Learning & Development Program Manager II

Atlanta Community Food Bank•Atlanta, GA

4d•Hybrid

About The Position

This position works a hybrid schedule at our East Point location. The Atlanta Community Food Bank is working to end hunger in our community with the food, people and big ideas needed so that no one worries about where their next meal is coming from. Since 1979, we’ve been providing food for a growing network of nonprofit partners – including food pantries, community kitchens, childcare centers, night shelters and senior centers. We currently serve more than 700 partners in 29 counties across metro Atlanta and north Georgia. As the Learning & Development Program Manager II, you will lead ACFB’s organizational training plan, ensuring managers, supervisors, and employees have the skills, tools, and confidence needed to perform effectively. You will build and deliver training programs, maintain learning pathways, and ensure all content is clear, accessible, and aligned with ACFB’s mission, culture, and expectations. You will implement ACFB’s performance framework by translating the Director’s strategy, organizational expectations, and leadership themes into practical tools, training, and guidance. You will create implementation plans, support performance cycles, and coach managers on leadership behaviors and expectations. You will operate with high autonomy, turning strategic direction from senior leaders—including the President—into clear, actionable training, tools, and communication. In partnership with project teams, you will lead the training and employee-readiness components of change initiatives, especially new technology implementations. You will build job aids, microlearning, and adoption-focused communications that help employees understand and apply new systems and processes. You will reinforce new behaviors through follow-up training and coach managers on how to lead their teams through change. We are seeking an approachable, decisive, and accountable training leader who creates clarity, builds capability, and moves comfortably between hands-on delivery and practical problem-solving. This role reports to the Director, Organizational Development / DEI.

Requirements

Training program development — experience building and delivering manager, supervisor, and employee training.
Instructional design — ability to create curricula, job aids, facilitator guides, and onboarding content.
Facilitation skills — confident delivering in-person and virtual training and preparing internal facilitators.
Performance framework implementation — ability to translate expectations, competencies, and leadership themes into practical tools and training.
Manager coaching — experience coaching managers on leadership behaviors, feedback, and performance conversations.
Change - management training — ability to create training, job aids, and communications for new technology and process rollouts.
Autonomous execution — proven ability to take direction from senior leaders and independently convert themes into actionable plans.
Cross - functional partnership — ability to work with project teams to understand impacts, audiences, and readiness needs.
Strong communication — clear written, verbal, and presentation skills; able to simplify complex concepts for employees and managers.
Technology proficiency — comfortable using Microsoft tools, LMS platforms, virtual learning tools, and project-management systems.
Equity & accessibility — commitment to inclusive, accessible, and culturally responsive training and communication.

Responsibilities

Build and run manager, supervisor, and employee training
Maintain a training calendar, learning pathways, and required courses
Develop curricula, job aids, facilitator guides, and onboarding content
Deliver training or prepare internal facilitators
Ensure consistency, accessibility, and alignment with culture and expectations
Track participation, completion, and effectiveness
Translate the annual learning roadmap into coordinated implementation plans, timelines, and milestones
Translate expectations, competencies, and behaviors into training
Build tools for managers: coaching guides, feedback templates, conversation scripts
Support performance cycles (goal setting, mid-year, annual reviews)
Identify capability gaps and recommend training solutions
Coach managers on leadership behaviors
Coordinate across L&D, People Experience and business leaders to keep performance and capability work aligned.
Track implementation progress, identify gaps, and recommend adjustments as organizational needs evolve.
Create training for new technology rollouts
Build job aids, quick-reference guides, and microlearning
Partner with project teams to understand impacts and audiences
Deliver communications tied to adoption
Reinforce new behaviors through follow-up training
Coach managers on how to lead teams through change
Manage timelines, milestones, readiness, and follow-through for major capability and change initiatives.