Senior Manager, Employee Relations & Development

Our Culture

At Roosevelt, we recognize that the culture of the workplace and opportunities for career growth and development are important to all. We believe that diversity of background and experience among our people make our work to rewrite the rules of our social and economic realities stronger. Roosevelt is an equal opportunity employer and, as such, affirms in policy and practice to consider all applications in all job classifications, without regard to race, color, creed, national origin, sex, age, disability, sexual orientation, gender identity or expression, marital status, familial status, military status, height and weight, genetic predisposition or carrier status, arrest record, or other legally protected status. We strongly encourage people with diverse work and life experiences, diverse educational backgrounds, and diverse cultures to apply.

What You’ll Do

You’re a calm, empathetic, and solutions-oriented HR leader who thrives on building trust, strengthening culture, and supporting people through complexity. As the Senior Manager of Employee Relations & Development, you will lead Roosevelt’s employee relations, performance management, coaching, and engagement work—ensuring consistent, equitable, and values-aligned people practices across the organization.

You will serve as a strategic partner to people leaders, an advisor to staff, and a lead facilitator of key internal training and communications. You bring experience across a range of coaching and development models, and understand how to resolve conflict thoughtfully while fostering continuous growth. You will also support Roosevelt’s internal culture and compliance by updating policies, overseeing performance processes, and implementing development programs that reflect the organization’s values and mission.

This is a nonunion, individual contributor role with organization-wide visibility and impact.

Essential Functions and Responsibilities

• Employee Relations & Compliance
  • Manage primary point employee relations across the organization, providing timely guidance on workplace issues, policy interpretation, and resolution strategies.
  • Manage overall employee benefits, including vendor relationships and staff education.
  • Conduct or support workplace investigations in collaboration with legal counsel, Chief People and Equity Officer (CPEO), and senior leadership, ensuring sound judgement and discretion throughout.
  • Advise managers on corrective action, conflict resolution, and employment law considerations.
  • Ensure HR policies and procedures remain compliant with federal, state, and local laws; recommend and implement updates as needed.
  • Partner with the CPEO and union partners to uphold the Collective Bargaining Agreement.
• Performance Management & Coaching
  • Lead Roosevelt’s performance management cycles, including design, facilitation, and coaching for managers and staff.
  • Provide 1:1 guidance to people leaders and staff using a variety of coaching frameworks.
  • Own and manage the Lattice performance management system, including setup, maintenance, user support, and ongoing process improvements to ensure a smooth and effective staff experience.
  • Develop tools, templates, and feedback processes to support continuous performance conversations, performance improvement, and progressive discipline.
  • Support the CPEO in calibrating and implementing fair and sustainable compensation and benefits.
• Staff Development & Learning
  • Design and facilitate professional development programming and staff training (e.g., management training, feedback workshops, onboarding refreshers).
  • Maintain and support e-learning systems, monitor completion rates, and identify learning gaps.
  • Coordinate individual development planning for emerging leaders and team members across departments.
• Internal/External Communications & Engagement
  • Draft and support staff-facing HR communications in collaboration with the Communications team and senior leadership.
  • Identify opportunities to improve staff connection and morale; support team-building efforts and cross-org collaboration.
  • Partner on initiatives that advance equity, inclusion, and belonging in our workplace culture.
  • Manage external vendors and tools, including payroll, benefits, and performance management systems and partners.
• Organizational Support
  • Collaborate closely with the talent acquisition lead to ensure alignment across the employee lifecycle.
  • Contribute to ongoing process improvement and help shape a transparent, supportive, and equitable employee experience.
  • Champion a people-first culture by ensuring engagement, inclusion, and staff well-being remain central to team priorities and organizational initiatives.

What You’ll Have

• Master’s degree in Human Resources, Organizational Development, or related field preferred
• 7+ years of nonprofit, political, or policy research HR experience with a focus in employee relations, coaching, and learning & development
• Deep understanding of employment law, conflict resolution, and workplace investigation protocols in a nonprofit, advocacy, or policy research organization
• Experience using multiple coaching and leadership development models with proven success coaching managers
• Skilled facilitator with experience designing and leading training sessions and staff engagement initiatives
• Clear, thoughtful communicator with strong writing and presentation skills
• High emotional intelligence with a calm and empathetic presence, especially in complex or sensitive situations
• Strong collaboration skills and ability to build trust across all levels of staff
• Demonstrated commitment to equity and inclusion in all aspects of HR practice
• Experience working in a unionized or hybrid workplace is a plus
• SHRM-SCP, SHRM-CP, or comparable certification is preferred