Roosevelt Institute - Senior Manager, Employee Relations & Development

• Employee Relations & Compliance

• Manage primary point employee relations across the organization, providing timely guidance on workplace issues, policy interpretation, and resolution strategies.
• Manage overall employee benefits, including vendor relationships and staff education.
• Conduct or support workplace investigations in collaboration with legal counsel, Chief People and Equity Officer (CPEO), and senior leadership, ensuring sound judgement and discretion throughout.
• Advise managers on corrective action, conflict resolution, and employment law considerations.
• Ensure HR policies and procedures remain compliant with federal, state, and local laws; recommend and implement updates as needed.
• Partner with the CPEO and union partners to uphold the Collective Bargaining Agreement.

• Performance Management & Coaching

• Lead Roosevelt’s performance management cycles, including design, facilitation, and coaching for managers and staff.
• Provide 1:1 guidance to people leaders and staff using a variety of coaching frameworks.
• Own and manage the Lattice performance management system, including setup, maintenance, user support, and ongoing process improvements to ensure a smooth and effective staff experience.
• Develop tools, templates, and feedback processes to support continuous performance conversations, performance improvement, and progressive discipline.
• Support the CPEO in calibrating and implementing fair and sustainable compensation and benefits.

• Staff Development & Learning

• Design and facilitate professional development programming and staff training (e.g., management training, feedback workshops, onboarding refreshers).
• Maintain and support e-learning systems, monitor completion rates, and identify learning gaps.
• Coordinate individual development planning for emerging leaders and team members across departments.

• Internal/External Communications & Engagement

• Draft and support staff-facing HR communications in collaboration with the Communications team and senior leadership.
• Identify opportunities to improve staff connection and morale; support team-building efforts and cross-org collaboration.
• Partner on initiatives that advance equity, inclusion, and belonging in our workplace culture.
• Manage external vendors and tools, including payroll, benefits, and performance management systems and partners.

• Organizational Support

• Collaborate closely with the talent acquisition lead to ensure alignment across the employee lifecycle.
• Contribute to ongoing process improvement and help shape a transparent, supportive, and equitable employee experience.
• Champion a people-first culture by ensuring engagement, inclusion, and staff well-being remain central to team priorities and organizational initiatives.

• Master’s degree in Human Resources, Organizational Development, or related field preferred
• 7+ years of nonprofit, political, or policy research HR experience with a focus in employee relations, coaching, and learning & development
• Deep understanding of employment law, conflict resolution, and workplace investigation protocols in a nonprofit, advocacy, or policy research organization
• Experience using multiple coaching and leadership development models with proven success coaching managers
• Skilled facilitator with experience designing and leading training sessions and staff engagement initiatives
• Clear, thoughtful communicator with strong writing and presentation skills
• High emotional intelligence with a calm and empathetic presence, especially in complex or sensitive situations
• Strong collaboration skills and ability to build trust across all levels of staff
• Demonstrated commitment to equity and inclusion in all aspects of HR practice
• Experience working in a unionized or hybrid workplace is a plus
• SHRM-SCP, SHRM-CP, or comparable certification is preferred

NRG Consulting Group