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Learning Program Manager Jobs in Orangeburg, SC (NOW HIRING)

Grupo Bimbo

Training Coordinator

Orangeburg, SC · On-site

$53K - $69K/yr

Work with the Operations Excellence Learning & Development Team to create and manage a skills ... Some travel is required to become certified in the BBU OJT Train-the-Trainer Program. Key ...

Panera Bread

Catering Lead

North, SC · On-site

$17 - $20.25/hr

Team member assistance program * And much, much more! As a Catering Lead at Panera, you play a ... Manage and produce catering orders for our guests. * Create memorable experiences with warm ...

Panera Bread

Catering Lead

North, SC · On-site

Team member assistance program * And much, much more! As a Catering Lead at Panera, you play a ... Manage and produce catering orders for our guests. * Create memorable experiences with warm ...

Bimbo Bakeries USA

Training Coordinator

Orangeburg, SC · On-site

$53K - $69K/yr

Work with the Operations Excellence Learning & Development Team to create and manage a skills ... Some travel is required to become certified in the BBU OJT Train-the-Trainer Program. Key ...

Bimbo Bakeries USA

Training Coordinator

Orangeburg, SC · On-site

$53K - $69K/yr

Work with the Operations Excellence Learning & Development Team to create and manage a skills ... Some travel is required to become certified in the BBU OJT Train-the-Trainer Program. Key ...

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Showing results 21-40

All JobsLearning Program JobsLearning Program Manager JobsLearning Program Manager Jobs in Orangeburg, SC

Learning Program Manager information

See Orangeburg, SC salary details

$45.1K

$78K

$176K

How much do learning program manager jobs pay per year?

As of Aug 6, 2026, the average yearly pay for learning program manager in Orangeburg, SC is $78,024.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,700.00 and $85,300.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a learning program manager?

A Learning Program Manager typically needs a background in instructional design, project management, and adult learning theory, often supported by a degree in education, human resources, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications like PMP or CPLP is highly valued. Strong communication, stakeholder management, and organizational skills help candidates excel in collaborating across departments and adapting to evolving training needs. These competencies are crucial to effectively designing, implementing, and overseeing impactful learning initiatives that support organizational goals.

What does a typical day look like for a learning program manager, and how do they interact with other departments?

A typical day for a Learning Program Manager involves designing training programs, coordinating with subject matter experts, analyzing learning needs, and overseeing program rollouts. You will work closely with HR, department leaders, trainers, and sometimes external vendors to ensure learning solutions align with both employee development and organizational objectives. Frequent tasks include reviewing program effectiveness, managing budgets or timelines, and providing status updates to leadership. Collaboration and strong project management are key, as you'll often balance multiple initiatives and adapt to changing business priorities to deliver successful outcomes.

What does a learning program manager do?

A Learning Program Manager is responsible for designing, implementing, and overseeing training programs within an organization. They collaborate with stakeholders to identify learning needs, develop curriculum, and ensure training aligns with business goals. Their role includes project management, budgeting, measuring the effectiveness of learning initiatives, and leveraging technology to enhance training delivery. Effective Learning Program Managers improve employee skills, engagement, and overall organizational performance.

What job categories do people searching Learning Program Manager jobs in Orangeburg, SC look for? The top searched job categories for Learning Program Manager jobs in Orangeburg, SC are:
What cities near Orangeburg, SC are hiring for Learning Program Manager jobs? Cities near Orangeburg, SC with the most Learning Program Manager job openings:
Learning Program Manager jobs near you
Infographic showing various Learning Program Manager job openings in Orangeburg, SC as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 1% Temporary, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $78,024 per year, or $37.5 per hour.

Talent Management Business Partner - North Region

RaceTrac

North, SC

Full-time

Re-posted 12 days ago

RaceTrac rating

4.8

Company rating: 4.8 out of 10

Based on 196 frontline employees who took The Breakroom Quiz

36th of 46 rated convenience stores

Job description

RaceTrac Company Overview

Job Description:

The Talent Management Business Partner - North Region is a strategic advisor for our RaceTrac Stores who ensures the organization has the leadership capability, talent depth, and workforce strategy required to deliver business results at scale within a specific region. This role translates enterprise priorities into integrated talent solutions - building a strong leadership bench, driving a performance culture, and aligning workforce capability with future growth needs.

Through data, crossfunctional partnership, and change leadership, the role strengthens execution, improves organizational health, and enables leaders to deliver consistent customer and business outcomes. It drives talent strategy and execution in partnership with HR and operations leaders, working across Talent, Learning, and HR Centers of Excellence to deliver enterprise talent strategies.

What You'll Do:

Enterprise Talent Strategy & Alignment

  • Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence.

  • Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customerexperience outcomes.

  • Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.

Leadership Development & Capability Building

  • Assess leadership capability across multiunit retail operations and build targeted development plans that elevate performance and readiness.

  • Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture.

  • Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders.

Succession Planning & Talent Pipeline Health

  • Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.

  • Identify highpotential talent and accelerate readiness through targeted experiences, development plans, and crossfunctional exposure.

  • Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.

Performance Management & Organizational Effectiveness

  • Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.

  • Partner with leaders to diagnose organizational issues - structure, capability, spans/layers, role clarity - and recommend solutions that improve efficiency and effectiveness.

  • Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.

Workforce Planning & Capability Forecasting

  • Lead longrange workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion.

  • Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies.

  • Partner with Talent Acquisition to align hiring strategies with future capability requirements.

Culture, Engagement & Retention Strategy

  • Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions.

  • Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations.

  • Support DEI strategies that strengthen inclusion, representation, and equitable talent practices.

Change Leadership & Transformation Support

  • Lead the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth.

  • Equip leaders to navigate change effectively through communication, capability building, and adoption support.

  • Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption.

DataDriven Insights & Talent Analytics

  • Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions.

  • Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health.

  • Use data to influence leaders and drive accountability for talent outcomes.

CrossFunctional Partnership & Enterprise Integration

  • Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities.

  • Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions.

  • Serve as a strategic advisor to senior leaders on talent implications of business decisions.

What We're Looking For:

Required Qualifications

  • Bachelor's degree in Human Resources, Business, Organizational Development, or a related field (preferred).
  • 5+ years of experience in talent management, learning & development, performance management, or a related HR field.
  • Demonstrated experience leading succession planning, leadership development, or workforceplanning initiatives.
  • Strong consultative and strategicadvisory skills, with the ability to partner with and influence senior leaders.
  • Experience using talent analytics, dashboards, and KPIs to diagnose talent risks and inform decisions.
  • Experience designing or deploying scalable talent programs across a multiunit or enterprise environment.

Preferred Qualifications

  • Experience in retail, convenience, or multiunit field operations.
  • Experience partnering across HR Centers of Excellence (Talent Acquisition, Learning, OD, DEI) in a matrixed organization.
  • Experience leading the talent components of largescale change (acquisitions, reorganizations, system implementations, newunit growth).
  • Familiarity with organizational design concepts, including structure, spans and layers, and role clarity.

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 ourLinkedIn,Facebook, andInstagrampages.

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:

Enterprise Talent Strategy & Alignment

  • Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence.
  • Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customerexperience outcomes.
  • Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.

Leadership Development & Capability Building

  • Assess leadership capability across multiunit retail operations and build targeted development plans that elevate performance and readiness.
  • Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture.
  • Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders.

Succession Planning & Talent Pipeline Health

  • Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.
  • Identify highpotential talent and accelerate readiness through targeted experiences, development plans, and crossfunctional exposure.
  • Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.

Performance Management & Organizational Effectiveness

  • Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.
  • Partner with leaders to diagnose organizational issues - structure, capability, spans/layers, role clarity - and recommend solutions that improve efficiency and effectiveness.
  • Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.

Workforce Planning & Capability Forecasting

  • Lead longrange workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion.
  • Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies.
  • Partner with Talent Acquisition to align hiring strategies with future capability requirements.

Culture, Engagement & Retention Strategy

  • Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions.
  • Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations.
  • Support DEI strategies that strengthen inclusion, representation, and equitable talent practices.

Change Leadership & Transformation Support

  • Lead the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth.
  • Equip leaders to navigate change effectively through communication, capability building, and adoption support.
  • Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption.

DataDriven Insights & Talent Analytics

  • Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions.
  • Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health.
  • Use data to influence leaders and drive accountability for talent outcomes.

CrossFunctional Partnership & Enterprise Integration

  • Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities.
  • Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions.
  • Serve as a strategic advisor to senior leaders on talent implications of business decisions.

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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