VP, Talent and Organizational Development

Guardian Pharmacy Services Management•Atlanta, GA

2d•Onsite

About The Position

Guardian Pharmacy is seeking a visionary, hands-on Vice President, Talent & Organizational Development to lead its enterprise talent strategy and build the leadership, workforce, and organizational capabilities needed for continued growth and long-term success. The role serves as a trusted advisor to executive, support services, and pharmacy leaders and oversees Talent Acquisition, Talent Management, Leadership Development, Learning & Development, Organizational Effectiveness, Change Leadership, Instructional Design, and Internal Communications. The Vice President aligns talent strategies, leadership initiatives, workforce planning, organizational development programs, and communications with business objectives. This executive balances strategic leadership with direct contribution by leading critical initiatives, addressing complex organizational challenges, and partnering with senior leaders to strengthen culture, leadership capability, and workforce readiness. The position leads an integrated enterprise talent strategy, workforce planning, talent management and succession processes, leadership development, recruiting strategy, organizational effectiveness and change initiatives, and internal communications. It also leads and develops the Talent & Organizational Development team, partners across Human Resources, Support Services, and Pharmacy Operations, and uses workforce and talent data to inform priorities and evaluate results. The role is based in Atlanta, Georgia.

Requirements

Bachelor's degree required.
At least 15 years of progressive experience in talent management, organizational development, leadership development, workforce planning, organizational effectiveness, or related disciplines.
At least 10 years of leadership experience leading enterprise-level talent and organizational development functions.
Demonstrated success leading one or more of these functions: Talent Acquisition, Talent Management, Leadership Development, Learning & Development, Organizational Effectiveness, Organizational Change Management, or Internal Communications.
Experience partnering with executive leadership teams on complex workforce, leadership, culture, and organizational challenges.
Proven success leading large-scale organizational change and transformation efforts.
Strong business acumen and ability to translate business strategy into workforce, leadership, talent, and organizational priorities.
Deep understanding of organizational effectiveness, leadership development, talent management, change leadership, and workforce planning.
Ability to connect organizational strategy, culture, talent, structure, leadership capability, and business outcomes.
Proven ability to serve as a trusted advisor to executive leaders on sensitive and complex organizational matters.
Strong facilitation and consultation skills with executive and senior leadership audiences.
Ability to influence decisions and create alignment across diverse stakeholder groups without direct authority.
Experience using workforce, talent, and organizational data to inform decisions and evaluate business impact.
Strong analytical and problem-solving capabilities and ability to translate data into actionable business insights and strategic recommendations.
Exceptional written, verbal, presentation, facilitation, and executive communication skills; ability to communicate with audiences from frontline employees to executive leadership.
Strong relationship-building and stakeholder management skills.
Ability to balance long-term strategy with hands-on execution and lead multiple complex priorities simultaneously.
Strong project leadership, organizational planning, and accountability skills; ability to lead through ambiguity and drive sustainable change.

Nice To Haves

Master's degree in Organizational Development, Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field.
SPHR, SHRM-SCP, or equivalent senior-level certification.

Responsibilities

Develop and lead an integrated enterprise talent strategy aligned with business objectives, culture, workforce needs, and growth plans.
Partner with executive leadership to identify future workforce requirements, talent risks, succession needs, and capability gaps.
Develop workforce planning strategies that create sustainable internal and external talent pipelines.
Establish enterprise talent metrics and dashboards and use workforce data, talent insights, and business trends to guide strategy and investments.
Lead talent management activities, including talent reviews, succession planning, leadership assessments, executive coaching, high-potential development, career development, and individual development planning.
Facilitate executive talent reviews and succession planning discussions to strengthen leadership continuity and organizational readiness.
Oversee enterprise leadership competencies, performance enablement frameworks, career pathways, and succession processes.
Provide strategic leadership for leadership development and employee growth initiatives and partner with leaders to develop future organizational leaders.
Provide strategic direction and oversight for Talent Acquisition, aligning recruiting strategies with workforce priorities and business growth objectives.
Partner with business leaders to anticipate talent needs and develop proactive staffing and workforce planning strategies.
Ensure recruiting processes, employer branding, service delivery, and candidate experience support organizational goals; develop scalable recruiting capabilities and sustainable talent pipelines.
Advise leaders on organizational design, workforce effectiveness, leadership capability, team performance, accountability, and change readiness.
Lead organizational effectiveness initiatives that improve decision-making, operational efficiency, team performance, and leadership effectiveness.
Design and support enterprise change management strategies that drive adoption and successful implementation of strategic initiatives.
Partner with executive leadership to strengthen organizational culture, employee engagement, and alignment with company values.
Facilitate organizational transformation initiatives that enable growth and improve business outcomes.
Lead the enterprise Internal Communications function and strategy; ensure messaging is timely, transparent, aligned, and supportive of business priorities.
Develop communications strategies that improve employee engagement, leadership visibility, and organizational alignment, including communications for major changes and strategic initiatives.
Lead, develop, and set priorities for a high-performing Talent & Organizational Development team; align resources and ensure execution across areas of responsibility.
Develop future leaders within the function through coaching, mentoring, and succession planning.
Directly lead critical enterprise projects and organizational priorities and build partnerships across Human Resources, Support Services, and Pharmacy Operations.
Maintain awareness of emerging trends and practices in talent management, organizational development, leadership development, workforce planning, and employee experience.

Benefits

Competitive pay
401(k) with company match
Medical, dental, and vision coverage for full-time employees working 30 or more hours per week
Health Savings Accounts and Flexible Spending Accounts
Company-paid basic life and Accidental Death & Dismemberment insurance
Company-paid Long-Term Disability and optional Short-Term Disability
Voluntary employee and dependent life, accident, and critical illness insurance
Dependent Care Flexible Spending Accounts
Employee Assistance Program (EAP)
Guardian Angels employee assistance fund
Paid holidays and sick days
Vacation benefits based on years of service