Learning and Development Specialist II

Georgia State University•Atlanta, GA

About The Position

The Learning and Development Specialist II (Employee Success Center) will report to and support the Director of the Employee Success Center and collaborate with a peer of the same position in the execution of initiatives aimed at fostering a workplace where employees grow, thrive, and stay. This will include supporting the implementation of the design, delivery, and ongoing management of programs, including new employee onboarding, employee and leadership developments, and employee engagement and career development initiatives. This role ensures all programs align with center's strategic priorities, vision, and mission while collaborating with internal stakeholders (e.g., university staff, faculty, etc.), and external partners such as learning platforms, trainers, and instructors. The specialist will also manage the long-term maintenance of programs, facilitate training sessions, and oversee key programs and engagements roadmaps to ensure effective execution and timely service delivery.

Requirements

Bachelor's degree in Human Resources, Instructional Design, Organizational Development, Education, Psychology, or a related field.

Nice To Haves

3-4 years of experience in HR, employee development, engagement, career services, or related areas aligned with the responsibilities of this role.
Demonstrated strong judgment, ability to coach and influence others, self-motivation, and collaborative team spirit.
Strong problem-solving and analytical skills, with the ability to interpret data, identify trends, and provide actionable recommendations.
Excellent communication, and stakeholder management abilities.
Experience with adult learning principles, coaching models, LMS platforms, and project management.
Experience with Workday, iCollege, Qualtrics, Adobe, Canva preferred.

Responsibilities

Support the implementation of Employee Success Initiatives that align with the University and HR department’s strategic goals.
Promote a culture of continuous learning, career development, and mobility by coordinating programs and resources that encourage employee growth.
Serve as a first point of contact for questions and concerns about Employee Success Center programs.
Support and contribute to the enhancement of onboarding programs to drive early engagement, integration, and retention of new employees.
Coordinate and deliver skill development initiatives that align with career progression goals, covering both technical skills and soft skills (e.g., communication, leadership).
Facilitate and monitor professional and leadership development programs, including cohort-based initiatives, mentoring, and networking opportunities that encourage collaboration and belonging
Assist in tracking and supporting performance and internal mobility processes, helping to enable continuous feedback, goal setting, and employee development planning.
Work closely with HR, program offices, and business stakeholders to help identify internal mobility and succession opportunities, and support employee success initiatives that enhance growth and performance.
Coordinate with external vendors and partners to ensure access to scalable, high-quality, and diverse learning solutions.
Support the design and coordination of networking and cross-functional collaboration opportunities that enhance career pathing and internal visibility.
Own the development and measurement of employee feedback efforts, and recommend tools (e.g., surveys, focus groups) to effectively monitor engagement and inform programming.
Serve as a point of contact for inquiries related to career pathing, internal visibility, and cross-functional opportunities, ensuring clear communication and smooth execution.
Assist in planning and coordinating wellness and work-life balance initiatives in partnership with internal stakeholders and external providers.
Collaborate with business stakeholders and cross-functional teams to assess needs, recommend solutions, and support initiatives that improve employee performance and engagement.
Evaluate, track, analyze, and report key employee success metrics, including retention, participation, turnover, performance trends, internal mobility, and program ROI, highlighting key findings and recommending strategies to strengthen employee success outcomes.
Analyze data and provide insights on trends, areas for improvement, and opportunities to enhance process efficiency and adoption.
Support the implementation and management of platforms and technology solutions (e.g., learning management systems, digital coaching tools) that scale access to development resources and improve program delivery.