Senior Manager, Talent & Workforce Strategy

Please note that we are currently not working with recruiters or any external agencies, as we handle all talent acquisition in-house with our dedicated team.

The Honey Pot was born out of one woman’s need to naturally heal herself. And evolved into a mission to clean up the feminine care aisle. Our mission is to educate, support, and provide humans with vaginas around the world, the tools and resources that promote health and wellness; by engaging these humans one healthy honey pot at a time. Through our functional plant derived feminine care system, our goal is to provide humans with a safe and alternative to feminine care that is powered by herbs.

We serve humanity through community connections, transparent education, and safe, plant-derived products that work.

The Senior Manager, Talent & Workforce Strategy is a versatile senior People leader who ensures Honey Pot Company has the talent, capabilities, leadership practices, and workforce plans needed to support current priorities and future growth. This role leads talent acquisition and workforce strategy while serving as a trusted advisor on performance management, employment practices, specialized leaves and accommodations, and enterprise learning.

Partnering closely with the Head of HR, Finance, and business leaders, the Senior Manager translates business needs into practical, equitable, legally sound, and data-informed people solutions.

• Own the end-to-end recruitment process for all entry level, specialized and leadership roles from defining the hiring need and developing the sourcing strategy through candidate assessment, selection, offer management, and onboarding transition.
• Build diverse talent pipelines and create consistent, equitable hiring practices, including clear role profiles, interview plans, scorecards, and interviewer training.
• Partner with the Head of HR, Finance, and business leaders to translate growth plans into workforce requirements, hiring priorities, timing, budgets, and headcount forecasts.
• Track current and future talent needs and identify workforce risks and trade-offs to support leadership decisions.

• Coach managers through performance expectations, feedback, documentation, development planning, and difficult performance conversations with clarity, consistency, and care.
• Support performance-improvement plans and other formal performance actions in partnership with the Head of HR, ensuring documentation, process, and decisions are fair and defensible.
• Support talent reviews, succession planning, critical-role identification, readiness assessments, internal mobility, and career pathways.
• Assess skill and capability gaps and recommend whether THP should hire, develop, automate, or engage external partners to address them.
• Support organizational design and role clarity by defining job structures, responsibilities, competencies, and market expectations.

• Design and advance THP's enterprise learning strategy based on business priorities, capability gaps, talent insights, and the skills leaders and teams need for future growth.
• Build scalable manager and leadership development, functional capability, onboarding, career-development, and compliance-learning solutions in partnership with internal leaders and external experts.
• Establish learning priorities, curricula, annual plans, vendors, measures of effectiveness, and practical reinforcement approaches that translate learning into behavior and business impact.
• Serve as a trusted People advisor who can move between strategy and execution, balance human and business needs, and provide additional support across critical People & Culture priorities.
• Track and communicate meaningful talent, workforce, performance, employee-relations, leave, and learning insights while continuously improving processes through technology and automation.

• Monitor employment-law changes and help translate requirements into practical policies and processes.
• Support the development, review, and consistent application of HR policies and practices.
• Partner with the Head of HR and legal counsel on compliance priorities, policy updates, and manager education.
• Serve as a trusted People partner to leaders, balancing employee experience, business needs, and compliance.

• A broad and highly versatile People leader who can move fluidly among talent strategy,…