Learning Strategist Jobs in Georgia (NOW HIRING)

Description of Duties: The Learning Strategist serves as a strategic workforce development partner within the Office of Human Resources, working collaboratively with the Learning and Development team to ensure the Department's learning initiatives are aligned with current and future organizational needs. While the Learning and Development team focuses on the design, delivery, and administration of training programs, the Learning Strategist focuses on the long-term workforce strategy that drives those efforts.

This position is responsible for identifying emerging workforce trends, future skill requirements, leadership pipeline needs, and organizational capability gaps to ensure GDOT is prepared to meet its mission both today and in the future. The Learning Strategist partners with executive leadership, Human Resources, Talent Development, and business units to develop workforce capability strategies, career pathways, competency frameworks, succession planning initiatives, and learning roadmaps that build a sustainable talent pipeline.

The Learning Strategist serves as the bridge between organizational strategy and employee development, ensuring that learning investments support business objectives, workforce readiness, and future leadership needs. Through workforce analytics, strategic planning, and talent development initiatives, this role helps position GDOT to attract, develop, and retain the talent necessary to meet the evolving transportation needs of Georgia.

Key Responsibilities:

• Partner with the Learning and Development team to align training, leadership development, and employee growth initiatives with GDOT's long-term workforce strategy.
• Develop and maintain a comprehensive workforce capability strategy that identifies current and future skill needs across the Department.
• Analyze workforce trends, demographic data, succession risks, and emerging industry demands to inform talent development priorities.
• Lead the development of competency models, career pathways, career ladders, and professional development frameworks that support employee growth and organizational needs.
• Collaborate with business leaders to identify critical workforce gaps and create strategies to build future-ready talent pipelines.
• Support succession planning efforts by identifying critical positions, assessing leadership readiness, and recommending development strategies for high-potential employees.
• Partner with Talent Acquisition, Learning and Development, and HR Business Partners to ensure workforce planning, recruitment, onboarding, and development efforts are aligned.
• Design strategic learning roadmaps that prepare employees for future leadership, technical, and operational roles.
• Evaluate the effectiveness of workforce development initiatives through analytics, performance measures, and organizational outcomes.
• Research industry best practices, learning innovations, and workforce development trends to recommend future-focused solutions.
• Serve as an internal consultant to leaders on workforce capability, organizational readiness, leadership development, and talent sustainability.
• Promote a culture of continuous learning by ensuring development opportunities support both current performance and future organizational success.

MINIMUM QUALIFICATIONS

The selected candidate must meet the advertised minimum qualifications to include State Entry Qualifications as well as Agency Specific Minimum Qualifications

STATE ENTRY QUALIFICATIONS:

• High school diploma/GED and five (5) years of managerial or supervisory experience in human resources;
• OR two (2) years of experience required at the lower level Mgr 2, Human Resources (HRM011) or position equivalent.

Note: An equivalent combination of knowledge, education, job or intern experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job at the level listed may be substituted year-over-year.

AGENCY MINIMUM QUALIFICATIONS:

• Bachelor’s degree from an accredited college or university in Human Resources, Organizational Development, Education, Adult Learning, Business Administration, Public Administration, or a related field.
• Four (4) years of experience in learning and development, organizational development, talent management, workforce development, instructional design, or a related field. OR An equivalent combination of education and experience sufficient to successfully perform the essential duties of the position.
• Proven ability to manage cross-functional projects and collaborate with diverse stakeholders.
• Excellent written and oral communication skills with the ability to express ideas and facts to groups and individuals effectively
• Experience preparing and delivering clear and convincing oral presentations, to teach, motivate and persuade others to accept recommendations
• Experience identifying and solving problems and applying innovative solutions to make organizational improvements
• Experience identifying and analyzing complex problems, creating alternative workable solutions to complex problems
• Ability to comprehend and adapts to new policies and procedures
• Experience organizing and prioritizing work, adapting flexible approach to organizational needs and routines
• Commitment to providing quality customer service

AGENCY PREFERRED QUALIFICATIONS:

• Possession of a Master’s degree in Human Resources, Organizational Development, Education, Business Administration, or a related field.
• Experience designing leadership development and succession planning programs.
• Experience developing competency models and career progression frameworks.
• Experience administering or managing a Learning Management System (LMS).
• Experience in public sector or transportation-related organizations.
• Professional certifications such as:
• Certified Professional in Talent Development (CPTD)
• Associate Professional in Talent Development (APTD)
• SHRM-CP or SHRM-SCP
• Project Management Professional (PMP)

IMPORTANT INFORMATION FOR ALL GDOT JOBS

The interview is just one part of the overall selection process and is not the only criteria used to make the final selection. In addition to the interview, the final selection is based on the applicant’s work history and performance (documented in HR and/or Office files), PeopleSoft/employee status (i.e. rehire code), employee performance reviews, personnel file review (HR & Office Files), criminal background check, employment reference checks (including references and commendations from Managers and other relevant documentation) and, for supervisory positions, demonstrated leadership skills based on past and current work history will be considered.

Good Employment Standing:

In accordance with the Interview and Selection Process (ISP), an applicant must have no active disciplinary actions to be in good employment standing. Actions that may disqualify an applicant include letters of reprimand (active for 12 months after issuance date); suspension without pay or disciplinary demotion (active for 12 months from the effective date); Performance Improvement Plans (PIP) and Leave Restriction Plans (active until 12 months after the date of conclusion). In addition, an employee must have an overall ePerformance rating score of three (3) or higher on their most current evaluation. Please note that Memorandums of Concern are not considered disqualifying factors. Human Resources may remove any employee from consideration for selection who is pending a disciplinary action; however, if the action is resolved in the employee’s favor, he or she will be allowed to compete.

THIS IS AN INTERNAL AND EXTERNAL JOB ANNOUNCEMENT.

THIS POSITION MAY BE FILLED AT A LOWER OR HIGHER LEVEL.

THIS IS AN UNCLASSIFIED POSITION.

THE SELECTED APPLICANT FOR THE POSITION WILL BE SUBJECT TO A REFERENCE CHECK AND CRIMINAL BACKGROUND CHECK, WHERE APPLICABLE

PLEASE INCLUDE ALL RELEVANT JOB INFORMATION ON THE APPLICATION FOR

CONSIDERATION. ALL APPLICATIONS WILL BE PRESCREENED.

UPON PROMOTION, THE SELECTED CANDIDATE WILL RECEIVE 10% or THE GDOT JOB SPECIFIC MINIMUM SALARY, WHICHEVER IS GREATER.

GDOT IS AN EQUAL OPPORTUNITY EMPLOYER