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Workforce Disruption Jobs in Georgia (NOW HIRING)

Deloitte

SAP/SF Payroll Manager

Atlanta, GA · On-site

In a world of disruption, our solutions empower organizations to navigate challenges seamlessly, enhancing their HR capabilities and fostering a resilient workforce. Qualifications Required:

YQN

Warehouse Manager (Bilingual Chinese)

Buford, GA · On-site

$100K/yr

  • Retirement

  • PTO

Propel workforce excellence by implementing progressive strategies in performance and productivity ... Administer the scheduling of employee time-offs, ensuring minimal disruption to business operations.

YQN

Warehouse Operation Specialist

Pooler, GA

$20 - $25/hr

Propel workforce excellence by implementing progressive strategies in performance and productivity ... Administer the scheduling of employee time-offs, ensuring minimal disruption to business operations.

YQN

Warehouse Operation Supervisor

Buford, GA

$84K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Propel workforce excellence by implementing progressive strategies in performance and productivity ... Administer the scheduling of employee time-offs, ensuring minimal disruption to business operations.

YQN

Warehouse Operation Lead (Bilingual in Chinese)

Buford, GA · On-site

$20 - $25/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Propel workforce excellence by implementing progressive strategies in performance and productivity ... Administer the scheduling of employee time-offs, ensuring minimal disruption to business operations.

YQN

Warehouse Operation Supervisor

Pooler, GA · On-site

$84K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Propel workforce excellence by implementing progressive strategies in performance and productivity ... Administer the scheduling of employee time-offs, ensuring minimal disruption to business operations.

YQN

Warehouse Manager (Bilingual Chinese)

Buford, GA

$100K/yr

  • Retirement

  • PTO

Propel workforce excellence by implementing progressive strategies in performance and productivity ... Administer the scheduling of employee time-offs, ensuring minimal disruption to business operations.

YQN

Warehouse Operation Supervisor

Pooler, GA

$84K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Propel workforce excellence by implementing progressive strategies in performance and productivity ... Administer the scheduling of employee time-offs, ensuring minimal disruption to business operations.

YQN

Warehouse Operation Specialist

Pooler, GA · On-site

$20 - $25/hr

Propel workforce excellence by implementing progressive strategies in performance and productivity ... Administer the scheduling of employee time-offs, ensuring minimal disruption to business operations.

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Workforce Disruption information

What is the difference between Workforce Disruption vs Workforce Planning?

AspectWorkforce DisruptionWorkforce Planning
DefinitionEvents or factors that significantly alter the workforce, such as layoffs, strikes, or technological changes.The process of analyzing and forecasting an organization’s future workforce needs.
FocusManaging unexpected or disruptive changes in the workforce.Strategic preparation for future staffing requirements.
Work environmentDynamic, often crisis-driven situations.Proactive, planning-oriented activities.
Common usageDuring organizational upheavals or industry shifts.In HR strategy and talent management.

While Workforce Disruption involves managing sudden workforce changes, Workforce Planning focuses on preparing for future staffing needs. Both are essential HR functions but serve different purposes in organizational management.

What are the key skills and qualifications needed to thrive as a Workforce Disruption Specialist, and why are they important?

To thrive as a Workforce Disruption Specialist, you need expertise in change management, organizational development, and a solid understanding of labor laws and workforce analytics, usually supported by a degree in human resources or business. Familiarity with HRIS platforms, project management tools, and data analysis systems is commonly required, along with relevant certifications like SHRM-SCP or Prosci. Outstanding communication, conflict resolution, and adaptability are crucial soft skills for guiding organizations and employees through periods of change. These abilities ensure the effective navigation and mitigation of workforce disruptions, promoting organizational resilience and employee engagement.

How does a Workforce Disruption Specialist typically collaborate with other departments during organizational change?

A Workforce Disruption Specialist works closely with HR, management, and communications teams to ensure smooth transitions during periods of organizational change, such as mergers, layoffs, or restructuring. They facilitate clear communication, provide support to affected employees, and help design transition plans that minimize operational disruptions. Regular meetings and cross-departmental workshops are common, allowing specialists to address concerns, gather feedback, and coordinate resources effectively. This collaborative approach helps ensure that workforce disruptions are managed proactively and empathetically.

What is workforce disruption?

Workforce disruption refers to significant changes that impact the structure, roles, or functions of a company's workforce. These changes can be caused by factors such as technological advancements, economic shifts, organizational restructuring, or unexpected events like pandemics. Workforce disruption can lead to job displacement, the need for reskilling, and changes in how and where employees work. Organizations often respond to workforce disruption by developing new strategies for talent management and adopting flexible work models.
What are popular job titles related to Workforce Disruption jobs in Georgia? For Workforce Disruption jobs in Georgia, the most frequently searched job titles are:
What job categories do people searching Workforce Disruption jobs in Georgia look for? The top searched job categories for Workforce Disruption jobs in Georgia are:
What cities in Georgia are hiring for Workforce Disruption jobs? Cities in Georgia with the most Workforce Disruption job openings:
Workforce Disruption jobs near you
Infographic showing various Workforce Disruption job openings in Georgia as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 13% Part Time, 1% Temporary, 9% Contract, and 1% Nights. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution.

Talent Management Business Partner - Atlantic Coast Region

RaceTrac Petroleum, Inc.

Smyrna, GA • On-site

Full-time

Re-posted 18 days ago

RaceTrac rating

4.7

Company rating: 4.7 out of 10

Based on 197 frontline employees who took The Breakroom Quiz

38th of 47 rated convenience stores

Job description

RaceTrac Company Overview
Job Description:
The Talent Management Business Partner - Atlantic Coast Region is a strategic advisor for our RaceTrac Stores who ensures the organization has the leadership capability, talent depth, and workforce strategy required to deliver business results at scale within a specific region. This role translates enterprise priorities into integrated talent solutions - building a strong leadership bench, driving a performance culture, and aligning workforce capability with future growth needs.
Through data, cross-functional partnership, and change leadership, the role strengthens execution, improves organizational health, and enables leaders to deliver consistent customer and business outcomes. It drives talent strategy and execution in partnership with HR and operations leaders, working across Talent, Learning, and HR Centers of Excellence to deliver enterprise talent strategies.
What You'll Do:
Enterprise Talent Strategy & Alignment
  • Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence.
  • Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customer-experience outcomes.
  • Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.

Leadership Development & Capability Building
  • Assess leadership capability across multi-unit retail operations and build targeted development plans that elevate performance and readiness.
  • Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture.
  • Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders.

Succession Planning & Talent Pipeline Health
  • Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.
  • Identify high-potential talent and accelerate readiness through targeted experiences, development plans, and cross-functional exposure.
  • Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.

Performance Management & Organizational Effectiveness
  • Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.
  • Partner with leaders to diagnose organizational issues - structure, capability, spans/layers, role clarity - and recommend solutions that improve efficiency and effectiveness.
  • Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.

Workforce Planning & Capability Forecasting
  • Lead long-range workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion.
  • Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies.
  • Partner with Talent Acquisition to align hiring strategies with future capability requirements.

Culture, Engagement & Retention Strategy
  • Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions.
  • Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations.
  • Support DEI strategies that strengthen inclusion, representation, and equitable talent practices.

Change Leadership & Transformation Support
  • Lead the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth.
  • Equip leaders to navigate change effectively through communication, capability building, and adoption support.
  • Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption.

Data-Driven Insights & Talent Analytics
  • Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions.
  • Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health.
  • Use data to influence leaders and drive accountability for talent outcomes.

Cross-Functional Partnership & Enterprise Integration
  • Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities.
  • Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions.
  • Serve as a strategic advisor to senior leaders on talent implications of business decisions.

What We're Looking For:
Required Qualifications
  • Bachelor's degree in Human Resources, Business, Organizational Development, or a related field (preferred).
  • 5+ years of experience in talent management, learning & development, performance management, or a related HR field.
  • Demonstrated experience leading succession planning, leadership development, or workforce-planning initiatives.
  • Strong consultative and strategic-advisory skills, with the ability to partner with and influence senior leaders.
  • Experience using talent analytics, dashboards, and KPIs to diagnose talent risks and inform decisions.
  • Experience designing or deploying scalable talent programs across a multi-unit or enterprise environment.

Preferred Qualifications
  • Experience in retail, convenience, or multi-unit field operations.
  • Experience partnering across HR Centers of Excellence (Talent Acquisition, Learning, OD, DEI) in a matrixed organization.
  • Experience leading the talent components of large-scale change (acquisitions, reorganizations, system implementations, new-unit growth).
  • Familiarity with organizational design concepts, including structure, spans and layers, and role clarity.

Fueled by Growth, Driven by You
At RaceTrac, our people make the difference. Whether you're working in a store, at our corporate office, or on the road, you'll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there's always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go.
To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages.
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.
Responsibilities:
Enterprise Talent Strategy & Alignment
  • Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence.
  • Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customer-experience outcomes.
  • Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.

Leadership Development & Capability Building
  • Assess leadership capability across multi-unit retail operations and build targeted development plans that elevate performance and readiness.
  • Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture.
  • Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders.

Succession Planning & Talent Pipeline Health
  • Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.
  • Identify high-potential talent and accelerate readiness through targeted experiences, development plans, and cross-functional exposure.
  • Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.

Performance Management & Organizational Effectiveness
  • Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.
  • Partner with leaders to diagnose organizational issues - structure, capability, spans/layers, role clarity - and recommend solutions that improve efficiency and effectiveness.
  • Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.

Workforce Planning & Capability Forecasting
  • Lead long-range workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion.
  • Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies.
  • Partner with Talent Acquisition to align hiring strategies with future capability requirements.

Culture, Engagement & Retention Strategy
  • Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions.
  • Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations.
  • Support DEI strategies that strengthen inclusion, representation, and equitable talent practices.

Change Leadership & Transformation Support
  • Lead the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth.
  • Equip leaders to navigate change effectively through communication, capability building, and adoption support.
  • Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption.

Data-Driven Insights & Talent Analytics
  • Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions.
  • Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health.
  • Use data to influence leaders and drive accountability for talent outcomes.

Cross-Functional Partnership & Enterprise Integration
  • Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities.
  • Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions.
  • Serve as a strategic advisor to senior leaders on talent implications of business decisions.

Qualifications:
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

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