Position Summary

Reporting to the Director of Human Resources, the Talent Manager manages and coordinates organization-wide efforts to ensure that a comprehensive set of talent management programs are developed and executed for the purpose of retaining, developing, and attracting an engaged and high-performing workforce. Programs include, but are not limited to: recruitment, onboarding, transitions from employment, performance management, mandatory compliance training (i.e. harassment and non-discrimination trainings), supervisory/management training, and racial equity training.  The Talent Manager will develop and keep current a catalogue of online resources and tutorials for the primary software that the Institute uses such as Microsoft Office and Asana. In partnership with the Executive Leadership Team (ELT), the Vice President for Finance and Administration, and the Director of Human Resources, the Talent Manager uses data and analytics to set priorities for improvements aligned with ongoing strategic imperatives.   The Talent Manager will also conduct recruitment in sourcing the best talent for the Institute, as well as maintaining effective programs for retention, promotion and succession planning.  The Talent Manager is expected to perform the responsibilities of the position, with a focus on diversity, equity and inclusion.


  • Provide professional expertise and support in the design, development and implementation of a talent management program, linked to the Institute’s goals, resulting in the creation of a strong internal talent pool.
  • In partnership with the ELT, the Vice President for Finance and Administration, and the Director of HR, develop the Institute’s talent investment strategy; update the strategy as needed, and communicate updates to staff. 
  • Develop, initiate and maintain effective programs for workforce retention, promotion, and succession planning.
  • Conduct regular analysis of the organization’s staffing needs, and feedback from staff transitions, in relation to its strategic objectives; use data to identify external training opportunities and/or develop and conduct presentations and training to improve skills, create competencies, and build knowledge of the staff.
  • Create an effective leadership development program to identify and develop “high potential” employees, with the goal of elevating them into positions of leadership; collect, analyze and maintain data used to create the program, implementing revisions, as appropriate.
  • Manage the performance management system, including maintaining and/or revising current job descriptions, standards of performance, and performance evaluation tools and resources.
  • In partnership with the entire HR team, actively manage recruitment for select positions, including assisting with posting, sourcing, screening, scheduling interviews, checking references, extending offers of employment and initiating background checks; ensure that recruiting and retention practices consistently attract a diverse and highly qualified work force. 
  • Build relationships with hiring managers/teams and serve as a thought partner to develop effective sourcing and recruitment strategies that result in effective and efficient acquisition of a diverse and inclusive talent pool.
  • In partnership with the Assistant Manager of HR and the HR Associate, manage onboarding of new employees; conduct new hire orientation, process and review employee information in preparation for payroll.
  • Performs other job related responsibilities as assigned.


The ideal candidate will be an experienced professional, with demonstrated expertise in HR, talent management, and performance management, preferably within the non-profit sector.  Additional qualifications include:

  • Minimum of five (5) years of related HR experience.
  • Two to three years’ experience working with learning management and applicant tracking systems.
  • Experience designing, developing and supporting organization-wide talent management programs that cover performance management, talent development, succession planning, data analytics and relationship management.
  • Previous experience in capturing metrics and producing various employment reports.
  • Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, and job postings.
  • Bachelor's degree or equivalent experience in human resources or related field; Equivalent experience and an HR certification (PHR, SPHR, SHRM CP…) also considered.
  • Proven success in working in a multicultural environment with outcomes that reflect equity and inclusion across a diverse workforce.

Salary and Benefits

Salary starting at $73,000 to the mid $80ks, commensurate with experience. Excellent benefits that include medical, dental, vision and life insurance; vacation, personal and sick time; paid parental leave; tuition reimbursement; commuting subsidy; and 401(k) with employer match. The Guttmacher Institute strives to provide the training and support staff need to be successful in their positions and to grow professionally.