Learning and Development Manager

NAPA Auto Parts; Atlanta (GA); On-site; USD 90,000 - 140,000; Full time

Job summary

Napa Auto Parts is seeking a Learning and Development Manager to serve as a strategic learning partner within our centralized L&D team, supporting one or more business units. You will translate strategic priorities into impactful learning experiences and drive performance and operational excellence across the organization.

You will design, deliver, and continuously improve learning solutions, manage program lifecycles, and partner with leaders and SMEs to align initiatives with business strategy

Qualifications

• Bachelor’s degree in HR, OD, Education, Business or related field required; Master’s preferred.
• 5+ years in Learning & Development, Instructional Design, or Talent Development.
• Strong facilitation experience (in-person and virtual).
• Experience managing full lifecycle learning programs in a highly collaborative environment.
• Proficiency with LMS administration, reporting, and analytics.

Responsibilities

• Partner with business unit leaders to assess performance gaps and translate priorities into learning solutions.
• Lead end-to-end design and development of learning programs (ILT, virtual, eLearning, microlearning).
• Manage multiple learning initiatives with advanced project management discipline.
• Deliver engaging instructor-led and virtual training experiences.
• Administer learning programs in an LMS and generate KPI reports.

Skills

Instructional design

Adult learning theory

Facilitation

Project management

Data-driven evaluation

Education

Bachelor's degree in Human Resources, Organizational Development, Education, or Business

Master's degree preferred

Tools

Workday

Job description

Job Summary

The Learning and Development Manager serves as a strategic learning partner within NAPA’s centralized Learning & Development team, directly supporting one or more designated business units. This role plays a critical part in enabling business success by equipping leaders and team members with the knowledge, skills, and clarity they need to perform with confidence and grow within the organization.

Job Summary

The Learning and Development Manager serves as a strategic learning partner within NAPA’s centralized Learning & Development team, directly supporting one or more designated business units. This role plays a critical part in enabling business success by equipping leaders and team members with the knowledge, skills, and clarity they need to perform with confidence and grow within the organization. As a trusted support partner to business leaders, the Manager identifies capability gaps and translates strategic priorities into meaningful learning experiences that drive performance and operational excellence. This individual leads the design, delivery, and continuous improvement of impactful learning solutions, managing the full lifecycle of programs and content to ensure relevance, quality, and measurable impact. Blending instructional design expertise, facilitation excellence, program leadership, and data-informed decision-making, the Manager creates opportunities for learning that strengthen capability, foster engagement, and support individual growth. Through strong partnerships and a deep understanding of business needs, this role ensures learning initiatives are aligned with strategy and contribute directly to both organizational success and the development of NAPA’s people.

Responsibilities

Strategic Business Partnership

• Partner with business unit leaders to assess performance gaps and translate strategic priorities into targeted learning solutions.
• Conduct comprehensive needs analysis, including stakeholder interviews, data review, and performance metrics assessment.
• Measure and assess the impact of training and program effectiveness to ensure achievement of objectives and alignment with business priorities.
• Develop clear learning objectives aligned with business outcomes and KPI expectations.
• Serve as a trusted support partner to leaders and Subject Matter Experts (SMEs).

Learning Design & Development

• Apply adult learning theory and established instructional design models (e.g., ADDIE or similar frameworks).
• Lead and coordinate end-to-end design and development of learning programs related to job skills and role competency development.
• Develop blended learning solutions (ILT, virtual, eLearning, microlearning, job aids).
• Incorporate learner feedback and program evaluation data to continuously improve offerings.

Program & Project Leadership

• Lead multiple learning initiatives simultaneously with advanced project management discipline.
• Manage learning calendars and end to end program logistics (before, during after event).
• End to end management of all projects and programs.
• Ensure quality assurance across programs, materials, and delivery standards.

Facilitation & Delivery Excellence

• Deliver engaging instructor-led and virtual training experiences.
• Demonstrate strong classroom management and learner engagement techniques.
• Build assessment tools aligned to learning objectives.

Learning Systems & Administration

• Administer and manage learning programs within a LMS.
• Maintain accurate training records and compliance documentation.
• Monitor attendance and completion rates.
• Generate actionable reports tied to team KPIs.

Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Education, Business, or related field required; Master’s degree preferred.
• 5+ years of progressive experience in Learning & Development, Instructional Design, or Talent Development.
• Demonstrated expertise in adult learning principles and instructional design methodologies.
• Experience managing full lifecycle learning programs in a high collaboration environment.
• Strong facilitation experience (in-person and virtual).
• Experience administering and reporting from a Learning Management System (Workday preferred).
• Proficiency in eLearning development tools and content authoring platforms.
• Experience with reporting, analytics, and data-driven program evaluation.

GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.