Training & Professional Development Coordinator

Training & Professional Development Coordinator

Be among the first 25 applicants. The Atlanta Regional Commission (ARC) seeks an experienced and strategic Training & Professional Development Coordinator to lead the design, development, and delivery of enterprise‑wide training and professional development programs. This role is responsible for creating comprehensive learning systems—from ideation through implementation—that support all staff, while also delivering targeted leadership development for senior leaders, people managers, and emerging leaders across the organization.

It also supports ARC’s performance management framework by aligning learning, development, and skill‑building initiatives with organizational competencies, expectations, and performance outcomes.

The ideal candidate brings strong expertise in adult learning, curriculum design, and facilitation, along with experience using talent and personality discovery models such as DISC, Myers‑Briggs (MBTI), and similar frameworks. This position also serves as a trusted internal resource and may function as an in‑house coach, providing coaching and professional development counseling to leaders and managers in support of performance improvement, leadership growth, succession readiness, and organizational effectiveness.

This is a manager‑level role that requires the ability to translate organizational needs— including performance expectations and workforce development priorities—into effective, scalable learning solutions.

• Lead ARC’s enterprise‑wide training and leadership development framework, ensuring alignment with organizational strategy, workforce priorities, and performance management objectives.
• Design, develop, and implement end‑to‑end adult learning programs from concept through execution, including needs assessment, curriculum development, facilitation, and evaluation.
• Create structured learning pathways for senior leaders, middle managers, and high‑potential/emerging leaders.
• Build and sustain leadership development frameworks that promote consistency, equity, and organizational effectiveness.

• Partner with HR leadership and senior executives to support succession planning and leadership readiness initiatives.
• Design development programs and learning interventions that strengthen bench strength and prepare future leaders.
• Support managers in identifying development needs and growth opportunities for their teams.
• Align training and leadership development initiatives with ARC’s performance management framework, including leadership competencies, goal‑setting, feedback practices, development planning, and manager capability‑building.
• Provide support to the Performance Management Lifecycle.

• Design high‑quality training curricula, learning modules, and materials using adult learning best practices.
• Facilitate engaging in‑person and virtual training sessions for leadership and management audiences.
• Incorporate experiential learning, assessment tools, and reflective practices to support skill development and behavior change.

• Administer and interpret talent and personality assessment tools such as DISC, Myers‑Briggs, Clifton Strengths, or similar models.
• Integrate assessment insights into leadership development programs, team effectiveness sessions, and individual development planning.
• Serve as an internal subject‑matter expert on leadership competencies, communication styles, and professional growth.

• Provide coaching and professional development counseling to support performance, leadership effectiveness, and career development.
• Support leaders through transitions, performance challenges, and team dynamics with a solution‑oriented, developmental approach.
• Partner with HR colleagues to determine when coaching, counseling, or training interventions are most appropriate.
• Maintain professional boundaries, confidentiality, and discretion at all times.

• Manage multiple training and leadership development initiatives concurrently.
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