Senior Manager of Talent Management

Position Summary

The Senior Manager of Talent Management (SMTM) will work under the direction of the Senior Director of Talent Management to lead and direct the Talent Management staff. The SMTM is a hands‑on, trusted partner who leads day‑to‑day TM operations while advancing people strategy across recruitment, onboarding, employee relations, performance management, benefits administration, compensation, compliance, and culture. The SMTM will function collaboratively with all levels within the organization and will appropriately manage employment risk, manage practices and projects that will provide a staff‑oriented, empowered culture while enforcing company policies and procedures.

The position will assist in building processes that help leaders hire, develop, and retain high‑performing, mission‑aligned teams.

The Senior Manager of Talent Management (SMTM) will work under the direction of the Senior Director of Talent Management to lead and direct the Talent Management staff. The SMTM is a hands‑on, trusted partner who leads day‑to‑day TM operations while advancing people strategy across recruitment, onboarding, employee relations, performance management, benefits administration, compensation, compliance, and culture. The SMTM will function collaboratively with all levels within the organization and will appropriately manage employment risk, manage practices and projects that will provide a staff‑oriented, empowered culture while enforcing company policies and procedures.

The position will assist in building processes that help leaders hire, develop, and retain high‑performing, mission‑aligned teams.

• Recruits, interviews, hires, and trains new staff in the department.
• Oversees the daily workflow of the department.
• Provides constructive and timely feedback including performance evaluations.
• Provides support and guidance to TM Staff, management, and other staff when complex, specialized, and sensitive questions and issues arise.

• Maintain compliant HR policies/handbook; ensure adherence to federal, DC, and local laws (EEO, wage/hour, pay transparency, etc.).
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.
• Ensure accurate, confidential personnel files; oversee I-9/E-Verify, EEO-1, OSHA logs, and required postings.
• Administer the performance management cycle (goal setting, mid-year/annual reviews, PIPs).
• Oversees employee disciplinary meetings, terminations, and investigations.
• Acts as an advocate and trusted sounding board for staff, at all levels, coaching them to their own solutions.
• Provide guidance and coaching on a wide range of Employee Relations (ER) matters, including documentation, performance development, corrective action, conflict resolution and employment termination.
• In collaboration and at the direction of the Senior Director, conducts sensitive staff investigations, including determining relevant investigation strategies, managing documentation, and determining recommendations for resolution.
• Handles discipline and termination of employees in accordance with company policy.
• Conduct structured exit processes and trend analysis to inform retention strategies.
• Required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodation, investigating allegations of wrongdoing, and terminations.
• Ensures consistent application of policies/procedures.

• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt,…