Vice President of Talent Strategy (FOR TESTING PURPOSES ONLY)

Full Job Description

MINIMUM QUALIFICATIONS
Education and Experience:
Master’s degree with emphasis in Human Resources Management, Public Administration, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field; supplemented by ten (10) or more years of progressively responsible experience in human resources, talent management, organizational development, or related areas, including five (5) years of supervisory experience at a senior management level; or an equivalent combination of education and experience. Professional certifications such as SHRM-SCP or SPHR are preferred but not required.

Licensing Requirements:
Valid State of Georgia Driver’s License or proof of mobility equivalent may be requested.
Preferred Certifications or Licenses (Not Required)

• SHRM-Senior Certified Professional (SHRM-SCP) – Demonstrates mastery of strategic HR leadership, workforce planning, and organizational effectiveness.
• Senior Professional in Human Resources (SPHR) – Indicates advanced knowledge of HR strategy, policy development, and organizational leadership.
• Certified Professional in Talent Development (CPTD) – Focuses on talent development, learning strategy, and capability building.
• Certified Change Management Professional (CCMP) – Validates expertise in leading organizational change initiatives.
• Human Capital Strategist (HCS) – Emphasizes strategic workforce planning and talent strategy.
• Prosci Change Management Certification – Recognized credential for structured change management methodologies.
• ICF Coaching Certification (ACC, PCC, or MCC) – Preferred for roles emphasizing leadership development and executive coaching.

Knowledge, Skills, and Abilities:
Requires knowledge of principles and practices of human resources management, talent strategy, and organizational development.
All federal, state, and local laws, rules, and regulations governing employment, labor relations, and workplace compliance.
Workforce planning methodologies, leadership development frameworks, and succession planning processes.
Best practices in performance management, employee engagement, and organizational culture.
Techniques used to conduct workforce analytics, interpret data, and develop strategic recommendations.
Thorough knowledge of change management, diversity and inclusion strategies, and HR technology systems is preferred.

Requirements

Purpose of Classification
The Vice President of Talent Strategy provides executive-level leadership in developing, implementing, and evaluating the organization’s long-term talent vision. This role oversees workforce planning, leadership development, succession management, and organizational effectiveness initiatives. The position works closely with executive leadership to ensure the organization attracts, develops, and retains a high-performing workforce aligned with strategic goals.
The ideal candidate is a forward-thinking, data-driven leader with deep expertise in talent management and organizational development.

Essential Duties & Responsibilities

• Develop and execute a comprehensive talent strategy aligned with organizational priorities.
• Serve as a strategic advisor to executive leadership on workforce trends, talent risks, and organizational design.
• Lead enterprise-wide initiatives related to leadership development, succession planning, and employee engagement.
• Oversee performance management frameworks, career pathways, and internal mobility programs.
• Direct long-range workforce planning and forecasting to support operational and strategic needs.
• Utilize data analytics to identify talent gaps, predict workforce trends, and inform decision-making.
• Drive organizational development initiatives, including change management, culture transformation, and team effectiveness.
• Partner with HR, People Operations, and department leaders to ensure alignment across all talent practices.
• Champion diversity, equity, and inclusion strategies that strengthen representation and belonging.
• Prepare and deliver reports, presentations, and recommendations to executive leadership and governing bodies.

Qualifications

Performance Aptitudes:

Data Utilization: Requires the ability to coordinate, manage, and/or correlate data. Includes exercising judgment in determining time, place and/or sequence of operations, referencing data analyses to determine necessity for revision of organizational components, and in the formulation of operational strategy.

Human Interaction: Requires the ability to act as a first-line supervisor, including instructing, assigning and reviewing work, maintaining standards, coordinating activities, and evaluating employee job performance.

Equipment, Machinery, Tools, and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions.

Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, advisory and/or design data and information.

Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; ability to calculate decimals and percentages; may include ability to perform mathematical operations with fractions; may include ability to compute discount, interest, and ratios; may include ability to calculate surface areas, volumes, weights, and measures.

Functional Reasoning: Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to apply facts and principles for developing approaches and techniques to resolve problems.

Situational Reasoning: Requires the ability to exercise judgment, decisiveness and creativity in situations involving broader aspects of organizational programs and operations, moderately unstable situations, or the direction, control and planning of an entire program or set of programs.

Additional Information

It is the policy of Fulton County that there will be equal opportunity for every citizen, employee and applicant, based upon merit without regard to race, color, religion, national origin, gender, age, genetics, disability or sexual orientation