Senior People and Talent Manager

Senior People and Talent Manager

Position: Full-Time

Location: This position offers remote work from Los Angeles/New York/Denver. Please be aware that applications from candidates residing outside of California/Denver/New York will not be considered.
OVERVIEW

Movement Strategy is looking for a Senior Manager, People & Talent to oversee recruiting and people operations across Movement Strategy and Newfangled Studios. You will report to the Director of People, and work closely with hiring managers, department leads, and the leadership teams at both agencies.

This is a two-sided role, and we want to be upfront about that. Reporting into the Director of People, roughly half your time will be spent in full-cycle recruiting in a creative, social-first environment where the best candidates aren't applying to job posts. The rest is the operational spine underneath everything, policy, compliance, leave administration, onboarding, and the programming that makes people want to stay. You'll go from drafting a leave policy to running a final-round debrief in the same afternoon. If that sounds energizing, keep reading. If it sounds like whiplash, this probably isn't the one.

The pace isn't steady either. You'll have stretches with several live searches running at once, and stretches where the work shifts almost entirely into HR and policy. If you like adjusting your own throttle and moving fluidly between two very different kinds of work, this is the job.
A BIT ABOUT US

Movement Strategy creates content and campaigns for the world’s most exciting brands. We win awards, make headlines, shatter engagement numbers and celebrate the journey along the way. It’s why companies like Amazon, Crocs, Bravo and Airlab come to us again and again.

We’re fully remote with hubs in New York, Denver, and LA, and a presence all across the US. We believe collaboration is what takes our work from good to great, and at times, even to legendary status. We champion diverse opinions and creativity in every department, and provide professional development and learning opportunities with the goal of helping you discover your best work today, and learn how to make it even better in the future.
KEY FOCUS AREAS
Talent Acquisition: 50%

- Run full-cycle recruiting across both agencies: intake, sourcing strategy, screening, interview coordination, offer, and close

- Partner with hiring managers to define what "creative excellence" looks like before the first resume - scorecards, interview plans, panel design

- Source actively for creative, strategy, paid media and account roles; build pipelines for the roles we hire repeatedly so we're not starting from zero each time

- Experience recruiting for roles where portfolio, book, or reel matters as much as resume, and you know how to evaluate that fairly

- You understand passive candidate dynamics in creative and social spaces, where the best people aren't job-searching and don't respond to a generic outreach template

- Own recruiting operations in Greenhouse: data hygiene, stage integrity, and reporting on time-to-fill, pass-through, and pipeline health

- Use AI tools to speed up sourcing and screening while still applying human judgment on portfolio, fit, and culture add. You know where AI speeds up the funnel and where it flattens the signal you actually need.

- Keep our process structured, consistent, and defensible, with documented rationale and equitable evaluation criteria

- Represent both agencies well to candidates, including the ones we don't hire

HR & People Operations: 40%

- Draft, update, and maintain policies and the employee handbook for two operating companies. You should be able to take a messy business need and come back with a clear, compliant draft that's ready for review, not a blank page and a list of questions

- Maintain multi-state employment compliance day to day, including wage and hour, classification, required notices, and postings, and partner with the EVP on the calls t