Overview

Job Description: 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 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 The selected candidate must meet the advertised minimum qualifications to include State Entry Qualifications as well as Agency Specific Minimum Qualifications STATE ENTRY QUALIFICATIONS:High school diploma/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. Note: An equivalent combination of knowledge, education, job or intern experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job at the level listed may be substituted year-over-year. AGENCY MINIMUM QUALIFICATIONS:Bachelor's degree from an accredited colleg