Come Join Us!
Georgia System Operations is a progressive organization offering opportunities for engineers, technicians, project managers, and more. We’ve been honored with Best Place to Work in Georgia.
Our people-over-profit culture and competitive compensation and benefits packages prove we’re dedicated to retaining the best candidates.
We offer comprehensive medical, dental, and vision coverage, a strong retirement program, career development, and flexible work schedules. We’re focused on wellness and being a supportive member of the community.
Affordable health insurance options, such as medical, dental, and vision coverage, are available for full-time employees.
Basic insurance for accidental death and dismemberment, long-term disability, and life insurance are available at no cost. Employees can opt to pay for more coverage.
A competitive retirement plan, with company match and company contributions, is available for full-time employees.
We offer many options for our employees’ well-being, including an employee assistance program, an on-site fitness center, and several wellness-focused programs.
Educational reimbursement is available for full-time employees. Employees can also participate in a 529 college savings plan.
Employees can participate in voluntary benefits, covering hospitalization and critical illness, legal and ID theft protection, and pet insurance.
Vacation and sick leave are available for full-time positions via the paid time off program. GSOC is closed for 9 national holidays annually.
We support growth and development for all our employees through an on-site training program, online learning tools, and programs designed to develop industry knowledge.
Our employees are given volunteer paid time off every year to contribute to the community service organization of their choice.
Position Summary
The Director of Talent Acquisition is responsible for designing, building, and leading a full-service recruiting function for Georgia System Operations Company (GSOC) within the Shared Services Administration organization. This is a working director role that combines strategic leadership with hands-on execution. The Director sets the vision and roadmap for how the organization attracts, assesses, and hires top talent, while also actively participating in recruiting activities for critical, executive, and hard-to-fill roles.
This role transforms recruiting from an activity currently shared between HR Business Partners and hiring managers into a scalable, data-driven, and proactive talent acquisition function. The Director partners closely with HR Leadership and business leaders to support workforce planning, strengthen the talent pipeline, enhance employer branding, and improve the overall candidate and hiring manager experience.
Key Accountabilities
Strategic Talent Acquisition Leadership
- Develop and execute a multi-year talent acquisition strategy and roadmap aligned with organizational goals, workforce plans, and business priorities.
- Stand up and mature a GSOC HR recruiting function, including defining operating models, roles, processes, and service delivery expectations.
- Establish recruiting best practices across the full talent lifecycle (workforce planning, sourcing, assessment, selection, offer, and onboarding partnership).
- Serve as a strategic advisor to HR Leadership and business leaders on talent market trends, workforce risks, and hiring strategies.
Workforce Planning & Talent Pipeline Management
- Partner with HR Leadership and business stakeholders to support annual and long-range workforce planning.
- Build and maintain proactive talent pipelines for key roles and future workforce needs.
- Analyze labor market data and internal workforce trends to anticipate hiring challenges and recommend solutions.
Hands-On Recruiting & Execution (Working Director)
- Personally manage or support recruiting efforts for executive, leadership, and mission-critical roles.
- Actively source candidates using direct outreach, networking, referrals, and social media.
- Represent the organization at career fairs, industry events, and community partnerships as needed.
- Provide hands-on guidance and support to recruiters or HR partners during complex or high-priority searches.
Employer Branding, Marketing & Social Media
- Develop and implement employer branding strategies that clearly articulate the employee value proposition.
- Leverage digital marketing, social media platforms, and recruitment campaigns to attract diverse and high-quality talent.
- Partner with GSOC Corporate Communication's team (as applicable) to ensure consistent and compelling messaging.
Metrics, KPIs & Reporting
- Define, implement, and track key talent acquisition KPIs (e.g., time-to-fill, quality of hire, cost-per-hire, source effectiveness, candidate experience).
- Build dashboards and regular reporting to provide insights to HR Leadership and business stakeholders.
- Use data to drive continuous improvement, resource allocation, and strategic decision-making.
Relationship & Stakeholder Management
- Build strong partnerships with HR Business Partners, hiring managers, and senior leaders.
- Clarify roles and expectations between Talent Acquisition, HR, and the business to reduce manager burden and improve outcomes.
- Ensure a high level of customer service and responsiveness to internal stakeholders.
Process Improvement & Systems
- Design and document recruiting policies, procedures, and workflows.
- Evaluate, implement, and optimize recruiting tools and technologies (ATS, CRM, assessments, analytics).
- Ensure compliance with employment laws, regulations, and internal policies throughout the hiring process.
Team Leadership & Development
- Hire, develop, and lead recruiting associates as the function grows.
- Coach and mentor team members and HR partners on recruiting best practices and market intelligence.
- Foster a culture of accountability, collaboration, and continuous improvement.
Position Duties / Essential Functions (Estimated Allocation)
- 30% Strategic Planning & Transformation – Develop TA strategy, roadmap, and operating model; workforce planning partnership; employer branding strategy.
- 25% Hands-On Recruiting & Sourcing – Executive and critical role recruiting, sourcing, interviewing, and candidate engagement; career fairs and events.
- 15% Metrics, Analytics & Reporting – KPI definition, dashboards, reporting, and data-driven insights.
- 15% Relationship Management – Partner with HR Leadership, HRBPs, and business leaders; manage expectations and service delivery.
- 10% Team Leadership & Development – Talent development, performance management, and capability building.
- 5% Administration & Compliance – Policies, procedures, systems oversight, and compliance.
Education
Required:
- Bachelor's degree in Human Resources, Business Administration, or a related field
Preferred:
- Master's degree or professional certification (e.g., SHRM-SCP, SPHR)
Experience
- Minimum of 10 years of progressive experience in talent acquisition or recruiting, including leadership experience.
- Demonstrated success building or transforming a talent acquisition function.
- Experience recruiting across multiple job families, including leadership and executive roles.
- Strong experience with workforce planning, talent pipeline development, and employer branding.
Equivalent Experience:
- A combination of education and relevant experience may be considered in lieu of formal degree requirements.
Skills & Competencies
- Strategic and business acumen with the ability to translate business needs into talent strategies.
- Willingness and ability to perform hands-on recruiting work while leading at a strategic level.
- Strong analytical skills with experience defining and using KPIs.
- Expertise in sourcing strategies, social media recruiting, and employment branding.
- Excellent relationship management, communication, and influencing skills.
- Ability to manage change, build new functions, and operate effectively in evolving environments.
- High level of integrity, professionalism, and accountability.
Working Conditions
- Office-based with flexibility for events, career fairs, and external meetings as required.
Key Quantifiable Indicators (KQIs)
- Time-to-fill
- Quality of hire
- Cost-per-hire
- Hiring manager and candidate satisfaction
- Talent pipeline health for critical roles
Competencies (Aligned with Organizational Framework)
- Strategic & Business Acumen
- Relationship Management
- Critical Thinking
- Communication
- Leadership Excellence
- Build, Coach & Develop
- Productive Work Habits
