Talent Inclusion Manager

Summary

The Talent Inclusion Delivery Manager leads the execution of enterprise Talent Inclusion priorities by translating strategy, inclusion expertise, and emerging best practices into practical solutions for HR and business partners. Reporting to the Director, Talent Inclusion, this role supervises Talent Inclusion Consultants, provides strategic guidance and subject matter leadership, and ensures consistent, high-quality consultation and stakeholder support across Southern Company.

Qualifications

• Bachelor's degree in business, human resources management, organizational development, or related field required
• Minimum seven (7) years of experience in inclusion, talent strategy, human resources, organizational development, consulting, or related corporate, non-profit, government, NGO, or higher education sectors required
• 3 years of experience in a supervisory position preferred.
• Strong cultural competency and understanding of multiple areas of inclusion.
• Demonstrated subject matter expertise in inclusion strategy, talent systems, organizational culture, workforce practices, and the application of inclusive leadership principles in complex business environments.
• Outstanding oral and written communication skills.
• Ability to build trusted relationships, effectively prioritize stakeholder expectations, and influence across teams without direct authority.
• Experience with project management, consultation, analytics, change enablement, and continuous learning.
• Ability to travel as needed and work effectively in a remote environment.
• Canva experience is preferred
• Experience with MS Copilot a plus
• MS Office Suite required

Core Competencies

• Business execution with sound decision making
• Strategic and innovative thinking
• Agility and adaptability in responding to changing priorities and organizational needs
• Relationship building and networking
• Team leadership and coaching
• Consulting and advisory skills
• Subject matter expertise in inclusion, talent strategy, organizational culture, and workforce practices
• Customer service-focused and teamwork-oriented
• Strong written and verbal communication
• Project management and organizational skills
• Commitment to Our Values of Safety First, Intentional Inclusion, Act with Integrity, and Superior Performance

Key Responsibilities

Team Leadership & Supervision

• Directly supervise, coach, and develop Talent Inclusion Consultants, ensuring clarity of roles, accountability, and professional growth.
• Provide ongoing feedback, mentorship, and support to consultants in their advisory, consultative, and stakeholder-facing responsibilities.
• Allocate resources and manage workload distribution among consultants to maximize team effectiveness and impact.
• Foster a collaborative, high-performing team culture aligned with Southern Company values.

Strategic Leadership & Delivery Oversight

• Provide strategic direction and delivery oversight for enterprise Talent Inclusion priorities.
• Ensure Talent Inclusion solutions and consultation are aligned with Southern Company’s Intentional Inclusion strategy and business goals.
• Clearly communicate and champion the Talent Inclusion strategy, fostering understanding, alignment, and accountability across all levels of the organization.
• Serve as a key point of contact for senior leadership, HR partners, and business stakeholders regarding Talent Inclusion priorities, consultation, and outcomes.
• Manage budget and resources to support effective delivery, consultant development, and alignment with enterprise needs.

Strategy Consultation, Communication & Enablement

• Lead the translation of Talent Inclusion strategy into practical approaches, tools, frameworks, resources, and guidance that support business and workforce priorities.
• Provide consultative support to HR, business leaders, and cross-functional partners to identify opportunities, address needs, and embed inclusion into talent practices and business processes.
• Develop clear materials, presentations, briefing resources, discussion guides, and recommendations that enable leader understanding, decision-making, alignment, and execution.
• Communicate complex inclusion topics clearly, credibly, and thoughtfully to diverse audiences.
• Support the integration of inclusion considerations into enterprise initiatives, workforce strategies, leadership practices, and organizational change efforts.
• Apply strong subject matter expertise in inclusion, talent practices, organizational culture, and workforce strategy to guide recommendations, strengthen consultation, and ensure solutions are credible, relevant, and actionable.
• Partner with internal teams to identify risks, barriers, and opportunities, recommending solutions that advance intentional inclusion and business effectiveness.

Stakeholder Consultation & Relationship Building

• Cultivate and manage trusted relationships with internal stakeholders, including HR, business leaders, Centers of Excellence, External Affairs, Social Responsibility, Operations, and other cross-functional partners.
• Serve as a strategic advisor and thought partner to help leaders and teams apply inclusive practices in ways that are practical, compliant, and aligned with business needs.
• Bring informed perspectives, research, and subject matter expertise to stakeholder conversations, helping leaders navigate complex inclusion topics with confidence and clarity.
• Strengthen collaboration across teams by connecting stakeholders, sharing insights, and supporting coordinated approaches to Talent Inclusion priorities.

Measurement & Continuous Improvement

• Utilize data, stakeholder feedback, and organizational insights to assess needs, inform consultation, and evaluate the effectiveness of Talent Inclusion delivery.
• Monitor and evaluate progress against strategic priorities using data-driven insights and continuous feedback loops.
• Make recommendations for improvement and report outcomes, risks, and opportunities to senior leadership and key stakeholders.
• Stay informed about industry trends, best practices, regulatory considerations, and emerging issues in inclusion and talent strategy.