Managing Director of People & Talent Strategy

The Community Foundation For Greater Atlanta•Atlanta, GA

4d•$185,000 - $195,000•Hybrid

About The Position

The Managing Director, People & Talent Strategy (MDPTS) serves as the senior leader responsible for advancing a people-first culture and ensuring that CFGA’s talent strategy, organizational systems, and workplace experience reflect its values of Accountability, Care, and Excellence (ACE). The MDPTS oversees all areas of human resources, leadership development, and organizational culture—including talent acquisition, performance management, learning and development, employee relations, compensation philosophy and compliance—while embedding equity, inclusion, and belonging across all functions. This role manages a small, high-performing People & Culture team (1–2 direct reports) and partners with contractors and consultants to design and deliver CFGA’s leadership development, learning, and culture initiatives. In addition, the MDPTS advises and supports CFGA’s supporting organizations and fiscally sponsored organizations (FSOs) on HR policies, employment practices, and organizational effectiveness to ensure consistency, compliance, and alignment with the Foundation’s standards and values. The MDPTS is a trusted strategic partner to the COO, Senior Leadership Team, and people managers across the Foundation, shaping a healthy, high-performing culture that positions CFGA as an employer of choice in the philanthropic and nonprofit sector.

Requirements

8-10 years of progressive HR or People & Culture leadership experience, including at least 5 years leading teams or departments.
Proven experience designing and implementing strategic talent initiatives and culture programs in complex, mission-driven organizations.
Strong knowledge of federal and state employment laws, HR compliance, and employee relations best practices.
Experience leading leadership development, learning, or organizational effectiveness programs.
Exceptional relationship-building and communication skills with the ability to influence at all levels of the organization.
Ability to advise external partners (supporting orgs and FSOs) with professionalism, confidentiality, and cultural sensitivity.
Commitment to equity and inclusive practices; high emotional intelligence and collaboration skills.

Nice To Haves

Experience in a philanthropic, community foundation, or nonprofit organization.
Familiarity with HRIS platforms such as Paycom.
SHRM-SCP, SPHR, or similar professional certification.
Background in coaching, change management, or organizational development.

Responsibilities

Foster a culture grounded in accountability, care, and excellence.
Design and implement strategies that enhance employee engagement, belonging, and trust across all teams.
Partner with leadership to ensure policies, systems, and practices align with CFGA’s equity and inclusion commitments.
Facilitate organization-wide learning, reflection, and team-building experiences that strengthen connection and shared purpose.
Serve as a thought partner to senior leaders and managers to improve collaboration, communication, and team dynamics.
Provide guidance and consultation to supporting organizations and FSOs on cultivating equitable, inclusive, and people-centered cultures aligned with CFGA’s standards.
Develop and oversee CFGA’s Leadership Development and People Manager Program, leveraging internal and external facilitators, coaching partners, and learning platforms.
Design professional development frameworks that support growth, career progression, oversee individual development plans, and retention across all levels.
Manage contractors or consultants delivering training in management skills, communication, conflict resolution, and DEI.
Support supporting orgs and FSOs in developing leadership and staff learning initiatives tailored to their organizational needs.
Lead the organization’s talent strategy, ensuring equitable recruitment, onboarding, and retention of mission-aligned staff.
Oversee workforce planning, job design, and succession planning in partnership with the COO and department leaders.
Partner with hiring managers to ensure consistency and compliance in all stages of the hiring process.
Design and oversee onboarding and orientation programs for both CFGA and FSOs to ensure consistent, inclusive employee experiences.
Advise supporting orgs and FSOs on talent management processes, including recruiting, onboarding, and performance alignment.
Lead CFGA’s performance management processes, including annual goal setting, midyear and year-end reviews, and feedback practices.
Partner with Finance and external consultants to ensure compensation programs remain competitive, equitable, and mission-aligned.
Strengthen recognition and reward systems to celebrate contributions and reinforce organizational values.
Provide technical guidance to supporting orgs and FSOs on implementing fair and compliant compensation and performance practices.
Serve as a trusted advisor for staff and managers, addressing employee relations matters with fairness, transparency, and empathy.
Maintain and update CFGA’s Employee Handbook and HR policies to ensure compliance with applicable employment laws.
Partner with external general counsel and HR consultants as needed to resolve sensitive personnel issues.
Provide policy guidance and HR compliance support to supporting organizations and FSOs, ensuring alignment with legal and regulatory requirements.
Oversee all day-to-day People & Culture operations, including HRIS administration, benefits, and payroll coordination in partnership with Finance.
Lead continuous improvement of HR systems (e.g., Paycom) and workflows for greater efficiency and employee experience.
Manage the department budget and oversee external vendor and consultant relationships, including recruiters, training providers, and benefits administrators.
Support supporting orgs and FSOs with HR operations, vendor management, and compliance processes as needed.

Benefits

Two weeks accrued paid vacation
Two weeks accrued paid sick leave
Four mental health days
Two personal days
Two floating holidays
Ten holidays
All benefits effective on date of hire – no waiting period
100% employer-paid benefits (medical, dental, vision) for employee-only insurance plans
100% employer-paid life insurance and AD&D
100% employer-paid short-term disability and long-term disability
100% employer-paid parking downtown Atlanta or monthly MARTA card
Affordable plans for legal insurance, critical illness, supplemental life, and more
Employee Assistance Program
Immediate eligibility to contribute to a 403(b) plan, plus a 6% employer-paid contribution after one year of employment—regardless of employee contributions.
Individual Development Plans (IDPs) for each team member including trainings, resources, development opportunities, etc.
Two Wellness Rooms for mental health with self-care items
Fun monthly employee engagement activities