Human Resources Office - HRM012, Sr Mgr, Human Resources (pay grade O) "Learning Strategist" - [...]

Human Resources Office - HRM012, Sr Mgr, Human Resources (pay grade O) “Learning Strategist” - Atlanta, GA Transportation, Georgia Department of - GDOT Job Salary: $100,000 - $110,000 Description of Duties: The Learning Strategist serves as a strategic workforce development partner within the Office of Human Resources, working collaboratively with the Learning and Development team to ensure the Department's learning initiatives are aligned with current and future organizational needs. While the Learning and Development team focuses on the design, delivery, and administration of training programs, the Learning Strategist focuses on the long‑term workforce strategy that drives those efforts. This position is responsible for identifying emerging workforce trends, future skill requirements, leadership pipeline needs, and organizational capability gaps to ensure GDOT is prepared to meet its mission both today and in the future. The Learning Strategist partners with executive leadership, Human Resources, Talent Development, and business units to develop workforce capability strategies, career pathways, competency frameworks, succession planning initiatives, and learning roadmaps that build a sustainable talent pipeline. The Learning Strategist serves as the bridge between organizational strategy and employee development, ensuring that learning investments support business objectives, workforce readiness, and future leadership needs. Through workforce analytics, strategic planning, and talent development initiatives, this role helps position GDOT to attract, develop, and retain the talent necessary to meet the evolving transportation needs of Georgia. Key Responsibilities: Partner with the Learning and Development team to align training, leadership development, and employee growth initiatives with GDOT’s long‑term workforce strategy. Develop and maintain a comprehensive workforce capability strategy that identifies current and future skill needs across the Department. Analyze workforce trends, demographic data, succession risks, and emerging industry demands to inform talent development priorities. Lead the development of competency models, career pathways, career ladders, and professional development frameworks that support employee growth and organizational needs. Collaborate with business leaders to identify critical workforce gaps and create strategies to build future‑ready talent pipelines. Support succession planning efforts by identifying critical positions, assessing leadership readiness, and recommending development strategies for high‑potential employees. Partner with Talent Acquisition, Learning and Development, and HR Business Partners to ensure workforce planning, recruitment, onboarding, and development efforts are aligned. Design strategic learning roadmaps that prepare employees for future leadership, technical, and operational roles. Evaluate the effectiveness of workforce development initiatives through analytics, performance measures, and organizational outcomes. Research industry best practices, learning innovations, and workforce development trends to recommend future‑focused solutions. Serve as an internal consultant to leaders on workforce capability, organizational readiness, leadership development, and talent sustainability. Promote a culture of continuous learning by ensuring development opportunities support both current performance and future organizational success. Minimum Qualifications: High school diploma or GED and five (5) years of managerial or supervisory experience in human resources; or two (2) years of experience required at the lower level Mgr 2, Human Resources (HRM011) or position equivalent. Bachelor’s degree from an accredited college or university in Human Resources, Organizational Development, Education, Adult Learning, Business Administration, Public Administration, or a related field. Four (4) years of experience in learning and development, organizational development, talent management, workforce development, instructional design, or a related field; or an equivalent combination of education and experience sufficient to successfully perform the essential duties of the position. Proven ability to manage cross‑functional projects and collaborate with diverse stakeholders. Excellent written and oral communication skills with the ability to express ideas and facts to groups and individuals effectively. Experience preparing and delivering clear and convincing oral presentations, teaching, motivating, and persuading others to accept recommendations. Experience identifying and solving problems and applying innovative solutions to make organizational improvements. Ability to comprehend and adapt to new policies and procedures. Experience organizing and prioritizing work, adapting a flexible approach to organizational needs and routines. Commitment to providing quality customer service. Agency Preferred Qualifications: Possession of a Master’s degree in Human Resources, Organizational Development, Education, Business Administration, or a related field. Experience designing leadership development and succession planning programs. Experience developing competency models and career progression frameworks. Experience administering or managing a Learning Management System (LMS). Experience in public sector or transportation-related organizations. Professional certifications such as CPTD, APTD, SHRM‑CP, SHRM‑SCP, or PMP.

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