Manager of Talent Life Cycle

Location: Richmond,California,United States

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 acco