Job Description

Job Location: Augusta Campus - Augusta, GA 30907Education
Level: Bachelor's Degree
Travel Percentage: Up to 25%
Job Shift: Day
Job Category: Goodwill Administration and SupportThe 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

QualificationsEducation & 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