Admin - Talent & Culture - Manager, Workforce Optimization and Retention

Manager, Workforce Optimization & Retention

Reports To: Director of Learning & Development

Department: Learning & Development

FLSA Status: Exempt (standard for this level — confirm with HR before posting)

Salary Range: 85000 - 90000

Position Summary

The Manager, Workforce Optimization & Retention owns workforce analytics, retention strategy, and process improvement for the agency — turning workforce data into actionable recommendations and managing their implementation. Reporting to the Director of Learning & Development, this role also provides data, analysis, and coordination support to career development, leadership effectiveness, and workforce planning initiatives that are owned by L&D, Talent Strategy & People Operations, and agency leadership. This position helps ensure the agency maintains a skilled, engaged, and sustainable workforce equipped to meet the evolving needs of the children, families, and communities it serves.

Essential Responsibilities

Retention Strategy & Workforce Analytics

• Analyze turnover, engagement, onboarding, and workforce data to identify trends, risks, and opportunities.
• Conduct root-cause analyses of turnover patterns and workforce challenges, and recommend and implement solutions to address systemic issues.
• Partner with leaders to analyze retention challenges and implement targeted strategies for departments, programs, and employee populations, including high-performing, high-potential, and mission-critical staff.
• Develop and maintain workforce dashboards and reports on retention and workforce stability; present findings and recommendations to leadership.
• Analyze promotion, transfer, and mobility trends, and recommend strategies to strengthen employee advancement opportunities.
• Partner with leaders to identify workforce development priorities, staffing challenges, succession risks, and future talent needs.

Organizational Effectiveness & Continuous Improvement

• Identify workforce trends and employee feedback related to supervisory effectiveness and leadership practices.
• Conduct assessments of workflows, role structure, and workload distribution to identify barriers to employee success and retention.
• Lead or support cross-functional projects focused on organizational effectiveness and employee success.
• Identify opportunities to improve role clarity, collaboration, and communication across teams.
• Support organizational change initiatives that strengthen workforce and organizational performance.

Cross-Functional Support

• The responsibilities below provide data, analysis, and coordination support to work owned by L&D, Talent Strategy & People Operations, and agency leadership. This role does not own program design or strategy in these areas.
• Partner with agency leadership to anticipate workforce challenges and help shape proactive talent strategies.
• Partner with Employee Experience to analyze themes from stay conversations, engagement surveys, and employee feedback, and translate them into actionable recommendations for L&D and other partners.
• Collaborate with Learning & Development to align development opportunities with workforce and organizational needs.

Qualifications

Required

• Bachelor's degree in Human Resources, Organizational Development, Public Administration, Social Work, Psychology, Education, Business Administration, or a related field — or an equivalent combination of education and experience.
• Minimum of five years of progressively responsible experience in workforce development, organizational development, talent management, employee retention, learning and development, human resources, or a related discipline.
• Experience analyzing workforce data and translating findings into actionable strategies and recommendations.
• Demonstrated ability to lead projects, facilitate organizational change, and influence stakeholders at multiple levels.
• Strong facilitation, communication, relationship-building, and consulting skills.
• Familiarity with organizational effectiveness, continuous improvement, workforce planning, or change management methodologies.
• Ability to partner effectively with leaders and staff across all levels of the organization.

Preferred

• Experience in a nonprofit, human services, behavioral health, healthcare, education, or community-based organization.
• Experience addressing workforce challenges common to mission-driven organizations, including burnout, workforce shortages, and staff retention.
• Experience supporting leadership and supervisor development initiatives.

Preferred Certifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR
• Prosci Change Management Certification
• Lean Six Sigma Green Belt or equivalent