Job Description

This is a NEW role for SAGE in our evolving Human Resources department, and an exciting time to join us. We are looking for a Talent Manager to lead and oversee talent acquisition and onboarding, employee relations, performance management, organizational learning and development, employee engagement, and diversity, equity, and inclusion (DEI) initiatives. This role is responsible for ensuring an efficient and inclusive hiring process, fostering a positive employee experience, supporting the mitigation of organizational risk, and supporting organizational growth through strategic human resources management. The Talent Manager will collaborate with leadership to develop and implement policies, programs, and practices that align with and advance SAGE's goals, culture, and values.

This position will require someone who is committed to SAGE's mission and core values, will bring significant human resources experience and a customer service orientation, and has a passion for and track record of supporting effective people management. The Talent Manager should have strong interpersonal and communication skills and lead with compassion and equity. They should be a proactive and empathetic HR leader who can lead multiple initiatives and programs simultaneously and is dedicated to building a positive and inclusive environment that supports the growth and success of both employees and SAGE. They should be interested in and have experience with developing and driving initiatives from scratch!

This position will report to the Managing Director of Human Resources and work alongside two other colleagues within the Human Resources department.

The responsibilities:

• Talent Acquisition: Lead talent acquisition strategies, streamline processes, and ensure diversity and quality in hiring. Manage recruitment partnerships, budgets, and candidate pipeline. Develop job descriptions, interview strategies, and ensure compliance with employment laws. Track key recruitment metrics and build SAGE's employer brand.
• Onboarding and Offboarding : Oversee onboarding and offboarding logistics (completed by HR Coordinator), ensuring a seamless process and supporting new hire development plans. Manage workforce planning for offboarding and departures.
• Employee Relations : Guide conflict resolution, performance issues, and workplace policies. Ensure legal compliance and manage sensitive employee relations issues, including investigations and union negotiations. Develop proactive policies to prevent misconduct and lead related training.
• Performance Management : Build and improve performance management processes, collect annual reviews, and guide goal setting and multi-directional feedback. Address performance issues and support managers in delivering disciplinary actions. Analyze performance trends and provide recommendations to leadership.
• Learning & Development : Identify training needs and develop a strategy aligned with organizational goals. Manage professional development budgets, training libraries, and e-learning modules. Support leadership development, succession planning, and employee growth.
• Employee Engagement: Collaborate with the Managing Director of HR to assess employee satisfaction and implement action plans based on surveys. Develop initiatives and make recommendations to improve satisfaction, retention, and performance. Oversee recognition programs and promote employee wellness, employee connectedness, and a positive work environment. Partner with senior leadership to ensure that the company's mission, vision, and values are clearly communicated and reflected in day-to-day operations and employee experiences.
• Diversity, Equity, and Inclusion : Work closely with the Managing Director of HR to assess needs, develop and implement DEI initiatives, track diversity metrics, and identify and orchestrate training opportunities.
• General HR Management: Continuously evaluate and improve HR processes to enhance employee experience. Serve as backup for the Managing Director of HR and contribute to overall HR strategy.

Need-to-haves:

• Passion for SAGE's mission and knowledge about and comfort working with diverse LGBTQ+ and TGNCNB communities.
• 5+ years of professional experience in HR manager, business partner, or related roles with experience in talent management, performance, and employee relations.
• Strong knowledge of HR best practices, employment laws, and DEI principles.
• Proven ability to coach and support supervisors, both new and experienced.
• Commitment to enhancing the employee experience through exceptional service and support.
• Excellent verbal and written communication skills, with a compassionate and diplomatic approach to sensitive situations.
• Approachable and skilled in building strong relationships across organizational levels to drive results.
• Ability to implement and sustain new initiatives, processes, and policies with a focus on continuous improvement.
• Self-starter who thrives in ambiguous environments, taking initiative and ownership of projects.
• Strong project management skills and the ability to collaborate effectively with stakeholders.
• Sound judgment, discreet, and capable of maintaining confidentiality.
• Proficient in MS office, SharePoint, OneDrive and other similar applications.

Nice-to-haves:

• Degree in human relations management, business administration, or similar field
• HR certification and training (broadly speaking)
• Experience working within a non-profit organization
• Experience working with unions
• Experience nurturing a positive, connected, and resilient onsite, hybrid, and remote work environment
• Experience in supervision and management, creating and developing a team
• Ability to use metrics and analytics to provide decision-making insight and guidance
• Strong facilitation skills and comfort speaking to large groups of staff for announcements/trainings

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