Manager, Leadership Learning

The Home Depot; Atlanta (GA); On-site; USD 90,000 - 120,000; Full time

Job summary

The Home Depot seeks a Learning Programs Lead responsible for end-to-end management of assigned learning initiatives, including mentoring, leadership development curricula, and the learning platform. You will partner with business, HR, and IT to design scalable solutions, ensure successful launches, and deliver measurable business impact.

You will drive program effectiveness, manage budgets, and collaborate across teams to enable enterprise-wide training adoption, change management, and seamless

Qualifications

• Must be 18 years or older.
• Must be legally permitted to work in the United States.
• Minimum Education: high school diploma or GED.
• Preferred Education: bachelor’s degree in related field.

Responsibilities

• End-to-end ownership of learning programs including enterprise mentoring, leadership curricula, and learning technologies.
• Coordinate with business partners, HR, and Learning teams to design and deploy scalable learning solutions.
• Monitor and report on program effectiveness and impact on performance; drive continuous improvement.
• Forecast training needs, manage budgets and ensure smooth operation of ongoing learning solutions.

Skills

Project Management

Leadership Development

Cross-functional collaboration

Communication

Education

Bachelor's degree

High School Diploma or GED

Job description

Position Purpose:

The successful candidate is responsible for the end‑to‑end ownership of assigned learning programs. Blending operational excellence with strategic design, this role sits at the intersection of program management and learning strategy, ensuring that initiatives not only launch successfully but also deliver measurable business impact. This position acts as a consultative partner to the business—actively identifying learner needs, contributing to the design of scalable learning solutions, and aligning enablement initiatives with broader enterprise goals.

Because this role requires a seamless transition between high‑level strategy and day‑to‑day execution, the position will have end‑to‑end ownership for assigned learning programs and initiatives such as the enterprise mentoring program, new‑in‑role leadership curriculum, ongoing leadership development curriculum, the learning and development intranet site, and external vendor relationships. Additionally, this role may oversee the adoption of new learning technologies, consult with business partners around tailored needs, customize and facilitate team trainings, and support enterprise‑wide change management training rollouts.

Success in this role requires an individual who can bring structure to ambiguity, build collaborative cross‑functional relationships, and drive continuous improvement, ensuring a simple, relevant, and impactful learning experience across a complex and diverse set of audiences.

Key Responsibilities:

• 10% – Content Area – Assist Director/Sr. Manager Learning Strategy in determining learner needs by role/content area. Contribute to the design of learning solutions to address learner needs and increase associate competence and confidence. Manage independent learning projects as needed.
• 20% – Cross‑functional Coordination – Build collaborative, influential relationships with a variety of business, HR, and Learning partners to accomplish learning goals and drive execution. Communicate program/process status to key internal stakeholders. Partner with Design & Development, Technology, and/or Delivery teams to deliver the most effective learning solutions for assigned roles/content areas. Serve as a point of contact and support for client groups, keeping them informed of program/process status and addressing challenges as they arise. Partner with Learning Strategy and business partners to develop and execute communication and change plans for major initiatives. Serve as key stakeholder partnering with the Product team to design, test, and deploy new functionality, security, and processes within the Learning Management System.
• 25% – Program and/or Solution Effectiveness – Partner with the LSM to ensure learning plans are relevant and up‑to‑date. Monitor, measure, and report on the effectiveness of learning and development solutions. Partner with LSM to assess the impact of learning on business and individual performance and create action plans for continuous improvement. Ensure a relevant, seamless, and impactful participant experience.
• 45% – Program and/or Solution Management – Forecast training demand to ensure that training schedules meet the needs of the business. Create broad, scalable approaches to execute learning solutions. Develop, manage, and report on project plans to support content strategy. Create and deploy learning programs and reporting solutions to specific audiences within the Learning Management System. Manage day‑to‑day operations of ongoing learning and development solutions. Create and manage efficient internal processes to drive optimum program participation and execution. Monitor program/process expenses and keep the budget up to date.

Direct Manager/Direct Reports:

• This Position typically reports to Sr. Director/Director or Senior Manager.
• This Position has 0 Direct Reports.

Travel Requirements:

• Typically requires overnight travel less than 5% of the time.

Physical Requirements:

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions, there may be a need to move or lift light articles.

Working Conditions:

• Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.

Preferred Qualifications:

• Bachelor’s degree in business administration, management, learning & development, human resource development or related field.
• 2 years in retail industry or Home Depot equivalent.
• Experience in Learning and Development or related industry.
• Project Management experience with cross‑functional teams.
• Experience designing and implementing leadership development programs.

Minimum Education:

• The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.

Preferred Education:

• The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Minimum Years of Work Experience:

• 4

Preferred Years of Work Experience:

• 4

Competencies:

• Collaborates
• Manages Complexity
• Optimizes Work Processes
• Plans and Aligns
• Communicates Effectively
• Customer Focus
• Drives Results