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Temporary Human Resources Leadership Development Program Jobs in Georgia

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Temporary Human Resources Leadership Development Program information

What is the difference between Temporary Human Resources Leadership Development Program vs HR Coordinator?

AspectTemporary Human Resources Leadership Development ProgramHR Coordinator
CredentialsTypically requires a bachelor's degree in HR, Business, or related field; leadership potential is valuedUsually requires a bachelor's degree; HR certifications are a plus
Work EnvironmentStructured program with rotational assignments, training, and mentorship in corporate HR departmentsOffice-based, handling day-to-day HR administrative tasks and employee support
Employer & Industry UsageCommon in large corporations and organizations investing in leadership pipelinesWidely used across industries for HR support roles

The Temporary Human Resources Leadership Development Program is designed to groom future HR leaders through rotational experiences and training, whereas the HR Coordinator role focuses on executing HR administrative functions. Both roles require HR-related education, but the program emphasizes leadership growth and development.

What are the most commonly searched types of Human Resources Leadership Development Program jobs in Georgia?

The most popular types of Human Resources Leadership Development Program jobs in Georgia are:

Temporary Human Resources Leadership Development Program jobs near you
Infographic showing various Temporary Human Resources Leadership Development Program job openings in Georgia as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution.

Director of Human Resources

ProLiant Trucking (Transportation)

Atlanta, GA • On-site

Full-time

Re-posted 15 days ago

Key responsibilities

  • Oversee the development and implementation of HR strategies, policies, and programs.

  • Manage talent acquisition, employee relations, performance management, and compensation and benefits.

  • Ensure compliance with employment laws and develop HR policies and procedures.

Job description

The Director of Human Resources will be responsible for the strategic direction and operational leadership of the HR department. This role involves overseeing the development and implementation of HR strategies, policies, and programs that align with the company’s goals and promote a positive work culture. The Director of HR will ensure the effective management of talent acquisition, employee relations, performance management, compensation, benefits, compliance, and training and development.

Key Responsibilities:

  1. Strategic HR Leadership:

    • Develop and implement HR strategies and initiatives aligned with the overall business strategy.

    • Serve as a strategic advisor to the executive team on all HR-related matters.

    • Foster a high-performance culture and continuous improvement.

  2. Talent Acquisition and Management:

    • Oversee the recruitment and selection process to attract and retain top talent.

    • Develop and implement effective onboarding and orientation programs.

    • Manage succession planning and career development programs.

  3. Employee Relations and Engagement:

    • Promote a positive and inclusive work environment.

    • Address employee concerns and conflicts in a fair and timely manner.

    • Conduct employee satisfaction surveys and implement action plans based on feedback.

  4. Performance Management:

    • Design and implement performance management systems that drive high performance.

    • Provide coaching and guidance to managers on performance issues.

    • Oversee the administration of performance appraisals and feedback processes.

  5. Compensation and Benefits:

    • Develop and manage competitive compensation and benefits programs.

    • Conduct regular benchmarking and market analysis to ensure pay equity and competitiveness.

    • Oversee benefits administration and compliance with relevant laws and regulations.

  6. Compliance and Risk Management:

    • Ensure compliance with federal, state, and local employment laws and regulations.

    • Develop and implement HR policies and procedures.

    • Manage employee records and ensure confidentiality and data security.

  7. Training and Development:

    • Assess training needs and develop programs to enhance employee skills and career development.

    • Oversee the delivery of training programs and evaluate their effectiveness.

    • Support leadership development and succession planning initiatives.

  8. HR Metrics and Reporting:

    • Develop and analyze HR metrics to assess the effectiveness of HR initiatives.

    • Prepare and present reports to senior management on HR-related metrics and trends.

    • Use data-driven insights to make informed decisions and recommendations.

Qualifications:

  • Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.

  • SHRM-CP, SHRM-SCP, PHR, or SPHR certification is highly desirable.

  • Minimum of 10 years of progressive HR experience, with at least 5 years in a leadership role.

  • In-depth knowledge of labor law and HR best practices.

  • Proven track record in strategic HR management and organizational development.

  • Strong leadership, communication, and interpersonal skills.

  • Ability to handle sensitive and confidential information with discretion.

  • Proficient in HRIS and other HR software applications.