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Manager Of Learning And Development Jobs in Georgia

AGCO

Sr Learning & Development Facilitator

Duluth, GA · On-site

The position leads the end-to-end execution of learning programs across multiple modalities ... Collaborate with people managers to support development planning, career pathing, and capability ...

EMCOR Group, Inc.

Learning and Development Intern

Atlanta, GA · On-site

$14.50 - $19.25/hr

... management, material preparation, and day-of facilitation support (chat monitoring, breakout setup ... Conduct research on adult learning, leadership development, and organizational effectiveness best ...

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All JobsManager Of Learning And Development JobsManager Of Learning And Development Jobs in Georgia

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 Jun 28, 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:
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Manager Of Learning And Development jobs near you
Director of Learning - Retail

Director of Learning - Retail

RaceTrac Petroleum, Inc.

Atlanta, GA • On-site

Full-time

Posted 4 days ago

RaceTrac rating

4.7

Company rating: 4.7 out of 10

Based on 195 frontline employees who took The Breakroom Quiz

36th of 47 rated convenience stores

Job description

RaceTrac Company Overview
Job Description:
The Director of Learning - Retail leads the strategy, design, and execution of learning and capability-building initiatives that support operational excellence, leadership effectiveness, workforce readiness, and scalable growth across our RaceTrac Stores. This role partners closely with RaceTrac Store Operations leadership, embedded HR teams, and enterprise Learning & Development functions to ensure learning strategies align with business priorities, organizational capability needs and evolving operational demands.
The Director is responsible for creating a high-performance learning culture that strengthens frontline execution, leadership pipelines, and long-term organizational capability across a large, multi-unit retail environment - partnering closely with Retail leadership, enterprise HR, and enterprise Learning & Development teams to align capability priorities, leadership development strategies, and workforce readiness initiatives across the organization.
What You'll Do:
Strategic Talent Development
  • Develop and execute a comprehensive talent management and learning strategy that aligns with the company's vision and business goals.
  • Identify current and future talent gaps and create learning and development programs to address them.
  • Build and maintain a high-performance culture by ensuring ongoing development opportunities for employees at all levels.

Learning and Training Program Management
  • Lead the design, implementation, and management of a wide range of learning initiatives, from onboarding and skills training to leadership development programs.
  • Ensure programs are engaging, impactful, and adaptable to various learning styles (e.g., in-person, virtual, blended learning).
  • Partner with internal teams and external vendors to provide diverse training resources, including e-learning platforms, workshops, seminars, and certifications.

Leadership Development
  • Create and execute leadership development programs that nurture the next generation of leaders within the organization.
  • Provide coaching and mentorship to senior leaders, managers, and high-potential employees.
  • Evaluate the effectiveness of leadership programs and adjust as needed to ensure optimal impact.

Talent Management and Succession Planning
  • Collaborate with HR and senior management to identify and develop high-potential talent for succession planning.
  • Support talent assessment processes to align career development with organizational needs.
  • Ensure succession planning programs are in place to create a pipeline of qualified candidates for key positions.

Employee Engagement and Retention
  • Promote a culture of learning and personal development across the organization.
  • Measure and assess the effectiveness of development programs through feedback, performance metrics, and engagement surveys.
  • Foster an inclusive environment that supports diversity in learning and professional growth.

Performance Metrics and Reporting
  • Develop and track key performance indicators (KPIs) to measure the success and ROI of talent development initiatives.
  • Regularly report on the progress of learning and development programs to senior leadership, highlighting successes, challenges, and areas for improvement.
  • Ensure that programs align with organizational objectives and deliver measurable results.

Team Leadership
  • Lead, manage, and mentor a team of talent and learning development professionals.
  • Foster a collaborative, innovative, and supportive team culture focused on continuous improvement.
  • Ensure the team stays up to date with industry trends, best practices, and new learning technologies.

What We're Looking For:
  • Bachelor's degree in Human Resources, I/O Psychology, Organizational Development, or a related field (Master's degree preferred).
  • 10+ years of experience in talent management, learning and development, or a related field
  • 5+ years of leadership experience, including managing high-performing teams and influencing senior leaders.
  • 2+ years of experience at the Director level or leading enterprise-scale learning initiatives.
  • Proven success in designing and implementing large-scale talent development and learning programs.
  • Strong understanding of adult learning principles, instructional design, and leadership development frameworks.
  • Excellent communication, interpersonal, and presentation skills.
  • Experience with learning management systems (LMS) and other digital learning tools.
  • Strong analytical skills with the ability to assess program effectiveness and drive improvements.
  • Ability to influence and work collaboratively with senior leadership and cross-functional teams.

Desired Skills:
  • Experience supporting multi-unit retail, hospitality, restaurant, or operational environments.
  • Experience leading leadership development and organizational capability initiatives at scale.
  • Ability to translate business priorities into scalable learning solutions.
  • Executive presence and influencing capability, with the ability to lead through organizational complexity and change.
  • Knowledge of emerging trends in learning and development, including virtual learning, gamification, and AI-driven training tools.
  • Certification in professional development or coaching (e.g., SHRM-SCP, ATD, PCC, etc.) is a plus.

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 our LinkedIn, Facebook, and Instagram pages.
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:
Strategic Talent Development:
  • Develop and execute a comprehensive talent management and learning strategy that aligns with the company's vision and business goals.
  • Identify current and future talent gaps and create learning and development programs to address them.
  • Build and maintain a high-performance culture by ensuring ongoing development opportunities for employees at all levels.

Learning and Training Program Management:
  • Lead the design, implementation, and management of a wide range of learning initiatives, from onboarding and skills training to leadership development programs.
  • Ensure programs are engaging, impactful, and adaptable to various learning styles (e.g., in-person, virtual, blended learning).
  • Partner with internal teams and external vendors to provide diverse training resources, including e-learning platforms, workshops, seminars, and certifications.

Leadership Development:
  • Create and execute leadership development programs that nurture the next generation of leaders within the organization.
  • Provide coaching and mentorship to senior leaders, managers, and high-potential employees.
  • Evaluate the effectiveness of leadership programs and adjust as needed to ensure optimal impact.

Talent Management and Succession Planning:
  • Collaborate with HR and senior management to identify and develop high-potential talent for succession planning.
  • Support talent assessment processes to align career development with organizational needs.
  • Ensure succession planning programs are in place to create a pipeline of qualified candidates for key positions.

Employee Engagement and Retention:
  • Promote a culture of learning and personal development across the organization.
  • Measure and assess the effectiveness of development programs through feedback, performance metrics, and engagement surveys.
  • Foster an inclusive environment that supports diversity in learning and professional growth.

Performance Metrics and Reporting:
  • Develop and track key performance indicators (KPIs) to measure the success and ROI of talent development initiatives.
  • Regularly report on the progress of learning and development programs to senior leadership, highlighting successes, challenges, and areas for improvement.
  • Ensure that programs align with organizational objectives and deliver measurable results.

Team Leadership:
  • Lead, manage, and mentor a team of talent and learning development professionals.
  • Foster a collaborative, innovative, and supportive team culture focused on continuous improvement.
  • Ensure the team stays up to date with industry trends, best practices, and new learning technologies.

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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