Senior Manager of Talent Acquisition and Workforce Planning

American Bible Society•Philadelphia, PA

4d•Hybrid

About The Position

The Senior Manager of Talent Acquisition & Workforce Planning serves as a strategic people leader and ministry partner, stewarding how the organization attracts, develops, and sustains a Christ-centered workforce aligned with its mission, values, and long-term strategy. This role is responsible for enterprise-wide talent acquisition and workforce planning, ensuring the organization has the right people, in the right roles, at the right time, while honoring financial realities, organizational health, and faithful stewardship. The Senior Manager reports to the Sr. Director of Human Resources and partners closely with the HR team, senior leadership, and finance to translate ministry strategy into practical, sustainable people decisions. This is a hybrid position based in our Philadelphia, PA office. The selected candidate must be able to work on-site every Tuesday and Wednesday, with the remaining workdays remote. Candidates must be able to independently and reliably commute to the Philadelphia office on the required in-office days. Relocation assistance is not available for this position. Minimum Spiritual and Personal Commitment: Demonstrate a personal commitment to Jesus Christ. Identify with and participate in a Christian church and proactively seek to grow in their Christian faith. Actively participate in organizational prayer, devotional times, and organization-wide events. Maintain an exemplary standard of Christian ethics, behavior, and conduct within ABS and in their public and private life outside of ABS and always seek to uphold ABS’ Standards of Conduct and Affirmation of Biblical Community. Demonstrate Christian maturity in all interactions as displayed by good judgment based on biblical values and principles. Actively incorporate their faith in all aspects of their daily work. Demonstrate desire and ability to support organizational biblical and religious goals and participate in regular work-related spiritual activities without reservation. Have a personal passion for and belief in the Word of God, its ability to transform lives, and the mission of American Bible Society. Demonstrate alignment with the vision, mission, and values of American Bible Society.

Requirements

Bachelor’s degree in human resources, business administration, or a related field.
7–10+ years of progressive experience in talent acquisition, workforce planning, or related HR functions.
Demonstrated experience leading talent acquisition teams and influencing senior leaders in a mission-driven or values-based organization.
Proven ability to manage complex, multi-stakeholder hiring initiatives.
Strong analytical capability with experience translating data into practical, leadership-ready insights.
Excellent communication, judgment, and stakeholder management abilities.
Experience with applicant tracking systems (ATS), HRIS platforms (ADP preferred), and workforce analytics tools.
Demonstrate desire and ability to support organizational biblical and religious goals and participate in regular work-related spiritual activities without reservation.
Have a personal passion for and belief in the Word of God, its ability to transform lives, and the mission of American Bible Society.
Demonstrate alignment with the vision, mission, and values of American Bible Society.
Complex Communication: Proficient in communicating complex ideas to various stakeholders, both verbally and in writing.
Collaborative Effort: Works well with others, shares information, and contributes to team goals.
Cultural Advocacy: Champions and implements organizational diversity and inclusion strategies.
Service Strategy: Develops service-centric strategies, drives service recipient satisfaction, and ensures organizational alignment with service expectations.
Responsive Adjustment: Adjusts strategies based on new information, remains flexible in dynamic environments.
Strategic Optimization: Develops time management strategies for the organization, optimizes productivity, and aligns team efforts with organizational goals.
Strategic Organizational Solutions: Anticipates potential problems, creates strategic solutions and guides the organization through complex challenges.
Team Leadership: Guides, supports and leads team members to achieve goals, engage in cross-company collaboration and pivot when needed to achieve strategic change.
Prolonged periods sitting at a desk and working on a computer.
Occasional walking and standing are often necessary in carrying out job duties.
Ability to lift up to 20 pounds at a time.
Candidates must pass a background check as a condition of employment. This may include criminal history, credit check, and verification of employment and education history.
Employment is contingent upon satisfactory reference checks.
Candidates must provide proof of eligibility to work in the United States.
Candidates must sign and agree to uphold the ABS Affirmation of Biblical Community as a condition of employment.
As a faith-based organization, we require employees to affirm and uphold our Christian beliefs as a condition of employment. This requirement is consistent with our mission and ensures that our work environment aligns with our core values and deeply held religious principles.

Nice To Haves

Master’s degree and/or relevant professional certification (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR).

Responsibilities

Develop and lead an integrated talent acquisition strategy that reflects the organization’s mission, vision, values, strategic priorities, and evolving ministry needs.
Lead, coach, and develop the talent acquisition team, setting clear goals, performance metrics, fostering a service-oriented, faith-aligned approach to hiring.
Oversee full-cycle recruitment for ministry, leadership, professional, technical, specialized, and support roles, ensuring consistency, quality, and appropriate candidate experience.
Serve as a strategic partner to hiring managers and senior leaders to clarify role design, required capabilities, and cultural alignment before recruitment begins.
Strengthen employer branding that clearly and authentically communicates the organization’s Christian identity, mission impact, and workplace culture to prospective candidates.
Develop proactive sourcing strategies that broaden candidate pipelines, including faith-based networks, professional associations, and underrepresented talent pools.
Ensure hiring practices balance mission alignment, diversity and inclusion, and equitable access to opportunity.
Lead workforce planning processes, including headcount forecasting, succession planning, skill and capacity gap analysis, and identification of critical roles to support ministry sustainability.
Partner closely with Finance and senior leadership to align staffing plans with budgets, funding realities, and multi-year strategic priorities.
Provide disciplined analysis and recommendations regarding role timing, staffing models, and organizational capacity, particularly during times of growth, constraint, or change.
Use workforce data and analytics (e.g., time-to-fill, turnover, internal mobility, vacancy risk, quality of hire) to inform leadership decisions.
Surface workforce-related risks and tradeoffs, helping leaders balance ministry effectiveness, employee well-being, and responsible financial stewardship.
Support leaders in making thoughtful decisions about when to build internal capacity, redesign roles, pause hiring, or seek alternative staffing approaches.
Work closely with Sr. Director of Human Resources and HR team on people strategy and talent initiatives.
Ensure all hiring and workforce practices comply with applicable employment laws while remaining consistent with the organization’s faith commitments and values.
Promote hiring processes that are transparent, equitable, respectful, and mission-aligned.
Continuously improve recruiting and workforce planning systems, tools, and practices to increase efficiency, clarity, and decision quality.
Stay current on labor market trends, nonprofit and faith-based hiring practices, and emerging tools and technologies.
Serve as a trusted advisor to HR and senior leadership on workforce strategy, organizational change, and talent-related risk.
Contribute to broader people strategy conversations, including organizational design, leadership development, and succession readiness.