ZipRecruiter

Log In

1

Talent Development Director Jobs in Georgia (NOW HIRING)

CRH

Director - Talent Management - Remote

Atlanta, GA · On-site +1

$170K - $210K/yr

Director - Talent Management - Remote CRH Americas Corporate Atlanta, Georgia, United States Job ID ... talent development, assessments, and performance management. Must be capable of being both a ...

CRH

Director - Talent Management - Remote

Atlanta, GA · Remote

$170K - $210K/yr

Job Summary In this role, the Talent Management Director will be responsible for enabling talent ... talent development, assessments, and performance management. Must be capable of being both a ...

Kiongroup

Director Corporate Development

Atlanta, GA · On-site

$153K - $205K/yr

Prior people leadership experience with a focus on capability building and talent development ... Will be responsible for direct reports and their professional development #LI-JR1

Kiongroup

Director Corporate Development

Atlanta, GA · On-site

$153K - $205K/yr

Prior people leadership experience with a focus on capability building and talent development ... Will be responsible for direct reports and their professional development #LI-JR1

next page

Showing results 1-20

All JobsTalent Development JobsTalent Development Director JobsTalent Development Director Jobs in Georgia

Talent Development Director information

What are some common challenges Talent Development Directors face when implementing organization-wide learning initiatives?

Talent Development Directors often encounter challenges such as gaining buy-in from leadership and employees, aligning learning programs with strategic business goals, and measuring the impact of development initiatives. Balancing the diverse needs of different departments and ensuring consistent participation across the organization can also be demanding. Successful Directors proactively communicate the value of learning, utilize data-driven approaches to demonstrate ROI, and foster a culture that embraces continuous development.

What are the key skills and qualifications needed to thrive as a Talent Development Director, and why are they important?

To thrive as a Talent Development Director, you need expertise in organizational development, instructional design, and program management, typically supported by a bachelor’s or master’s degree in HR, education, or a related field. Familiarity with learning management systems (LMS), talent analytics tools, and certifications such as CPLP or SHRM-SCP is highly beneficial. Strategic thinking, strong leadership, and excellent interpersonal skills help drive engagement and foster a culture of continuous learning. These skills and qualifications are crucial for building effective development programs that align workforce capabilities with organizational goals.

What is the difference between Talent Development Director vs Learning and Development Manager?

AspectTalent Development DirectorLearning and Development Manager
CredentialsTypically requires a bachelor’s degree in HR, Business, or related field; often prefers advanced certifications in talent development or HRRequires a bachelor’s degree; certifications in L&D or training are common but not mandatory
Work EnvironmentStrategic role overseeing talent growth across departments, often in larger organizationsOperational role focused on designing and implementing training programs within teams
Employer & Industry UsageUsed in corporate HR departments across various industriesCommon in corporate training departments, especially in mid to large-sized companies

The Talent Development Director focuses on strategic talent growth and leadership development, while the Learning and Development Manager concentrates on creating and managing training programs. Both roles are vital for employee development but differ in scope and strategic involvement.

What does a Talent Development Director do?

A Talent Development Director is responsible for creating and overseeing programs that help employees grow their skills and advance in their careers. They assess organizational needs, design training initiatives, and ensure that learning opportunities align with business goals. This role often involves working closely with leadership to identify key talent, implement leadership development strategies, and measure the effectiveness of training programs. The ultimate goal is to foster a culture of continuous learning and drive overall company performance through the growth of its people.
What are the most commonly searched types of Talent Development jobs in Georgia? The most popular types of Talent Development jobs in Georgia are:
What are popular job titles related to Talent Development Director jobs in Georgia? For Talent Development Director jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Talent Development Director jobs in Georgia look for? The top searched job categories for Talent Development Director jobs in Georgia are:
What cities in Georgia are hiring for Talent Development Director jobs? Cities in Georgia with the most Talent Development Director job openings:
Talent Development Director jobs near you
Infographic showing various Talent Development Director job openings in Georgia as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution.

Senior Director of Talent Development

GOODWILL INDUSTRIES OF MIDDLE GA

Augusta, GA

Other

Re-posted 11 days ago

Job description

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

Apply