Manager, Learning & Leadership Development

Cox Enterprises•Atlanta, GA

5d•$92,300 - $153,900•Hybrid

About The Position

Cox Enterprises is seeking a Manager, Learning & Leadership Development to join our team in Atlanta, Georgia. The Role: Reporting to the Director, Talent Practices & Learning Programs, the Manager, Learning & Leadership Development plays a critical role in executing Cox Enterprises’ people strategy. This role sits at the intersection of learning, talent, and performance - translating learning strategy into impactful initiatives that build the capabilities our workforce needs while ensuring development is closely connected to how we identify, grow, engage, and retain talent across the organization. The Manager, Learning & Leadership Development will bring creativity and innovation to every aspect of this work - from designing engaging learning solutions to introducing new approaches that gain traction across the enterprise. This individual will find compelling ways to capture attention, inspire adoption, and ensure development opportunities resonate in a fast-paced and ever-evolving environment.

Requirements

BA/BS degree in a related discipline (Business, Human Resources, Organizational Psychology, Education, or similar) and 6 years’ experience in a related field. The right candidate could also have a different combination, such as a master’s degree and 4 years’ experience; or a Ph.D. and 1 year of experience; or 10 years’ experience in a related field.
Demonstrated ability to bring creative, non-traditional thinking to learning design – translating ideas into experiences that earn attention and stick.
Experience designing and delivering enterprise learning or leadership development offerings.
Experience working across HR functions - learning, talent management, or performance - with an understanding of how these disciplines connect.
Experience managing external partner relationships.
Demonstrated ability to translate strategy into execution-ready initiatives.

Responsibilities

Design and deliver enterprise learning experiences that are modern, engaging, and aligned with our learning strategy and guiding principles.
Conduct needs analyses and capability assessments to ensure learning solutions reflect the current state of the organization and support key business priorities.
Translate business priorities into learning design principles and vendor selection criteria across the enterprise learning portfolio.
Activate the learning strategy across diverse audience groups through intentional sequencing, targeted communications, and thoughtful experience design.
Own and evolve the enterprise self-registration catalog, transforming it from a static resource into a dynamic, curated experience connected to our capabilities.
Build learning content that is uniquely ours when we have a clear strategic advantage to do so, owning the entire process from concept and design through facilitation and delivery.
Define clear learning objectives, target audiences, delivery modalities, and success measures before development begins.
Apply instructional design principles to create content that reflects our culture and language while driving meaningful behavior change—not just knowledge transfer.
Pilot, facilitate, evaluate, and refine learning experiences using participant feedback and success measures to ensure content remains relevant, effective, and current.
Facilitate a variety of learning and organizational development experiences, including programs such as DiSC, and Feedback That Lands.
Support talent review and succession planning processes by identifying development needs, ensuring learning solutions address capability gaps for critical roles and top talent, and connecting learning investments to meaningful talent outcomes.
Advance the integration of development into talent and performance practices, ensuring growth opportunities are closely linked to how we assess, develop, and move talent across the organization.
Manage external partner relationships, including contracting and evaluation to ensure maximum value and impact from our investments.
Identify, assess, and engage external resources, facilitators, and content providers that align with our learning strategy, guiding principles, and organizational needs.
Stay informed on emerging learning trends and best practices, bringing relevant insights and recommendations to the team to continuously enhance our approach.
Partner with stakeholders to define success measures that connect learning outcomes to business results and help tell a compelling story of impact.
Leverage data and insights to evaluate effectiveness, drive continuous improvement, and inform future learning and development decisions.
Support the integration of talent data and workforce insights into learning priorities, using those insights to shape and refine capability-building investments.
Monitor spend against plan and track the return on investment (ROI) of learning initiatives to ensure resources are aligned with business priorities and outcomes.
Collaborate closely with HR functional partners to ensure a connected, aligned approach to employee growth and development across the organization.
Partner with business leaders and key stakeholders to understand capability needs and shape learning priorities and experiences that support business objectives.
Bring a consultative mindset to the role, serving as a trusted advisor who effectively connects development strategies and investments to broader business goals and priorities.

Benefits

Flexibility to take as much vacation with pay as they deem consistent with their duties, the company’s needs, and its obligations
Seven paid holidays throughout the calendar year
Up to 160 hours of paid wellness annually for their own wellness or that of family members
Bereavement leave
Time off to vote
Jury duty leave
Volunteer time off
Military leave
Parental leave
Health care insurance (medical, dental, vision)
Retirement planning (401(k))
Paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO)