Vice President of Talent Management

YMCA of Metropolitan Atlanta•Atlanta, GA

1d•Onsite

About The Position

As a thought-leader and best-in-class provider in education, wellness, youth development, and community-building, The YMCA of Metro Atlanta is one of the oldest and most essential non-profits serving in Atlanta. Today, we’re looking for you to join us as we carry out our mission to positively impact lives and communities across the state. At the Y, we’re an association of like-minded people (staff, volunteers, and members), on the forefront of a movement to ensure that everyone -- especially children -- experience an equal opportunity to reach their full potential. In the course of a year, we provide more than 3,000 children, ages 6 weeks through Pre-K with high-quality literacy and STEAM-infused learning; give 58,000 youth and teens access to sports, aquatics, day and resident camps, teen leadership development programs, and employment opportunities; provide over 200,000 members with programs, services, and facilities to enjoy connection and maintain wellness regardless of age; and engage over 25,000 volunteers and donors from across Atlanta to share in the gift of supporting their communities. NATURE AND SCOPE: Reporting to the Chief Human Resources Officer, the Vice President of Talent Management is responsible for developing and executing the YMCA of Metro Atlanta's enterprise talent strategy to develop, engage, and retain a high-performing, mission-driven workforce. This role provides strategic leadership for performance management, leadership development, succession planning, workforce planning, career pathways, organizational development, talent assessment, employee engagement, learning and development, and equity and inclusion talent strategies. Working in close partnership with the Chief Human Resources Officer, Executive Leadership Team, and operational leaders, this position ensures the YMCA has the leadership capability, talent pipeline, and organizational effectiveness needed to achieve its strategic priorities. The Vice President of Talent Management serves as a trusted advisor to senior leaders, providing consultation on workforce planning, organizational capability, leadership effectiveness, talent decisions, and change initiatives. This position is granted a high degree of autonomy, strategic influence, and decision-making authority.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or a related field
Ten (10)+ years of progressive leadership experience in Talent Management, Human Resources, Organizational Development, Leadership Development, or a related discipline
Six (6)+ years of direct people leadership experience
Demonstrated experience leading enterprise talent strategies, including performance management, succession planning, leadership development, workforce planning, and organizational effectiveness
Experience developing competency frameworks, career pathways, and talent review processes
Strong executive presence with exceptional coaching, influence, and relationship-building skills
Proven ability to partner effectively with executive leadership on strategic talent initiatives
Experience using workforce analytics and data to drive talent decisions and organizational improvement
Excellent verbal, written, and presentation communication skills
Ability to navigate a fast-paced, highly collaborative, matrixed organization.
Demonstrated commitment to fostering an inclusive, values-based culture of accountability, service, and continuous improvement
High level of integrity, sound judgment, and strategic thinking with results outcomes
Ability to pass a pre-employment background check including Criminal Record check, Drug Screening, motor vehicle record (MVR) and reference check according to company policy.
Must be legally eligible to work in the US without current or future sponsorship.

Nice To Haves

Master’s degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or a related field
Twelve (12)+ years of progressive leadership experience in Talent Management, Human Resources, Organizational Development, Leadership Development, or a related discipline
Eight (8)+ years of direct people leadership experience
Experience working for a non-profit organization

Responsibilities

Partner with the Chief Human Resources Officer, Executive Leadership Team, and operational leaders to develop and execute an enterprise talent management strategy aligned with the YMCA's mission, vision, values, culture, and strategic plan.
Serve as a strategic advisor to senior leaders on workforce planning, organizational capability, leadership effectiveness, talent decisions, and organizational change.
Lead enterprise talent review processes to identify high-potential talent, assess organizational capability, and strengthen leadership bench strength.
Develop workforce planning strategies that anticipate future organizational needs and address critical talent gaps.
Lead organizational development initiatives that enhance effectiveness, strengthen leadership capability, and improve organizational performance.
Champion a culture of continuous learning, accountability, inclusion, and leadership excellence throughout the association.
Develop and oversee a comprehensive performance management strategy that fosters continuous feedback, coaching, accountability, and high performance.
Ensure organization-wide performance management initiatives support operational excellence, employee development, and strategic priorities.
Establish and embed leadership behaviors and competencies into performance management, succession planning, and career development frameworks.
Monitor and continuously improve performance management processes using organizational data, employee feedback, and industry best practices.
Partner with Employee Services, Talent Acquisition, and Total Rewards to ensure job architecture, performance expectations, and evaluation tools remain current and effective.
Develop, implement, and continuously improve enterprise succession planning strategies to strengthen leadership continuity and organizational resilience.
Design sustainable career pathways and internal mobility programs that support employee growth and long-term retention.
Partner with Human Resources leaders to identify, develop, and retain high-performing and high-potential talent.
Create mentoring, coaching, and leadership development programs that accelerate employee growth and leadership readiness.
Provide strategic oversight for the organization's learning and development strategy, ensuring programs build capabilities aligned with business priorities.
Guide the development of future leaders through Individual Development Plans (IDPs), Atlanta-centric professional development programs, and leadership certifications.
Provide executive sponsorship and strategic direction for onboarding, leadership development, compliance learning, and functional skill development.
Partner with the Director of Learning & Development to ensure learning programs effectively address organizational capability gaps and prepare employees for future leadership opportunities.
Establish and communicate KPIs as talent is leveraged across the association to serve as “trainers”.
Develop and implement strategies that improve employee engagement, retention, recognition, and overall employee experience.
Executive sponsor for Employee Resource Groups within the association.
Responsible for championing new leader/team integrations to accelerate onboarding for new leaders.
Partner with leaders to leverage employee engagement survey results to strengthen workplace culture, leadership effectiveness, and organizational performance.
Collaborate with Human Resources and executive leadership to advance equity, diversity, inclusion, and belonging initiatives that support a diverse and high-performing workforce.
Develop and monitor talent metrics and dashboards that measure organizational health, including (but not limited to) internal mobility, succession readiness, leadership pipeline strength, employee engagement, and performance outcomes.
Utilize workforce analytics to identify trends, recommend strategic improvements, and inform executive decision-making.
Support the Chief Human Resources Officer in establishing enterprise talent priorities and regularly report talent insights to executive leadership.
Recommend and implement innovative talent management practices, technologies, policies, and processes that improve organizational effectiveness and employee experience.