Senior Director of Talent Development

The Senior Director of Talent Development provides enterprise leadership for talent acquisition, workforce development, employee engagement, onboarding effectiveness, leadership growth initiatives, and organizational development strategies across Goodwill Industries of Middle Georgia & the CSRA.

This role supports organizational capability and workforce sustainability through strategic recruiting, leadership development, workforce planning, employee engagement, onboarding integration, and performance initiatives aligned with the organization's SOAR values and 2030 Strategic Plan priorities.

The Senior Director partners closely with executive leadership, Human Resources leadership, Career Services, Workforce Development, and operational leadership to strengthen employee experience, workforce capability, organizational effectiveness, leadership readiness, and talent pipeline development across the enterprise.

LEADERSHIP RESPONSIBILITIES & CORE COMPETENCIES

Talent Acquisition & Workforce Planning

Leads enterprise talent acquisition and workforce planning initiatives across all divisions
Oversees recruitment strategies, workforce analytics, and talent pipeline development for hourly, professional, and leadership positions
Utilizes workforce data, labor market trends, and operational insights to support workforce sustainability and retention initiatives aligned with organizational priorities and the 2030 Strategic Plan
Supports onboarding engagement initiatives, including standardized 30-day new hire check-in processes designed to strengthen onboarding effectiveness and retention outcomes
Demonstrates competencies in workforce planning, talent acquisition strategy, workforce analytics, and relationship management
Leadership Development & Employee Growth

Leads workforce development, succession planning, leadership readiness, and employee growth initiatives across the enterprise
Partners with leadership to identify workforce capability needs, development opportunities, and organizational growth priorities
Supports leadership learning experiences, Storytelling Academy initiatives, coaching support, and employee development planning efforts that strengthen engagement, accountability, and operational effectiveness
Demonstrates competencies in leadership development, employee engagement, change management, and organizational effectiveness
Employee Engagement, Onboarding & Organizational Culture

Provides leadership oversight for onboarding effectiveness, employee engagement, and organizational culture initiatives that strengthen employee connection, retention, and mission integration
Leads onboarding improvement initiatives and co-leads Goodwill 101 programming within the CSRA region
Supports onboarding engagement efforts through 30-, 60-, and 90-day integration reviews, employee feedback processes, and retention monitoring initiatives
Demonstrates competencies in employee experience, mission integration, collaboration, communication, and onboarding strategy
Performance Management & Rewards

Supports enterprise performance management, rewards support initiatives, and employee development efforts that strengthen accountability, workforce performance, and employee engagement
Coordinates annual performance review processes, goal alignment efforts, employee development planning, and leadership support initiatives tied to operational and workforce objectives
Demonstrates competencies in performance management, organizational planning, coaching and accountability, and operational execution
HR Technology, Workforce Analytics & Process Optimization

Utilizes workforce analytics, HR technology, operational reporting, and workforce data to support workforce planning, employee engagement, and informed decision-making
Supports HRIS optimization, reporting accuracy, workflow consistency, and HR process improvement initiatives in partnership with Human Resources leadership
Demonstrates competencies in HR technology, workforce analytics, process improvement, operational efficiency, and data interpretation
Cross-Functional Leadership & Strategic Collaboration

Builds collaborative partnerships across divisions to support workforce initiatives, employee engagement efforts, onboarding effectiveness, and organizational growth strategies
Collaborates regularly with Human Resources leadership, Career Services, Workforce Development, operational leadership, and executive leadership to support workforce sustainability and 2030 Strategic Plan initiatives
Demonstrates competencies in collaboration, emotional intelligence, executive presence, strategic thinking, and relationship management
Education & Experience

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field required
Master's degree preferred
Minimum of 8-10 years of progressive Human Resources leadership experience
Experience leading Talent Acquisition, employee engagement, workforce planning, leadership development, onboarding strategy, and organizational development initiatives required
Experience supporting enterprise workforce initiatives across multi-site or multi-division environments preferred
Experience supporting workforce sustainability, succession planning, employee development, and organizational growth initiatives preferred
Experience working within nonprofit, workforce development, education, retail, healthcare, hospitality, or other mission-driven environments strongly preferred
Certifications

SHRM-CP, SHRM-SCP, PHR, or SPHR preferred
Knowledge, Skills & Abilities

Strong understanding of Human Resources operations, workforce strategy, employee engagement, leadership development, and organizational effectiveness
Ability to balance strategic planning with operational execution
Strong communication, facilitation, coaching, and relationship-building skills
Strong analytical, organizational, and problem-solving abilities
Ability to utilize workforce data, operational insights, and analytics to support informed decision-making
Experience leading cross-functional workforce initiatives and organizational change efforts preferred
Demonstrated commitment to mission-driven leadership, workforce development, and organizational collaboration