Talent Acquisition & HR Operations Manager (Remote)

We are seeking a dynamic and experienced Talent Acquisition & HR Operations Manager to join our team. This 100% remote internal role is heavily focused on talent acquisition and recruiting, with approximately 60 to 65% of the position dedicated to sourcing, interviewing, recruiting, securing and onboarding exceptional talent across the organization. The individual in this role will serve as a trusted talent partner to our executive leadership teams, working closely with leaders across our divisions to understand hiring priorities, identify exceptional talent, and help achieve critical talent acquisition goals.

The percentage of time dedicated to talent acquisition functions may increase or decrease depending on organizational hiring activity and open requisitions.

The Talent Acquisition & HR Operations Manager will proactively source and engage talent, manage candidate pipelines, conduct interviews, coordinate hiring processes, and help drive successful hiring outcomes while delivering an exceptional experience for both candidates and hiring leaders. This position reports directly to the Managing Director, Finance & Operations and partners closely with leadership across the organization.

RESPONSIBILITIES

Talent Acquisition:

• Lead our internal talent acquisition from recruitment to onboarding.

• Lead the recruitment and hiring process for open positions, attracting and retaining top talent through effective sourcing strategies.

• Manage the onboarding process and build the schedules (from our built onboarding/training process) for new hires to ensure a smooth transition into the organization.

Strategic HR Management:

• Lead day-to-day execution of key HR processes and initiatives to support organizational effectiveness, employee success, and strategic business goals.

• Partner closely with executive leadership as a trusted operational and HR partner to support workforce planning, talent acquisition objectives, team development, and organizational growth initiatives.

• Assist in the development, implementation, and continuous improvement of employee relations policies, HR practices, and internal procedures while ensuring compliance with all applicable federal, state, and local employment laws and regulations.

• Support leadership in the execution and documentation of performance management and improvement processes when needed.

• Support the organization’s DEI initiatives by collaborating with DEI leadership, assisting with strategic initiatives, and contributing to programs that foster an inclusive, respectful, and equitable workplace culture.

• As needed, leverage workforce data, reporting, and analytics to help support strategic decision-making and organizational planning, including:

Employee Relations and HR Support:

• Provide day-to-day HR support and guidance on employee relations matters, including performance management, workplace concerns, corrective actions, and policy interpretation, in partnership with company leadership and the Head of Operations.

• Serve as a positive representative of the organization’s mission, values, and culture by helping set a professional, collaborative, high-performance tone across the company.

• Support managers and organizational leaders in addressing workplace concerns, improving communication, and helping teams operate effectively and successfully.

• Encourage and reinforce direct communication between employees and their managers or leadership teams whenever appropriate, while providing HR support in sensitive or escalated situations.

• Handle confidential employee matters with professionalism, discretion, sound judgment, and alignment with company policies and employment regulations.

• Assist with conflict resolution and mediation for workplace or HR-sensitive matters when needed.

• Partner with leadership to support employee engagement efforts, workplace culture initiatives, team connection activities, and internal communication strategies that foster a positive, energized, and mission-driven work environment.

• Help maintain a professional, respectful, inclusive, and growth-oriented workplace culture where employees feel supported, motivated, and aligned with organizational goals and expectations.

• Coordinate employee feedback initiatives, including annual engagement surveys, to help identify opportunities for continuous organizational improvement and employee experience enhancement.

Compliance and Administration:

• Partner with the Managing Director of Finance and Operations to learn and support compliance at the federal, state, and local level that will impact workplace policies and practices.

• Support leadership in the annual review of compensation struc