Community Foundation for Greater Atlanta
Managing Director of People & Talent Strategy
Community Foundation for Greater Atlanta, Atlanta, Georgia, United States, 30383
Managing Director of People & Talent Strategy
Join to apply for the
Managing Director of People & Talent Strategy
role at
Community Foundation for Greater Atlanta .
Community Foundation for Greater Atlanta
|
Managing Director, People & Talent Strategy
POSITION:
Full-time Exempt
DEPARTMENT:
Office of the President
REPORTS TO:
Chief Operating Officer (COO)
START DATE:
March 3, 2026
Organization Overview The Community Foundation for Greater Atlanta (The Foundation) is one of the nation’s premier philanthropic institutions, managing over $1.6 billion in assets and serving as a trusted partner to more than 1,000 donors and nonprofit organizations. The Foundation works to advance equity and shared prosperity across metro Atlanta through donor‑advised funds, strategic grantmaking, civic leadership, and community investment. Founded in 1951, The Foundation ranks among the 15 largest community foundations in the U.S. and has deep roots in the region’s civic infrastructure. It plays a pivotal role in addressing systemic barriers in affordable housing, the arts, equity, and economic opportunity while connecting generosity to impact across the community.
Position Summary
The Managing Director, People & Talent Strategy (MDPTS) serves as the senior leader responsible for advancing a people‑first culture and ensuring that CFGA’s talent strategy, organizational systems, and workplace experience reflect its values of Accountability, Care, and Excellence (ACE).
The MDPTS oversees all areas of human resources, leadership development, and organizational culture—including talent acquisition, performance management, learning and development, employee relations, compensation philosophy and compliance—while embedding equity, inclusion, and belonging across all functions.
This role manages a small, high‑performing People & Culture team (1–2 direct reports) and partners with contractors and consultants to design and deliver CFGA’s leadership development, learning, and culture initiatives. In addition, the MDPTS advises and supports CFGA’s supporting organizations and fiscally sponsored organizations (FSOs) on HR policies, employment practices, and organizational effectiveness to ensure consistency, compliance, and alignment with the Foundation’s standards and values.
The MDPTS is a trusted strategic partner to the COO, Senior Leadership Team, and people managers across the Foundation, shaping a healthy, high‑performing culture that positions CFGA as an employer of choice in the philanthropic and nonprofit sector.
Key Responsibilities Culture, Equity, and Employee Engagement
Foster a culture grounded in accountability, care, and excellence.
Design and implement strategies that enhance employee engagement, belonging, and trust across all teams.
Partner with leadership to ensure policies, systems, and practices align with CFGA’s equity and inclusion commitments.
Facilitate organization‑wide learning, reflection, and team‑building experiences that strengthen connection and shared purpose.
Serve as a thought partner to senior leaders and managers to improve collaboration, communication, and team dynamics.
Provide guidance and consultation to supporting organizations and FSOs on cultivating equitable, inclusive, and people‑centered cultures aligned with CFGA’s standards.
Leadership Development and Learning
Develop and oversee CFGA’s Leadership Development and People Manager Program, leveraging internal and external facilitators, coaching partners, and learning platforms.
Design professional development frameworks that support growth, career progression, oversee individual development plans, and retention across all levels.
Manage contractors or consultants delivering training in management skills, communication, conflict resolution, and DEI.
Support supporting organizations and FSOs in developing leadership and staff learning initiatives tailored to their organizational needs.
Talent Management and Organizational Effectiveness
Lead the organization’s talent strategy, ensuring equitable recruitment, onboarding, and retention of mission‑aligned staff.
Oversee workforce planning, job design, and succession planning in partnership with the COO and department leaders.
Partner with hiring managers to ensure consistency and compliance in all stages of the hiring process.
Design and oversee onboarding and orientation programs for both CFGA and FSOs to ensure consistent, inclusive employee experiences.
Advise supporting organizations and FSOs on talent management processes, including recruiting, onboarding, and performance alignment.
Performance, Feedback, and Total Rewards
Lead CFGA’s performance management processes, including annual goal setting, mid‑year and year‑end reviews, and feedback practices.
Partner with Finance and external consultants to ensure compensation programs remain competitive, equitable, and mission‑aligned.
Strengthen recognition and reward systems to celebrate contributions and reinforce organizational values.
Provide technical guidance to supporting organizations and FSOs on implementing fair and compliant compensation and performance practices.
Employee Relations and Policy
Serve as a trusted advisor for staff and managers, addressing employee relations matters with fairness, transparency, and empathy.
Maintain and update CFGA’s Employee Handbook and HR policies to ensure compliance with applicable employment laws.
Partner with external general counsel and HR consultants as needed to resolve sensitive personnel issues.
Provide policy guidance and HR compliance support to supporting organizations and FSOs, ensuring alignment with legal and regulatory requirements.
People Operations and Vendor Management
Oversee all day‑to‑day People & Culture operations, including HRIS administration, benefits, and payroll coordination in partnership with Finance.
Lead continuous improvement of HR systems (e.g., Paycom) and workflows for greater efficiency and employee experience.
Manage the department budget and oversee external vendor and consultant relationships, including recruiters, training providers, and benefits administrators.
Support supporting organizations and FSOs with HR operations, vendor management, and compliance processes as needed.
Additional Information
Seniority level:
Executive
Employment type:
Full-time
Job function:
Business Development and Sales
Industries:
Non‑profit Organizations
#J-18808-Ljbffr
Managing Director of People & Talent Strategy
role at
Community Foundation for Greater Atlanta .
Community Foundation for Greater Atlanta
|
Managing Director, People & Talent Strategy
POSITION:
Full-time Exempt
DEPARTMENT:
Office of the President
REPORTS TO:
Chief Operating Officer (COO)
START DATE:
March 3, 2026
Organization Overview The Community Foundation for Greater Atlanta (The Foundation) is one of the nation’s premier philanthropic institutions, managing over $1.6 billion in assets and serving as a trusted partner to more than 1,000 donors and nonprofit organizations. The Foundation works to advance equity and shared prosperity across metro Atlanta through donor‑advised funds, strategic grantmaking, civic leadership, and community investment. Founded in 1951, The Foundation ranks among the 15 largest community foundations in the U.S. and has deep roots in the region’s civic infrastructure. It plays a pivotal role in addressing systemic barriers in affordable housing, the arts, equity, and economic opportunity while connecting generosity to impact across the community.
Position Summary
The Managing Director, People & Talent Strategy (MDPTS) serves as the senior leader responsible for advancing a people‑first culture and ensuring that CFGA’s talent strategy, organizational systems, and workplace experience reflect its values of Accountability, Care, and Excellence (ACE).
The MDPTS oversees all areas of human resources, leadership development, and organizational culture—including talent acquisition, performance management, learning and development, employee relations, compensation philosophy and compliance—while embedding equity, inclusion, and belonging across all functions.
This role manages a small, high‑performing People & Culture team (1–2 direct reports) and partners with contractors and consultants to design and deliver CFGA’s leadership development, learning, and culture initiatives. In addition, the MDPTS advises and supports CFGA’s supporting organizations and fiscally sponsored organizations (FSOs) on HR policies, employment practices, and organizational effectiveness to ensure consistency, compliance, and alignment with the Foundation’s standards and values.
The MDPTS is a trusted strategic partner to the COO, Senior Leadership Team, and people managers across the Foundation, shaping a healthy, high‑performing culture that positions CFGA as an employer of choice in the philanthropic and nonprofit sector.
Key Responsibilities Culture, Equity, and Employee Engagement
Foster a culture grounded in accountability, care, and excellence.
Design and implement strategies that enhance employee engagement, belonging, and trust across all teams.
Partner with leadership to ensure policies, systems, and practices align with CFGA’s equity and inclusion commitments.
Facilitate organization‑wide learning, reflection, and team‑building experiences that strengthen connection and shared purpose.
Serve as a thought partner to senior leaders and managers to improve collaboration, communication, and team dynamics.
Provide guidance and consultation to supporting organizations and FSOs on cultivating equitable, inclusive, and people‑centered cultures aligned with CFGA’s standards.
Leadership Development and Learning
Develop and oversee CFGA’s Leadership Development and People Manager Program, leveraging internal and external facilitators, coaching partners, and learning platforms.
Design professional development frameworks that support growth, career progression, oversee individual development plans, and retention across all levels.
Manage contractors or consultants delivering training in management skills, communication, conflict resolution, and DEI.
Support supporting organizations and FSOs in developing leadership and staff learning initiatives tailored to their organizational needs.
Talent Management and Organizational Effectiveness
Lead the organization’s talent strategy, ensuring equitable recruitment, onboarding, and retention of mission‑aligned staff.
Oversee workforce planning, job design, and succession planning in partnership with the COO and department leaders.
Partner with hiring managers to ensure consistency and compliance in all stages of the hiring process.
Design and oversee onboarding and orientation programs for both CFGA and FSOs to ensure consistent, inclusive employee experiences.
Advise supporting organizations and FSOs on talent management processes, including recruiting, onboarding, and performance alignment.
Performance, Feedback, and Total Rewards
Lead CFGA’s performance management processes, including annual goal setting, mid‑year and year‑end reviews, and feedback practices.
Partner with Finance and external consultants to ensure compensation programs remain competitive, equitable, and mission‑aligned.
Strengthen recognition and reward systems to celebrate contributions and reinforce organizational values.
Provide technical guidance to supporting organizations and FSOs on implementing fair and compliant compensation and performance practices.
Employee Relations and Policy
Serve as a trusted advisor for staff and managers, addressing employee relations matters with fairness, transparency, and empathy.
Maintain and update CFGA’s Employee Handbook and HR policies to ensure compliance with applicable employment laws.
Partner with external general counsel and HR consultants as needed to resolve sensitive personnel issues.
Provide policy guidance and HR compliance support to supporting organizations and FSOs, ensuring alignment with legal and regulatory requirements.
People Operations and Vendor Management
Oversee all day‑to‑day People & Culture operations, including HRIS administration, benefits, and payroll coordination in partnership with Finance.
Lead continuous improvement of HR systems (e.g., Paycom) and workflows for greater efficiency and employee experience.
Manage the department budget and oversee external vendor and consultant relationships, including recruiters, training providers, and benefits administrators.
Support supporting organizations and FSOs with HR operations, vendor management, and compliance processes as needed.
Additional Information
Seniority level:
Executive
Employment type:
Full-time
Job function:
Business Development and Sales
Industries:
Non‑profit Organizations
#J-18808-Ljbffr