Manager Workforce Strategy and Talent Operations

ServiceNet•Northampton, MA

12d•$75,000 - $85,000•Hybrid

About The Position

The Manager, Workforce Strategy & Talent Operations is a leadership role with oversight of three integrated functions: talent acquisition, centralized relief staff scheduling, and workforce analytics. The role carries supervisory responsibility for staff within these functions and partners closely with residential program leadership, HR business partners, and senior leadership across the agency. Scope spans agency-wide staffing strategy, coverage operations, and workforce reporting, with accountability for outcomes that support quality of care across ServiceNet's programs.

Requirements

Associate's degree in a relevant field (such as human resources, business administration, or workforce analytics), or equivalent combination of education and experience.
Minimum of five years of progressively responsible experience in talent acquisition, workforce operations, staffing, or workforce planning, or an equivalent combination of education and experience.
Minimum of three years of direct people management experience, including managing a team of professional staff, or an equivalent combination of education and experience.
Demonstrated experience managing high-volume recruitment or staffing operations in a multi-site environment.

Nice To Haves

Bachelor's degree in a related field, or SHRM-CP/SHRM-SCP, PHR/SPHR, or comparable HR certification, preferred.
Experience in human services, behavioral health, healthcare, long-term care, or another 24/7 direct care environment, preferred.
Experience building or significantly redesigning a centralized scheduling or staffing function, preferred.

Responsibilities

Own the agency-wide talent acquisition strategy for direct care, clinical, and administrative roles, aligning recruiting capacity with program growth, turnover patterns, and seasonal hiring demand.
Monitor requisition load and pipeline health across the talent acquisition team to ensure hiring capacity keeps pace with demand.
Provide strategic and operational oversight of the centralized scheduling department serving relief (per diem) staffing needs across the agency's residential program locations.
Establish coverage models, escalation protocols, and service standards for the centralized scheduling department that support 24/7/365 program operations.
Build and maintain the relief staff pool - partnering with talent acquisition on relief recruitment, onboarding, credentialing, and availability tracking - so that shift demand is met from a qualified, ready workforce.
Build and maintain the agency's workforce analytics function, translating HRIS, ATS, scheduling, and payroll data into actionable reporting for HR and program leadership.
Manage the combined talent and scheduling functions as one integrated operation, ensuring recruitment, relief pool development, and deployment work as a connected system rather than separate silos.