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Talent Manager Jobs in Georgia (NOW HIRING)

Hunter Douglas

Talent Acquisition Manager

Atlanta, GA · Hybrid

$97K - $115K/yr

Position Overview The Talent Acquisition Manager is responsible for leading end-to-end recruitment activities to attract, engage, and hire top talent across the organization. This role partners ...

Invesco

Manager, Talent Acquisition

Atlanta, GA · Hybrid

Employee stock purchase plan The Manager, Talent Acquisition Partner will serve as trusted advisor and change leader who challenges assumptions and rethinks what is possible. In this role, you will ...

Invesco

Manager, Talent Acquisition

Atlanta, GA · On-site

Employee stock purchase plan The Manager, Talent Acquisition Partner will serve as trusted advisor and change leader who challenges assumptions and rethinks what is possible. In this role, you will ...

Hunter Douglas

Talent Acquisition Manager

Atlanta, GA · Hybrid

$97K - $115K/yr

Position Overview The Talent Acquisition Manager is responsible for leading end-to-end recruitment activities to attract, engage, and hire top talent across the organization. This role partners ...

Hunter Douglas

Talent Acquisition Manager

Atlanta, GA · Hybrid

$97K - $115K/yr

Position Overview The Talent Acquisition Manager is responsible for leading end-to-end recruitment activities to attract, engage, and hire top talent across the organization. This role partners ...

Hunter Douglas

Talent Acquisition Manager

Atlanta, GA · On-site

$97K - $115K/yr

Position Overview The Talent Acquisition Manager is responsible for leading end-to-end recruitment activities to attract, engage, and hire top talent across the organization. This role partners ...

Rivian

Lead Talent Management Partner

Atlanta, GA · On-site

$137K - $172K/yr

... with our Manager capability, ensuring our feedback and development processes are continuous ... Applied, recent experience tech-enabling Talent Management programs with Workday. * Strong ...

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Talent Manager information

See Georgia salary details

$30.8K

$56.6K

$101.3K

How much do talent manager jobs pay per year?

As of Aug 9, 2026, the average yearly pay for talent manager in Georgia is $56,619.00, according to ZipRecruiter salary data. Most workers in this role earn between $38,000.00 and $66,700.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a talent manager, and why are they important?

To thrive as a Talent Manager, you need expertise in recruitment, talent development, and workforce planning, often supported by a degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR information systems (HRIS), and certifications like SHRM or HRCI are highly beneficial. Outstanding interpersonal skills, emotional intelligence, and negotiation abilities help Talent Managers build trust and foster strong relationships. These skills ensure effective talent acquisition and retention, driving organizational success through a skilled and engaged workforce.

What is a talent manager?

A talent manager works with artists in the entertainment industry. In this role, your job is to manage and develop the careers of your clients, help them decide on an artistic direction, and guide them towards the best new opportunities. Your primary duties involve offering creative guidance, promoting performances and new works, and assisting your clients to maintain their professional image. Some talent managers also manage their client’s finances by collecting fees, reporting income, and keeping accurate financial records. You most likely have several clients at once in this field.

What is the difference between Talent Manager vs Recruiter?

AspectTalent Manager

While both roles focus on staffing and workforce development, a Talent Manager oversees the entire talent lifecycle, including employee development, retention, and succession planning. A Recruiter primarily focuses on sourcing, screening, and hiring candidates for specific roles. Talent Managers often work closely with HR and leadership to align talent strategies with business goals, whereas Recruiters concentrate on filling immediate vacancies.

What are some common challenges talent managers face when balancing client needs with organizational goals?

Talent Managers often navigate the delicate balance between advocating for their clients' best interests and aligning with the strategic objectives of their organization or agency. This can involve negotiating contracts, managing expectations, and ensuring that both parties' goals are met. Clear communication, strong relationship-building skills, and the ability to problem-solve under pressure are essential for success in this role. Additionally, Talent Managers frequently collaborate with legal, marketing, and project teams to ensure seamless service delivery while maintaining positive client relationships.

What is a talent manager?

A Talent Manager is a professional who represents and guides artists, entertainers, athletes, or other talents in their careers. They help clients find opportunities, negotiate contracts, and make strategic decisions to enhance their careers. Talent Managers often handle scheduling, public relations, and networking, ensuring their clients reach their full potential. Their role is different from that of an agent, as they focus on long-term career development rather than just securing individual jobs.

What degree do you need to be a talent manager?

A talent manager typically does not require a specific degree, but many have a bachelor's degree in fields such as business, marketing, communications, or entertainment management. Relevant skills include strong interpersonal, negotiation, and organizational abilities, and some may pursue certifications in talent management or related areas to enhance their credentials.
More about Talent Manager jobs
What are the most commonly searched types of Talent jobs in Georgia? The most popular types of Talent jobs in Georgia are:
What are popular job titles related to Talent Manager jobs in Georgia? For Talent Manager jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Talent Manager jobs in Georgia look for? The top searched job categories for Talent Manager jobs in Georgia are:
What cities in Georgia are hiring for Talent Manager jobs? Cities in Georgia with the most Talent Manager job openings:
Talent Manager jobs near you
Infographic showing various Talent Manager job openings in Georgia as of July 2026, with employment types broken down into 85% Full Time, 13% Part Time, 1% Temporary, and 1% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $56,619 per year, or $27.2 per hour.

Head of Workforce & Talent Transformation

Fluence

Alpharetta, GA • On-site

Full-time

Posted 9 days ago

Job description

Fluence (Nasdaq: FLNC)is a global market leader delivering intelligent energy storage and optimization software for renewables and storage. Our solutions and operational services are helping to create a more resilient grid and unlock the full potential of renewable portfolios. With gigawatts of successful implementations across nearly 50 markets, we are transforming the way we power our world for a more sustainable future. For more information, please visitfluenceenergy.com.

Job Description:

TheHead of Workforce and Talent Transformationis responsible for shaping and leading the evolution of the Fluence workforce and talent ecosystem to support business strategy, growth, and longterm competitiveness.

This role integrates talent management, talent acquisition, workforce planning, organizational design, culture, and capability development into a cohesive, futurefocused system. Acting as both strategist and change leader, the Head of Workforce and Talent Transformation ensures the organization has the right capabilities, structures, and leadership to deliver today-while preparing for what's next.

Key Responsibilities

Workforce & Talent Transformation Strategy

  • Design and lead an integrated workforce and talent transformation strategy aligned to business priorities and growth plans.
  • Translate enterprise strategy into clear talent, capability, and workforce implications.
  • Serve as a trusted advisor to senior leaders on workforce risks, opportunities, and transformation priorities.

Strategic Workforce Planning

  • Lead enterprise workforce planning, including demand forecasting, critical role identification, and buildbuyborrow decisions.
  • Partner with business leaders and HRBPs to align workforce plans with organizational design and operating models.
  • Use data and insights to anticipate future skills and capability needs.

Talent Management, Performance & Succession

  • Own and evolve talent management frameworks, including performance management, talent reviews, and succession planning.
  • Ensure consistent, fair, and futureoriented approaches to assessing performance, potential, and readiness.
  • Translate talent insights into targeted development, mobility, and retention strategies.
  • Execute on an enterprise-wide calendar of data collection for the Big 5! Performance, Retention, Capability, SPOF, Development
  • Maintenance and update on Talent Related Tools

Talent Acquisition & Internal Mobility

  • Partner with external partner Cielo to ensure external hiring strategies align with workforce plans and internal talent pipelines.
  • Integrate internal mobility, succession, and development into hiring and workforce decisions.
  • Elevate theemployee and candidate experience through clear, connected talent processes.

Learning, Development & Coaching

  • Define the enterprise learning and development strategy, spanning leadership development, functional capability building, and career growth.
  • Oversee coaching, development programs, and learning investments to build leadership effectiveness and organizational capability.
  • Ensure development efforts are measurable, impactful, and aligned to future needs.

Organizational Design & Change Leadership

  • Partner with HR and business leaders on organizational design, role clarity, and structural evolution.
  • Lead change management approaches for major workforce, talent, and organizational initiatives.
  • Equip leaders to lead transformation, adoption, and sustained change.

Culture, Engagement & Leadership Effectiveness

  • Champion a culture that supports performance, growth, accountability, and engagement.
  • Own listening posts: annual engagement survey and weekly pulse surveys
  • Partner onemployee engagement strategies,using insights to drive targeted action and leadership behavior change.
  • Embed culture and leadership expectations into talent, performance, and development systems.

Governance, Insights & Continuous Improvement

  • Own enterprise talent and workforce insights, analytics, and reporting to support executive decisionmaking.
  • Continuously assess and evolve talent systems, processes, and tools for scalability and impact.
  • Ensure global consistency with appropriate local flexibility.

Success Measures

  • Clear alignment between business strategy and workforce capabilities
  • Improved leadership readiness, succession strength, and internal mobility
  • Increased effectiveness and adoption of talent and performance systems
  • Measurable improvements in engagement, retention, and leadership capability
  • Strong executive confidence in workforce and talent decisionmaking

Qualifications & Experience

  • 10+ years of progressive experience across workforce planning, talent management, organizational development, or related HR disciplines.
  • Proven experience leading enterpriselevel transformation initiatives.
  • Strong business and financial acumen with the ability to translate strategy into workforce action.
  • Deep understanding of multiple talent domains and how they operate as a system.
  • Demonstrated success influencing senior leaders and leading change in complex organizations.
  • Experience in global, matrixed, or scaling environments preferred.

Why This Role Matters

The Head of Workforce and Talent Transformation plays a critical role in ensuring the organization isdesigned for performance today and resilience tomorrow. By integrating talent, workforce, and organizational strategies, this role enables sustainable growth, leadership strength, and a workforce ready for continuous change.

Our Culture

At Fluence, our culture is the foundation that drives our ambitious growth strategy and fuels our mission to transform the future of energy. Our core cultural pillars empower us to innovate, collaborate, and lead with purpose, ensuring we continue to deliver unparalleled value to our customers and the world.

Unleash Voices

We believe every voice matters. We encourage openness, active listening, and decisive action to create a culture where everyone has the opportunity to contribute to our success. We foster an environment where diverse perspectives are heard and valued, driving innovation and progress.

Customer Fluent

Our customers are at the heart of everything we do. We're committed to delivering exceptional value that exceeds expectations by understanding our customers' needs and adapting swiftly to meet them. Our deep focus on customer satisfaction drives us to continuously improve and innovate.

Infinite Impact

We are committed to creating the impossible. We push boundaries to deliver sustainable, game-changing solutions that shape a brighter, more energy-efficient future for all. Our team is passionate about making a lasting impact that will resonate for generations to come.

All In

We are all in for growth. Our teams are relentlessly focused on identifying and seizing opportunities that propel us forward. We embrace an ownership mindset, pushing ourselves and each other to accelerate progress and create lasting success.

Equal Opportunity Employer
At Fluence, we believe great teams are built on a collaborative and connected culture. We're proud to be an Equal Opportunity Employer and welcome qualified applicants of all backgrounds. Employment decisions are made without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, veteran status, gender identity or expression, genetic information, or any other status protected by law.

Work Authorization
To join our team, you'll need to be legally authorized to work in the United States at the time of application and throughout your employment, without the need for employer sponsorship. Please note that Fluence does not sponsor work visas for this position.

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