Senior People and Talent Manager

Senior People and Talent Manager Position: Full-Time Location: This position offers remote work from Los Angeles/New York/Denver. Please be aware that applications from candidates residing outside of California/Denver/New York will not be considered. OVERVIEW Movement Strategy is looking for a Senior Manager, People & Talent to oversee recruiting and people operations across Movement Strategy and Newfangled Studios. You will report to the Director of People, and work closely with hiring managers, department leads, and the leadership teams at both agencies. This is a two-sided role, and we want to be upfront about that. Reporting into the Director of People, roughly half your time will be spent in full-cycle recruiting in a creative, social-first environment where the best candidates aren’t applying to job posts. The rest is the operational spine underneath everything, policy, compliance, leave administration, onboarding, and the programming that makes people want to stay. You’ll go from drafting a leave policy to running a final-round debrief in the same afternoon. If that sounds energizing, keep reading. If it sounds like whiplash, this probably isn’t the one. The pace isn’t steady either. You’ll have stretches with several live searches running at once, and stretches where the work shifts almost entirely into HR and policy. If you like adjusting your own throttle and moving fluidly between two very different kinds of work, this is the job. A BIT ABOUT US Movement Strategy creates content and campaigns for the world’s most exciting brands. We win awards, make headlines, shatter engagement numbers and celebrate the journey along the way. It’s why companies like Amazon, Crocs, Bravo and Airlab come to us again and again. We’re fully remote with hubs in New York, Denver, and LA, and a presence all across the US. We believe collaboration is what takes our work from good to great, and at times, even to legendary status. We champion diverse opinions and creativity in every department, and provide professional development and learning opportunities with the goal of helping you discover your best work today, and learn how to make it even better in the future. KEY FOCUS AREAS Talent Acquisition: 50% Run full-cycle recruiting across both agencies: intake, sourcing strategy, screening, interview coordination, offer, and close Partner with hiring managers to define what “creative excellence” looks like before the first resume - scorecards, interview plans, panel design Source actively for creative, strategy, paid media and account roles; build pipelines for the roles we hire repeatedly so we’re not starting from zero each time Experience recruiting for roles where portfolio, book, or reel matters as much as resume, and you know how to evaluate that fairly You understand passive candidate dynamics in creative and social spaces, where the best people aren’t job-searching and don’t respond to a generic outreach template Own recruiting operations in Greenhouse: data hygiene, stage integrity, and reporting on time-to-fill, pass-through, and pipeline health Use AI tools to speed up sourcing and screening while still applying human judgment on portfolio, fit, and culture add. You know where AI speeds up the funnel and where it flattens the signal you actually need. Keep our process structured, consistent, and defensible, with documented rationale and equitable evaluation criteria Represent both agencies well to candidates, including the ones we don’t hire HR & People Operations: 40% Draft, update, and maintain policies and the employee handbook for two operating companies. You should be able to take a messy business need and come back with a clear, compliant draft that’s ready for review, not a blank page and a list of questions Maintain multi-state employment compliance day to day, including wage and hour, classification, required notices, and postings, and partner with the EVP on the calls that need escalation Administer leaves and accommodations end to end, including the interactive process and the documentation that goes with it Manage the employee lifecycle across our systems, from onboarding to status changes, offboarding, and records, and keep data clean across both entities Support performance and engagement cycles, including review administration, survey deployment, and pulling the signal out of the results Use AI to accelerate policy drafting, documentation, and first-pass analysis of engagement or review data, always with a human review pass for compliance and tone before anything goes out. Build process where it doesn’t exist yet and improve it where it’s clunky DEI & Culture Stewardship: 10% Serve as the internal thought partner on DEI, working alongside our fractional DEI partner to turn strategy into practice across both agencies Bring a real point of view. We want someone who can tell us where our practices fall short and push on it, not someone waiting to be told what the priorities are Build inclusive practice into how we hire and how we write policy, so it lives inside the work rather than running as a program on the side Ensure equitable access to development, opportunity, and recognition across both agencies QUALIFICATIONS + KEY FOCUS AREAS Recruiting & Talent Acquisition Full-cycle recruiting experience in an agency, creative, or media environment, you understand how creative and social teams are built and what those candidates actually care about Experience recruiting for roles where portfolio, book, or reel matters as much as resume, and you know how to evaluate that fairly Comfort sourcing and engaging passive candidates in creative and social spaces, where the best people aren’t job-searching and don’t respond to a generic outreach template Fluency with an ATS, we use Greenhouse; comparable systems are fine HR, Compliance & People Operations Working knowledge of multi-state employment law. You know what you know, you know what needs a lawyer, and you know the difference Demonstrated policy writing, bring examples, we’ll ask about them Experience administering leaves and accommodations, including the interactive process Fluency with an HRIS, we use Rippling and Lattice; comparable systems are fine Across Both 6+ years across HR and recruiting, with real depth on both sides. We’re not looking for a recruiter willing to learn HR, or an HR generalist who’s done a little sourcing Comfort working in an agency environment where priorities shift A substantive, current point of view on DEI in practice, not a philosophy, but specifics about what you’ve actually changed and what didn’t work, and experience partnering with external advisors or consultants to move it forward Comfortable using AI tools (Claude, Greenhouse/Lattice AI features, etc.) to move faster on drafting, research, and data synthesis, with sound judgment on where AI output needs a human check before it’s final. Nice to have Experience supporting a team through significant organizational change or integration Compensation analysis or leveling framework experience Experience mentoring at least one direct report Background in an agency that grew quickly or acquired IDEAL QUALITIES High energy, passionate, curious, confident, and tenacious in learning, coupled with the ability to navigate the nuances of different teams and disciplines across both agencies. Must communicate quickly and accurately, think quickly or improvise, and present confidently. You communicate directly and plainly. We don’t do corporate-speak here, and neither should our policies. You hold confidence completely. You’ll be in the middle of sensitive things constantly, and people need to know it lands nowhere. You can hold two speeds at once — the urgency recruiting demands and the precision that policy and compliance work demands — and you know which one a given moment calls for. Should be a nimble self-starter and quickly adjust to internal and external teams in an ever-changing environment; identify opportunity with bias to action. You’re proactive and naturally curious about the digital and social space, constantly looking for opportunities to evolve the department and advance the work. You are passionate about the work you do and treat the teams you support as if their success were your own. Have a track record of success in building strong relationships, leading teams, influencing others, and navigating culture across two agencies. You have a diverse and inclusive perspective and can turn it into something concrete — a changed process, a better panel, a policy that works for more people. You make others’ jobs easier (no matter who they are or what they do). You create a positive and open environment, and people trust you with hard things. Your attention to detail is unmatched, especially where the stakes are compliance, an offer letter, or someone’s employment record. You know how to work smarter, not harder. BENEFITS & PERKS Movement Strategy’s approach to the future of work: We embrace a remote culture and empower our employees to work wherever they feel most productive. To facilitate in-person collaboration, we have a partnership with WeWork which allows our employees to have a membership to any location nationwide. We recruit in our three main states of California, Colorado, and New York. As a leader in social advertising, we rely on the creativity of our people to deliver the best work for our clients. In return, we invest in our employees by offering them a diverse suite of benefits from best-in-class carriers, with enough choice and flexibility to keep our team and their families healthy and happy today and tomorrow. 100% employer contribution for health (base plan), vision, and dental 401K Retirement Plan with Company Match Short and Long Term Disability Life Insurance & AD&D Paid Parental Leave Fully-Remote Agency Unlimited Paid Time Off Take-As-You-Need Paid Time Off Take-As-You-Need Paid Mental Health Days 10 days minimum required off per year Company Paid Holidays and More Week-Long Winter Agency Closure Support for continued education New Business Referral Bonus Movement Journey Program