Oglethorpe Power
Position Summary
The Director of Talent Acquisition is responsible for designing, building, and leading a full-service recruiting function for Georgia System Operations Company (GSOC) within the Shared Services Administration organization. This is a
working director
role that combines strategic leadership with hands-on execution. The Director sets the vision and roadmap for how the organization attracts, assesses, and hires top talent, while also actively participating in recruiting activities for critical, executive, and hard-to-fill roles. This role transforms recruiting from an activity currently shared between HR Business Partners and hiring managers into a scalable, data-driven, and proactive talent acquisition function. The Director partners closely with HR Leadership and business leaders to support workforce planning, strengthen the talent pipeline, enhance employer branding, and improve the overall candidate and hiring manager experience. Key Accountabilities Strategic Talent Acquisition Leadership Develop and execute a multi-year talent acquisition strategy and roadmap aligned with organizational goals, workforce plans, and business priorities. Stand up and mature a GSOC HR recruiting function, including defining operating models, roles, processes, and service delivery expectations. Establish recruiting best practices across the full talent lifecycle (workforce planning, sourcing, assessment, selection, offer, and onboarding partnership). Serve as a strategic advisor to HR Leadership and business leaders on talent market trends, workforce risks, and hiring strategies. Workforce Planning & Talent Pipeline Management Partner with HR Leadership and business stakeholders to support annual and long-range workforce planning. Build and maintain proactive talent pipelines for key roles and future workforce needs. Analyze labor market data and internal workforce trends to anticipate hiring challenges and recommend solutions. Hands-On Recruiting & Execution (Working Director) Personally manage or support recruiting efforts for executive, leadership, and mission-critical roles. Actively source candidates using direct outreach, networking, referrals, and social media. Represent the organization at career fairs, industry events, and community partnerships as needed. Provide hands-on guidance and support to recruiters or HR partners during complex or high-priority searches. Employer Branding, Marketing & Social Media Develop and implement employer branding strategies that clearly articulate the employee value proposition. Leverage digital marketing, social media platforms, and recruitment campaigns to attract diverse and high-quality talent. Partner with GSOC Corporate Communication's team (as applicable) to ensure consistent and compelling messaging. Metrics, KPIs & Reporting Define, implement, and track key talent acquisition KPIs (e.g., time-to-fill, quality of hire, cost-per-hire, source effectiveness, candidate experience). Build dashboards and regular reporting to provide insights to HR Leadership and business stakeholders. Use data to drive continuous improvement, resource allocation, and strategic decision-making. Relationship & Stakeholder Management Build strong partnerships with HR Business Partners, hiring managers, and senior leaders. Clarify roles and expectations between Talent Acquisition, HR, and the business to reduce manager burden and improve outcomes. Ensure a high level of customer service and responsiveness to internal stakeholders. Process Improvement & Systems Design and document recruiting policies, procedures, and workflows. Evaluate, implement, and optimize recruiting tools and technologies (ATS, CRM, assessments, analytics). Ensure compliance with employment laws, regulations, and internal policies throughout the hiring process. Team Leadership & Development Hire, develop, and lead recruiting associates as the function grows. Coach and mentor team members and HR partners on recruiting best practices and market intelligence. Foster a culture of accountability, collaboration, and continuous improvement. Position Duties / Essential Functions (Estimated Allocation) 30% Strategic Planning & Transformation
– Develop TA strategy, roadmap, and operating model; workforce planning partnership; employer branding strategy. 25% Hands-On Recruiting & Sourcing
– Executive and critical role recruiting, sourcing, interviewing, and candidate engagement; career fairs and events. 15% Metrics, Analytics & Reporting
– KPI definition, dashboards, reporting, and data-driven insights. 15% Relationship Management
– Partner with HR Leadership, HRBPs, and business leaders; manage expectations and service delivery. 10% Team Leadership & Development
– Talent development, performance management, and capability building. 5% Administration & Compliance
– Policies, procedures, systems oversight, and compliance. Education Required: Bachelor's degree in Human Resources, Business Administration, or a related field Preferred: Master's degree or professional certification (e.g., SHRM-SCP, SPHR) Experience Minimum of 10 years of progressive experience in talent acquisition or recruiting, including leadership experience. Demonstrated success building or transforming a talent acquisition function. Experience recruiting across multiple job families, including leadership and executive roles. Strong experience with workforce planning, talent pipeline development, and employer branding. Equivalent Experience: A combination of education and relevant experience may be considered in lieu of formal degree requirements. Skills & Competencies Strategic and business acumen with the ability to translate business needs into talent strategies. Willingness and ability to perform hands-on recruiting work while leading at a strategic level. Strong analytical skills with experience defining and using KPIs. Expertise in sourcing strategies, social media recruiting, and employment branding. Excellent relationship management, communication, and influencing skills. Ability to manage change, build new functions, and operate effectively in evolving environments. High level of integrity, professionalism, and accountability. Working Conditions Office-based with flexibility for events, career fairs, and external meetings as required. Key Quantifiable Indicators (KQIs) Time-to-fill Quality of hire Cost-per-hire Hiring manager and candidate satisfaction Talent pipeline health for critical roles Competencies (Aligned with Organizational Framework) Strategic & Business Acumen Relationship Management Critical Thinking Communication Leadership Excellence Build, Coach & Develop Productive Work Habits
working director
role that combines strategic leadership with hands-on execution. The Director sets the vision and roadmap for how the organization attracts, assesses, and hires top talent, while also actively participating in recruiting activities for critical, executive, and hard-to-fill roles. This role transforms recruiting from an activity currently shared between HR Business Partners and hiring managers into a scalable, data-driven, and proactive talent acquisition function. The Director partners closely with HR Leadership and business leaders to support workforce planning, strengthen the talent pipeline, enhance employer branding, and improve the overall candidate and hiring manager experience. Key Accountabilities Strategic Talent Acquisition Leadership Develop and execute a multi-year talent acquisition strategy and roadmap aligned with organizational goals, workforce plans, and business priorities. Stand up and mature a GSOC HR recruiting function, including defining operating models, roles, processes, and service delivery expectations. Establish recruiting best practices across the full talent lifecycle (workforce planning, sourcing, assessment, selection, offer, and onboarding partnership). Serve as a strategic advisor to HR Leadership and business leaders on talent market trends, workforce risks, and hiring strategies. Workforce Planning & Talent Pipeline Management Partner with HR Leadership and business stakeholders to support annual and long-range workforce planning. Build and maintain proactive talent pipelines for key roles and future workforce needs. Analyze labor market data and internal workforce trends to anticipate hiring challenges and recommend solutions. Hands-On Recruiting & Execution (Working Director) Personally manage or support recruiting efforts for executive, leadership, and mission-critical roles. Actively source candidates using direct outreach, networking, referrals, and social media. Represent the organization at career fairs, industry events, and community partnerships as needed. Provide hands-on guidance and support to recruiters or HR partners during complex or high-priority searches. Employer Branding, Marketing & Social Media Develop and implement employer branding strategies that clearly articulate the employee value proposition. Leverage digital marketing, social media platforms, and recruitment campaigns to attract diverse and high-quality talent. Partner with GSOC Corporate Communication's team (as applicable) to ensure consistent and compelling messaging. Metrics, KPIs & Reporting Define, implement, and track key talent acquisition KPIs (e.g., time-to-fill, quality of hire, cost-per-hire, source effectiveness, candidate experience). Build dashboards and regular reporting to provide insights to HR Leadership and business stakeholders. Use data to drive continuous improvement, resource allocation, and strategic decision-making. Relationship & Stakeholder Management Build strong partnerships with HR Business Partners, hiring managers, and senior leaders. Clarify roles and expectations between Talent Acquisition, HR, and the business to reduce manager burden and improve outcomes. Ensure a high level of customer service and responsiveness to internal stakeholders. Process Improvement & Systems Design and document recruiting policies, procedures, and workflows. Evaluate, implement, and optimize recruiting tools and technologies (ATS, CRM, assessments, analytics). Ensure compliance with employment laws, regulations, and internal policies throughout the hiring process. Team Leadership & Development Hire, develop, and lead recruiting associates as the function grows. Coach and mentor team members and HR partners on recruiting best practices and market intelligence. Foster a culture of accountability, collaboration, and continuous improvement. Position Duties / Essential Functions (Estimated Allocation) 30% Strategic Planning & Transformation
– Develop TA strategy, roadmap, and operating model; workforce planning partnership; employer branding strategy. 25% Hands-On Recruiting & Sourcing
– Executive and critical role recruiting, sourcing, interviewing, and candidate engagement; career fairs and events. 15% Metrics, Analytics & Reporting
– KPI definition, dashboards, reporting, and data-driven insights. 15% Relationship Management
– Partner with HR Leadership, HRBPs, and business leaders; manage expectations and service delivery. 10% Team Leadership & Development
– Talent development, performance management, and capability building. 5% Administration & Compliance
– Policies, procedures, systems oversight, and compliance. Education Required: Bachelor's degree in Human Resources, Business Administration, or a related field Preferred: Master's degree or professional certification (e.g., SHRM-SCP, SPHR) Experience Minimum of 10 years of progressive experience in talent acquisition or recruiting, including leadership experience. Demonstrated success building or transforming a talent acquisition function. Experience recruiting across multiple job families, including leadership and executive roles. Strong experience with workforce planning, talent pipeline development, and employer branding. Equivalent Experience: A combination of education and relevant experience may be considered in lieu of formal degree requirements. Skills & Competencies Strategic and business acumen with the ability to translate business needs into talent strategies. Willingness and ability to perform hands-on recruiting work while leading at a strategic level. Strong analytical skills with experience defining and using KPIs. Expertise in sourcing strategies, social media recruiting, and employment branding. Excellent relationship management, communication, and influencing skills. Ability to manage change, build new functions, and operate effectively in evolving environments. High level of integrity, professionalism, and accountability. Working Conditions Office-based with flexibility for events, career fairs, and external meetings as required. Key Quantifiable Indicators (KQIs) Time-to-fill Quality of hire Cost-per-hire Hiring manager and candidate satisfaction Talent pipeline health for critical roles Competencies (Aligned with Organizational Framework) Strategic & Business Acumen Relationship Management Critical Thinking Communication Leadership Excellence Build, Coach & Develop Productive Work Habits