P&L management, marketing, and more. If you are an ...

Pizza Hut

General Manager

Leesburg, GA · On-site

You love learning and guiding others new things and motivating them to work together on the restaurant goals, team development, food safety, P&L management, marketing, and more. If you are an ...

Pizza Hut

General Manager

Sylvester, GA · On-site

You love learning and guiding others new things and motivating them to work together on the restaurant goals, team development, food safety, P&L management, marketing, and more. If you are an ...

Pizza Hut

General Manager

Sylvester, GA · On-site

You love learning and guiding others new things and motivating them to work together on the restaurant goals, team development, food safety, P&L management, marketing, and more. If you are an ...

Pizza Hut

General Manager

Leesburg, GA · On-site

You love learning and guiding others new things and motivating them to work together on the restaurant goals, team development, food safety, P&L management, marketing, and more. If you are an ...

Yancey Bros.co

Operations Manager

Cordele, GA · On-site

... learning more about our customers, offering equipment and support to keep up with their changing ... As the Operations Manager, you will provide leadership and direction for Yancey Engineered ...

Yancey Bros. Co.

Operations Manager

Cordele, GA

... learning more about our customers, offering equipment and support to keep up with their changing ... As the Operations Manager, you will provide leadership and direction for Yancey Engineered ...

Yancey Bros Co

Operations Manager

Cordele, GA · On-site

... learning more about our customers, offering equipment and support to keep up with their changing ... As the Operations Manager, you will provide leadership and direction for Yancey Engineered ...

TOCA Football

General Manager

Cobb, GA · On-site

District Manager Hours Required: Candidates must be able to work evenings and weekends Position ... learning, and fun. Process & Product: Center Operations (50%) * Be the captain of our day-to-day ...

Eventus Education

Assistant Teacher

Leesburg, GA · On-site

Patience, creativity, and enthusiasm for fostering a love for learning in young children. * Knowledge of classroom management techniques that support emotional and behavioral growth. * Certification ...

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Learning Manager information

See Cordele, GA salary details

$26.3K

$65.6K

$110.2K

How much do learning manager jobs pay per year?

As of Aug 23, 2026, the average yearly pay for learning manager in Cordele, GA is $65,579.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,000.00 and $74,200.00 per year, depending on experience, location, and employer.

What is a learning manager?

A learning manager creates training opportunities for employees who want to focus on skills development and job advancement. As a learning manager, your duties include assessing the needs of a company or organization, planning training programs, and working with third-party educators to meet the company’s needs. You may also assist employees seeking to change their career path. Qualifications for the job vary depending on employer needs, but you typically need a bachelor’s degree in human resources, business management, or a similar field and relevant work experience.

What is a learning manager?

A Learning Manager is a professional responsible for designing, implementing, and overseeing training and development programs within an organization. They assess learning needs, create educational materials, and ensure that employees have access to the resources required for professional growth. Learning Managers often collaborate with subject matter experts and use various technologies to deliver effective training. Their goal is to enhance workforce skills, improve performance, and support organizational objectives.

What are the main challenges learning managers face when implementing new training programs across multiple departments?

Learning Managers often encounter challenges such as aligning training content with diverse departmental needs, ensuring consistent participation, and measuring the effectiveness of programs across various teams. Coordinating with department heads to customize learning solutions, managing scheduling conflicts, and integrating feedback for continuous improvement are common aspects of the role. Success in this area requires strong communication, project management skills, and the ability to adapt training strategies to different learning styles and business objectives.

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

To thrive as a Learning Manager, you need expertise in instructional design, curriculum development, and adult learning principles, often supported by a degree in education, HR, or related fields. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and assessment platforms is typically required. Strong leadership, communication, and project management skills help Learning Managers effectively lead teams and engage stakeholders. These skills ensure the design and delivery of impactful learning programs that drive organizational growth and employee development.

What is the difference between Learning Manager vs Training Coordinator?

AspectLearning ManagerTraining Coordinator
CredentialsBachelor’s degree in Education, HR, or related field; often requires experience in learning and developmentBachelor’s degree in Business, Education, or related field; certifications like ATD or CPTD are common
Work EnvironmentOversees learning programs across departments, strategic planning, manages teamsCoordinates training sessions, schedules, and logistics, often works directly with trainers and employees
Employer & Industry UsageUsed in corporate, educational, and nonprofit sectors for strategic learning initiativesCommon in corporate settings for organizing and implementing training activities

The Learning Manager focuses on developing and overseeing comprehensive learning strategies, while the Training Coordinator handles the logistics and execution of training sessions. Both roles are essential in employee development but differ in scope and responsibilities.

What degree do you need to be a learning manager?

A learning manager typically needs a bachelor's degree in education, human resources, business administration, or a related field. Many employers prefer candidates with a master's degree or relevant certifications in training and development, along with experience in instructional design or organizational learning.
More about Learning Manager jobs

What job categories do people searching Learning Manager jobs in Cordele, GA look for?

The top searched job categories for Learning Manager jobs in Cordele, GA are:

What cities near Cordele, GA are hiring for Learning Manager jobs?

Cities near Cordele, GA with the most Learning Manager job openings:

Learning Manager jobs near you
Infographic showing various Learning Manager job openings in Cordele, GA as of August 2026, with employment types broken down into 6% Internship, 88% Full Time, and 6% Part Time. Highlights an 100% In-person job distribution, with an average salary of $65,579 per year, or $31.5 per hour.

Sr. Manager Workforce Development

CPG Beyond, Inc.

Ashburn, GA • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

TITLE: Sr. Manager Workforce Development Location: Ashburn, VA POSITION SUMMARY: The Senior Manager, Workforce Development, is responsible for designing, governing, and sustaining the workforce development systems that accelerate employee proficiency, safety, and readiness across all CPG Beyond sites. This role owns the architecture, standards, and integrity of skills matrices, standard work, and training systems to ensure they remain consistent, execution-ready, and aligned with operational and safety requirements as the company scales. This role serves as the system owner for workforce development and provides clear decision authority, disciplined version control, and leadership for Workforce Development staff while partnering closely with Operations, Safety, and HR. ESSENTIAL DUTIES AND RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Workforce Development System Ownership
  • Own the end-to-end workforce development system, including skills matrices, training standards, and standard work frameworks used across the organization.
  • Ensure workforce development systems are execution-ready, with accurate, current SOPs, training assets, and skills matrices maintained through disciplined version control, including clear decision authority for updates, approvals, and retirement of materials.
  • Establish governance mechanisms that ensure consistency, quality, and scalability as operational complexity grows.
Skills Matrix & Proficiency Frameworks
  • Lead the design, rollout, and ongoing control of skills matrices for core technical and operational roles.
  • Define proficiency expectations, evidence standards, and validation criteria to ensure consistency and audit readiness.
  • Facilitate inter-rater reliability calibration sessions to ensure fair and consistent application of proficiency standards across regions.
  • Gather, validate, and synthesize SME input to refine tasks, expectations, and required safe work practices.
Standard Work & Learning Asset Governance
  • Build and sustain role-based standard work frameworks aligned to operational execution and training expectations.
  • Partner with Safety to ensure safe work practices are embedded into standard work and learning assets without assuming safety investigation or compliance ownership.
  • Establish documentation standards for clarity, usability, and consistency across agreed SOPs, training materials, and skills matrices.
Needs Analysis & Field Discovery
  • Conduct structured interviews, site observations, and task analyses with technicians, supervisors, and site leaders.
  • Translate field insights into system-level improvements, including updates to skills matrices, training requirements, and standard work.
  • Prioritize system improvements based on operational impact, safety risk, and workforce readiness.
Training System Standards
  • Define and govern standards for training content readiness, quality, and usability.
  • Ensure training assets meet established standards for LMS deployment and field use.
  • Maintain focus on system readiness and standards rather than training logistics or scheduling.
Cross-Functional Alignment
  • Partner with Operations, Safety, HR, and Site Leadership to ensure workforce development systems reflect current operational needs and people-leadership expectations.
  • Clearly define ownership boundaries between Workforce Development, Safety, HR, and Operations to prevent duplication and execution gaps.
Metrics & Reporting
  • Maintain the Workforce Development scorecard, including time-to-proficiency, progression, and readiness indicators.
  • Use metrics to identify system gaps, inform prioritization, and guide continuous improvement.
  • Provide regular updates to the VP of Workforce Development & Safety on system performance, risks, and improvement efforts.
QUALIFICATIONS:To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education/Experience:
  • Bachelor's degree in Education, Business, Operations, or a related field; or equivalent practical experience.
  • Minimum of 7-10 years of experience in workforce development, training systems, learning & development, or operations-aligned skill building.
  • Experience operating in safety-sensitive, frontline, or operations-heavy environments strongly preferred.
Computer Skills:
  • Proficiency with Microsoft Office applications (Excel, Word, Outlook).
  • Experience working with Learning Management Systems (Paycor LMS or similar preferred).
Certificates and Licenses:
  • No certificates or licenses required.
Supervisory Responsibilities:
  • Supervises 1+ direct reports
Physical Demands: The physical demands 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.
  • While performing duties of this job, the employee is occasionally required to move objects 10 pounds; they are frequently required to stand, walk, stoop. Kneel, crouch, or crawl; Occasionally required to sit and climb and balance. Specific vision abilities required for this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust and focus.
The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. Pre Employment Requirements: Employment is contingent upon successful completion of a pre-employment background check, drug screening, and motor vehicle record (MVR) review, in accordance with applicable federal, state, and local laws. Positions requiring driving must have an MVR that meets company and insurance carrier standards. CPG is an equal opportunity employer. We will consider all employment applicants without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status. *We Utilize E-Verify #LI-TG1 Pay Range: $113,752 - $170,661 per year

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