Director, Talent & HR Strategy

Director of Talent and HR Strategy

This position is based in Atlanta, GA in our Galleria office and is hybrid role.

Applicants in CA, CO, DC, HI, IL, MD, MA, MN, NJ, NY, RI, VT, and WA are not eligible for this posting.

Overview

Responsible for the development and execution of programs that power our people strategy and enable a high-performing and thriving organization. This includes ownership of performance management, succession planning and talent review processes, talent acquisition strategy and operations, employee onboarding, HR project management, and our employee listening and culture-building efforts.

You will be a key partner to senior leaders, HRBPs, and the broader HR Team to ensure talent practices are aligned with business goals and are scalable, data-informed, and grounded in culture.

The Details

What You Need

• Bachelor’s degree or equivalent experience

• 10+ years of progressive HR or People Operations experience, with 5+ years in a leadership role

• Deep expertise in talent management, employee experience, and talent acquisition operations

• Proven success leading cross-functional HR programs and influencing at senior levels

• Experience working in dynamic, high-growth or matrixed environments

• Strong project management skills with the ability to manage multiple priorities and stakeholders

• Data-driven mindset with experience using people analytics to drive strategy and decision-making

• Passion for building inclusive workplaces and cultures where all employees feel a sense of belonging

What You’ll Do

Talent Management & Organization Design

• Lead the design and implementation of enterprise-wide talent management programs including performance management, succession planning, and talent reviews

• Partner with HR Business Partners and business leaders to assess talent needs, identify gaps, and drive development initiatives

• Work with leaders to develop and deploy strategies related to organizational design

• Establish frameworks and processes to identify and develop high-potential talent and future leaders

• Design and manage employee listening strategies, including surveys, focus groups, and action planning

Talent Acquisition Operations & Strategy

• Drive operational excellence in recruiting processes, tools, and analytics

• Partner with Recruiters and leaders to set and evolve hiring strategies aligned with workforce planning and business goals

• Lead initiatives to improve candidate experience, recruiter enablement, and quality hiring outcomes

• Oversee new hire onboarding strategy and operations, ensuring a cohesive and welcoming experience that reflects our values and enables new employees to thrive from day one

HR Strategy & Culture

• Define HR strategy and work plans, aligning to broader corporate organizational priorities

• Lead cross-functional HR projects and initiatives, ensuring alignment, effective execution, and measurable outcomes

• Champion initiatives that foster an inclusive, values-driven culture across the organization

• Collaborate with ERGs and business stakeholders to embed belonging into all talent programs and employee experiences

Additional Requirements

• Experience with modern HR systems, tools and third-party vendors

• Experience in a multi-site organization

Aaron’s Total Rewards

Our team members are our greatest asset. As an expression of our appreciation, Aaron’s is proud to offer outstanding career training, competitive performance incentives, excellent advancement opportunities, and a distinctive benefits package which includes**:

• Paid time off, including vacation days, sick days, and holidays

• Medical, dental and vision insurance

• 401(k) plan with contribution matching

Note that the pay range provided above is the lowest to highest rate we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs. Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Benefits vary based on full-time and part-time employment status.