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Manager Of Learning And Development Jobs in Georgia

RPM Living

Learning Operations Specialist

Atlanta, GA · On-site

This role supports the Senior Manager of Learning Operations with the execution of a new Learning & Development project management process, including intake, development, and deployment, integrating ...

IPA

Corporate Learning & Development Manager

Duluth, GA · On-site

$100K - $110K/yr

Human Resources Reports to: VP of HR Direct Reports: None Type: Full-Time Status: Exempt Schedule ... Corporate Learning & Development Manager to play a critical role in shaping how IPA develops ...

IPA

Corporate Learning & Development Manager

Duluth, GA · On-site +1

Human Resources Reports to: VP of HR Direct Reports: None Type: Full-Time Status: Exempt Schedule ... Corporate Learning & Development Manager to play a critical role in shaping how IPA develops ...

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Manager Of Learning And Development information

See Georgia salary details

$43.1K

$84.2K

$113.6K

How much do manager of learning and development jobs pay per year?

As of Jul 24, 2026, the average yearly pay for manager of learning and development in Georgia is $84,184.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,500.00 and $97,500.00 per year, depending on experience, location, and employer.

What does a Manager of Learning and Development do?

A Manager of Learning and Development is responsible for overseeing the training and professional growth programs within an organization. They assess training needs, design and implement learning initiatives, and evaluate their effectiveness to ensure employees have the skills required for their roles. Additionally, they work with leadership to align development strategies with business goals and foster a culture of continuous learning.

What are some common challenges faced by a Manager of Learning and Development, and how can they be overcome?

A Manager of Learning and Development often faces challenges such as aligning training programs with organizational goals, engaging diverse learners, and measuring the effectiveness of learning initiatives. Overcoming these challenges requires strong collaboration with department leaders to understand business needs, leveraging a variety of training methods to accommodate different learning styles, and implementing robust evaluation metrics to assess program impact. Staying current with instructional technologies and fostering a culture of continuous learning also help ensure that development initiatives remain relevant and effective.

What is the difference between Manager Of Learning And Development vs Learning Coordinator?

AspectManager Of Learning And DevelopmentLearning Coordinator
CredentialsBachelor's degree, certifications in training or HR (e.g., CPLP)Bachelor's degree, training or education background
Work EnvironmentStrategic planning, team management, policy developmentOrganizing training sessions, administrative support
Employer & IndustryCorporate, educational, or nonprofit sectorsEducational institutions, corporate training departments
Search & Comparison IntentUnderstanding leadership roles in L&DEntry-level or support roles in training

The Manager Of Learning And Development oversees training strategies, manages teams, and aligns learning initiatives with organizational goals. In contrast, a Learning Coordinator primarily handles logistical tasks like organizing training sessions and supporting trainers. While both roles focus on employee development, the Manager Of Learning And Development has a broader strategic and leadership scope, making it a higher-level position within the learning and development field.

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

To thrive as a Manager of Learning and Development, you need expertise in instructional design, adult learning principles, and organizational development, typically supported by a degree in education, HR, or a related field. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications such as CPLP or SHRM-CP are often required. Strong leadership, communication, and project management skills help you inspire teams and drive organizational learning initiatives. These competencies are vital for effectively developing talent, fostering employee engagement, and supporting business goals through impactful learning programs.
What are the most commonly searched types of Of Learning And Development jobs in Georgia? The most popular types of Of Learning And Development jobs in Georgia are:
What are popular job titles related to Manager Of Learning And Development jobs in Georgia? For Manager Of Learning And Development jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Manager Of Learning And Development jobs in Georgia look for? The top searched job categories for Manager Of Learning And Development jobs in Georgia are:
What cities in Georgia are hiring for Manager Of Learning And Development jobs? Cities in Georgia with the most Manager Of Learning And Development job openings:
Manager Of Learning And Development jobs near you
Infographic showing various Manager Of Learning And Development job openings in Georgia as of July 2026, with employment types broken down into 1% As Needed, 74% Full Time, 19% Part Time, 1% Temporary, and 5% Contract. Highlights an 93% Physical, 1% Hybrid, and 6% Remote job distribution, with an average salary of $84,184 per year, or $40.5 per hour.

Director of Learning & Development (L&D)

UNITED STATES SOCCER FEDERATION 1

Atlanta, GA • On-site

Full-time

This job post has expired 2 days ago. Applications are no longer accepted.

Job description

Job Type
Full-time
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 .

Apply