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Open nowPosted 15 hours ago

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

The Child Center of NY114 open roles

Where
New York, NY, USA
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Your applicationOpen nowAdmin - Talent & Culture - Manager, Workforce Optimization and RetentionThe Child Center of NY · New York, NY, USA

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The clock on this job

Early applications get read.

12.8% of postings close within 7 days. Measured by our own scanner across the market. The Child Center of NY postings stay open a median of 20 days.

Share of postings closed within
  1. 2.2%1 day
  2. 4.5%3 days
  3. 12.8%7 days
  4. 20.6%14 days
  5. 35.6%30 days
  6. 58.4%60 days
This job: posted 15 hours ago

The Child Center of NY median: 20 days open

The posting

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.

Supervisory Responsibilities

This position has no direct reports.

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

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