Senior Manager, HR Talent Operations

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 strategic and inclusive recruiter who believes talent is one of the most powerful levers for impact. As a Senior Manager, HR Talent Operations, you’ll lead Roosevelt’s recruitment function—building equitable hiring processes, strengthening manager capacity, and helping us attract top talent aligned with our mission to advance an equitable economy and democracy.

You’ll work across teams to ensure a high-quality, consistent candidate experience while using data and systems to track progress and improve results. You’ll play a key role in developing and refining hiring policies and practices, and partner closely with the People Team and hiring managers to forecast staffing needs, standardize processes, and support Roosevelt’s long-term sustainability.

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

Essential Functions and Responsibilities

• Lead Roosevelt’s talent acquisition function by managing end-to-end recruitment for all open roles, from intake through offer and onboarding handoff.
• Partner with hiring managers to develop inclusive job descriptions, structured interview plans, consistent evaluation rubrics, and clear decision-making frameworks.
• Advance inclusive hiring practices across all stages of the process, including sourcing, candidate communications, assessments, and interview panel calibration.
• Track, analyze, and report on recruitment metrics, including time-to-fill, source effectiveness, and candidate pool qualities.
• Manage and improve the applicant tracking system (ATS) and related HR systems and hiring workflows to ensure a smooth and efficient experience for candidates and staff.
• Train and support hiring managers and interview panels on best practices for equitable interviewing and selection.
• Forecast staffing needs in partnership with the People Team and department leaders, aligning recruitment strategy with organizational priorities and budget.
• Coordinate cross-functional hiring processes involving union roles, compliance requirements, and external partnerships.
• Support employer branding and outreach efforts to grow Roosevelt’s talent pipeline, including job board strategy, partnership outreach, and networking.
• Collaborate on broader People Team projects, including managing onboarding and offboarding, conducting exit interviews, refining policy, facilitating training workshops, and supporting internal communications, as needed.
• 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

• College degree is preferred; SHRM or relevant recruiting certifications are a plus.
• 7+ years of nonprofit, political, or policy research experience in full-cycle recruitment, with a strong focus on equity and operational excellence.
• A deep understanding of best practices in inclusive hiring, structured interviews, and competency-based assessments.
• Experience with workforce planning, talent sourcing strategies, and networking.
• Experience implementing or managing an applicant tracking system (ATS) and using data to improve recruitment outcomes.
• Strong relationship-building skills and the ability to coach, partner with, build trust with, and influence hiring managers across departments.
• A process mindset—you enjoy creating systems, improving workflows, and delivering consistent experiences.
• Familiarity with multistate hiring practices and compliance, especially in hybrid, remote, and/or unionized environments.
• Excellent written and verbal communication skills, with attention to detail and a focus on service.
• A proactive, collaborative, and mission-driven approach to your work.