Senior Manager, People Experience

Senior Manager, People Experience 

FLSA STATUS: Exempt 

Location: Remotely based U.S. 

 

WHO WE ARE: 

MGT is a leading provider of technology and advisory solutions serving state, local, and education government agencies (SLED) across the United States. Through client partnerships, MGT’s almost 1,000 employees impact communities for good by managing and securing critical networks, solving complex human capital and fiscal problems, elevating education systems, and advancing equity as a performance imperative. MGT partners with thousands of agencies as a trusted advisor delivering solutions that improve technology, operational, and economic performance to help communities thrive. 

Founded in 1975, MGT initiated an ambitious restart in 2016, broadening the solutions portfolio to provide the most specialized solutions, tackling the most mission-critical problems that live at the top of the public agency leadership agenda. MGT drives over 20% compound annual organic growth and utilizes programmatic mergers and acquisitions to grow capabilities, attract top talent, and accelerate growth scale. Since 2020, MGT has successfully completed 10 acquisitions, driving over 60% compound annual inorganic growth. 

Celebrating its 50th year in 2025, the firm attracts exceptional talent and empowers them to exceed client expectations as they navigate the dynamic demands of the clients we serve. Hear more about MGT’s culture in the words of our employees. 

WHAT YOU'LL DO:  

Our People Experience team plays a crucial role in supporting our mission by recruiting, developing, and retaining the best talent to drive our social impact initiatives. As the Senior Manager of People Experience, you will oversee both the operational and strategic aspects of talent acquisition and workforce planning. You will play an essential role in aligning our talent strategy with business goals, supporting leadership with key talent decisions, and ensuring that we have the right people in the right roles to achieve our organizational objectives.  

You will lead and mentor the Talent Acquisition team while also contributing to broader HR initiatives that ensure our workforce strategy is forward-thinking, inclusive, and aligned with organizational goals. You will partner with senior leadership to advise on talent-related decisions and build proactive strategies that align with both current and future organizational needs. 

In this role, you will: 

Talent Acquisition Leadership 

• Lead, mentor, and manage a team of Talent Acquisition Partners (Recruiters), fostering high performance, development, and alignment with recruitment and organizational goals. 

• Oversee the full recruitment lifecycle, ensuring that all stages—from job postings to offer acceptance—are executed efficiently and effectively. 

• Maintain compliance across recruitment activities, ensuring adherence to all federal, state, and organizational regulations and guidelines. 

• Optimize the background check process, working closely with external vendors to ensure accuracy and operational efficiency. 

• Design and implement reporting systems to track and measure recruitment KPIs, delivering actionable insights to leadership and enabling data-driven decisions. 

• Leverage data and analytics to continuously evaluate recruitment performance, assess trends, and refine recruitment strategies to attract diverse and high-quality talent. 

Strategic Workforce Planning & Talent Alignment 

• Collaborate with senior leadership to align talent acquisition and workforce planning with long-term organizational strategies. 

• Provide strategic insights on workforce needs and talent trends to help guide succession planning, retention initiatives, and overall organizational talent strategies. 

• Conduct regular talent forecasting exercises to ensure that talent pipelines are aligned with current and future business needs, identifying gaps and proactively developing strategies to address them. 

• Work cross-functionally with HR business partners and leadership teams to identify and address organizational needs, ensuring the right talent is in place to support business growth and innovation. 

• Partner with leadership to implement succession planning processes, identifying and developing future leaders within the organization. 

Process Optimization & Technology Integration: 

• Identify opportunities for continuous improvement in both recruitment processes and broader talent management practices,