[Hiring] Manager of Talent Life Cycle @rubiconprograms

The Manager of Talent Life Cycle is a hands-on leader responsible for implementing, and continuously improving the full life cycle of the employee experience—from attraction and recruitment through onboarding, engagement, development, and offboarding. This role ensures that Rubicon’s people practices are aligned with organizational values, rooted in equity, and designed to strengthen engagement, retention, and workforce readiness.

The Manager of Talent Life Cycle leads efforts to enhance hiring strategies, streamline talent processes, and strengthen the organization's ability to attract, retain, and grow exceptional talent. This includes leveraging technology to optimize candidate evaluation and ensure equitable, efficient, and bias-reducing hiring practices. The Manager will also develop, train, and maintain a pool of employees to serve as an organization-wide interview panel, supporting equitable, consistent, and competency-based hiring across all divisions.

Reporting directly to the Chief Talent Officer, the Manager will partner closely with hiring managers, the Talent and HR Operations teams, and organizational leadership to create a thriving, mission-driven workplace culture that grows leaders at every level.

RESPONSIBILITIES

Talent Acquisition & Employer Branding
• Implement and iterate on the full-cycle recruitment strategy, including developing creative sourcing, screening, selection, and offer processes across multiple business units and roles.
• Leverage resume screening platforms, applicant tracking systems (Trakstar), and sourcing technologies to improve quality, efficiency, and equity in recruitment practices.
• Train and support hiring managers on inclusive hiring practices and skill- and competency-based interviewing.
• Develop and maintain a trained pool of employees to serve as an organization-wide interview panel, ensuring diverse, skilled, and mission-aligned participation in the hiring process.
• Champion and co-lead employer branding initiatives to enhance Rubicon’s reputation as an employer of choice, including social media and community engagement strategies.

Talent Management & Retention
• Implement and improve employee life cycle strategies to support onboarding, engagement, career development, and retention.
• Collaborate with managers and leaders to support succession planning, talent reviews, and career pathways.
• Develop and maintain standardized onboarding and offboarding processes, ensuring they are meaningful, efficient, and legally compliant.

Systems, Data, & Process Improvement
• Utilize technology and data analytics to monitor talent metrics and recommend improvements to hiring, retention, and engagement practices.
• Ensure talent acquisition and life cycle practices are aligned with organizational equity, compliance, and scalability needs.
• Develop procedures and workflows to ensure a smooth and consistent experience across the employee tenure.

Collaboration, Training, & Organizational Partnership
• Serve as a key partner to the HR Operations and Compliance team to ensure seamless coordination between talent acquisition, onboarding, records management, and compliance obligations.
• Facilitate workshops or training sessions for hiring managers, interview panels, and leaders on talent life cycle best practices and evolving market trends.
• Actively contribute to the overall Talent Division strategies and initiatives to build a high-performing and engaged workforce.

COMPETENCIES
• 5 years of progressively responsible experience in talent acquisition, talent management, or HR, preferably in multi-entity or mission-driven organizations.
• Demonstrated experience implementing or leveraging technology platforms such as ATS systems, resume screening tools, and HRIS software.
• Strong commitment to diversity, equity, inclusion, and belonging in hiring and talent practices.
• Excellent communication, project management, and relationship-building skills.
• Ability to manage multiple priorities in a fast-paced, evolving environment.

KEY ROLE BASED COMPETENCIES
• Strategic & Systems Thinking: Ability to connect organizational strategy with operational implementation across nonprofit and business contexts.
• Operational Implementation: Highly organized with a focus on delivering accurate, timely, and high-quality outcomes.
• Change Management: Skilled at leading system transitions and organizational change with empathy and accountability.
• Risk Awareness: Proactive identification of compliance vulnerabilities and implementation of preventative solutions.
• Equity Lens: Ability to embed diversity, equity, inclusion, and belonging principles into compliance and operations practices.
• Collaborative Leadership: Builds strong partnerships across programs, operations, and leadership teams.
• Design thinking: Experience applying design thinking principles to create user-centered HR policies, processes, or system improvements.
• Lifelong Learner: Active engagement in professional development through industry associations, certifications, or ongoing HR/compliance training.

COMPENSATION AND BENEFITS
• $75,000-$85,000 Annually
• Medical, Dental and Vision health plans. Kaiser and Sutter Health options.
• 3 weeks paid vacation and sick leave, 13 paid holidays.
• 4 days paid restorative holiday between Christmas and New Years.
• Employer sponsored retirement plan.
• Pre-tax transportation and flexible spending accounts.

About Rubicon

An $18M non-profit Rubicon, provides direct services at eight locations in Alameda and Contra Costa counties and operates a growing commercial landscape social enterprise program that is a leader in sustainable practices. Rubicon transforms East Bay communities by equipping people to break the cycle of poverty. Recognized as a national leader in workforce development, Rubicon provides individualized one-on-one career advising, job search support, financial education, wellness and legal services, to very low-income people who face significant barriers to achieving economic mobility.

Rubicon is a 2022 Great Place to Work, on a journey towards becoming a high-road employer and an anti-racist organization. We are committed to systems change and advocacy through efforts like expanding and deepening Employee Resource Groups; the launch of an internal Racial Justice Task Force; and implementation of talent and culture supports that acknowledge and facilitate healing from the direct and indirect effects of racial trauma.

Rubicon actively recruits staff members with a diversity of culture, thought, and lived experiences who are not only highly skilled, but who consistently demonstrate a commitment to our vision of an East Bay without poverty and are passionate about this work.

Rubicon is proud to be an Equal Employment Opportunity/Affirmative Action Employer and values diversity of culture, thought, and lived experiences. We seek talented, qualified individuals regardless of race, color, religion, sex, pregnancy, marital status, age, national origin or ancestry, citizenship, conviction history, uniform service membership/veteran status, physical or mental disability, protected medical conditions, genetic characteristics, sexual orientation, gender identity, gender expression regardless of physical gender, or any other consideration made unlawful by federal, state, or local laws.

Rubicon uses E-Verify to validate the eligibility of our new employees to work legally in the United States.

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