Managing Director, People & Talent Strategy

Managing Director of People & Talent Strategy

Community Foundation for Greater Atlanta

 

POSITION: Full-time Exempt

DEPARTMENT: Office of the President

REPORTS TO: Chief Operating Officer (COO)

START DATE: March 3, 2026

Atlanta Office - Atlanta, GA 30303

 

Organization Overview

 

The Community Foundation for Greater Atlanta (The Foundation) is one of the nation’s premier philanthropic institutions, managing over $1.6 billion in assets and serving as a trusted partner to more than 1,000 donors and nonprofit organizations. The Foundation works to advance equity and shared prosperity all across metro Atlanta through donor-advised funds, strategic grantmaking, civic leadership, and community investment.

Founded in 1951, The Foundation ranks among the 15 largest community foundations in the U.S. and has deep roots in the region’s civic infrastructure. It plays a pivotal role in addressing systemic barriers in affordable housing, the arts, equity, and economic opportunity while connecting generosity to impact across the community.

 

Position Summary

 

• 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.

 

Key Responsibilities

 

Culture, Equity, and Employee Engagement

 

• 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.

 

Leadership Development and Learning

 

• 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.

 

Talent Management and Organizational Effectiveness

 

• 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.

 

Performance, Feedback, and Total Rewards

 

• 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.

 

Employee Relations and Policy

 

• 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.

• People Operations and Vendor Management

• 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.

 

Qualifications

 

Qualifications Required

 

• 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.

 

Preferred

 

• 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.

 

Competencies

 

• Self-aware leader who acts with decorum.

• Strategic thinker with strong operational discipline.

• Trusted advisor and inclusive leader.

• Skilled in managing complexity and change.

• Empathetic communicator with sound judgment.

• Committed to accountability, care, and excellence.

• Collaborative relationship builder across diverse teams and partners.

 

Other:

 

The Community Foundation operates in a hybrid working environment with staff working in-office three days per week (Tuesday – Thursday) and the opportunity to work two days remote per week if in good standing.

 

Compensation:

 

To be determined based upon experience and qualifications within the anticipated salary range of $185,000-$195,000. This positon is exempt, and employee is eligible for the Foundation’s competitive health and benefits plan that includes:

• Paid time off:

• Two weeks accrued paid vacation

• Two weeks accrued paid sick leave

• Four mental health days

• Two personal days

• Two floating holidays

• Ten holidays

 

Benefits:

 

• 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

 

Retirement:

 

• Immediate eligibility to contribute to a 403(b) plan, plus a 6% employer-paid contribution after one year of employment—regardless of employee contributions.

• Culture and Development:

• 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

 

To Apply:

 

Please apply directly through the Community Foundation for Greater Atlanta’s Careers Page by submitting your resume and application to the "Managing Director of People & Talent Strategy” job posting.

 

The Community Foundation for Greater Atlanta provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

 

The Community Foundation for Greater Atlanta values diversity and inclusion; therefore we honor the diverse needs, strengths, voices, and backgrounds of all individuals in our regional community.