Senior Manager, Talent & Culture

Founded in 2004, BME Strategies is a Massachusetts-based consulting firm specializing in the design, implementation, and evaluation of public health programs for local, regional, and state government partners. Our work supports evidence-based, community-driven solutions that strengthen public health systems and advance equity across the communities we serve.

As we continue to grow, we are investing intentionally in our people systems, ensuring we attract exceptional talent, support meaningful growth, and maintain a strong, connected internal culture.

Position Overview

Reporting to the Director of Finance & Operations, the Senior Manager, Talent & Culture is a hands-on, high-impact role with primary responsibility for talent acquisition across the firm, working in close partnership with leadership and hiring managers to support BME’s growth.

This role is ideal for an entrepreneurial, execution-oriented talent leader who enjoys high-volume recruiting, building and maintaining warm candidate pipelines, and contributing directly to a growing organization. The Senior Manager operates across the full talent lifecycle - from continuous candidate engagement and interview coordination, to performance management, internal culture, and talent development.

While this role carries significant ownership, it is deeply collaborative. The Senior Manager works closely with leadership to align on priorities and strategy, and with hiring managers to define needs, manage searches, and ensure a thoughtful, equitable candidate experience. The right candidate is energized by both rolling up their sleeves day to day and thinking strategically about how talent evolves as the organization scales.

Key Responsibilities

Talent Acquisition & Pipeline Management (Primary Focus)

• Own and manage full-cycle recruiting for staff and consultant roles across the firm, often supporting multiple concurrent searches.
• Build and maintain a pipeline of warm, engaged candidates aligned with BME’s mission, values, and evolving needs.
• Partner closely with hiring managers to clarify role scope, success profiles, and timelines.
• Draft and post job descriptions; manage sourcing strategies and outreach.
• Conduct initial candidate screens and maintain ongoing candidate conversations.
• Coordinate all interview logistics, including scheduling, communications, and feedback collection.
• Ensure a high-quality, inclusive, and responsive candidate experience from first contact through offer.
• Track and monitor recruiting metrics (e.g., time to hire, pipeline health) and refine processes as the firm grows.

Talent Lifecycle & Onboarding

• Coordinate onboarding processes and materials to ensure new hires feel welcomed, informed, and set up for success.
• Partner with leadership and managers to strengthen early employee experience and integration into teams and projects.
• Gather feedback from new hires and hiring managers to continuously improve recruiting and onboarding practices.

Performance Management & Growth

• Lead the refinement and ongoing support of BME’s performance management approach, with a focus on clarity, growth, and equity.
• Support goal-setting, feedback, and review cycles (90-day, mid-year, and annual).
• Develop tools, templates, and guidance to help managers deliver meaningful, consistent feedback.
• Use insights from performance and engagement trends to inform talent development priorities.

Internal Culture & Employee Experience

• Partner with the leadership to strengthen internal culture, connection, and engagement across a distributed team.
• Support employee engagement surveys, feedback mechanisms, and follow-up actions.
• Help design and support internal initiatives that reinforce BME’s values, collaboration, and sense of belonging.
• Serve as an approachable and trusted partner for talent- and culture-related conversations.

Strategic Talent Partnership

• Partner with leadership on talent strategy, workforce planning, and hiring prioritization.
• Help the organization think proactively about internal talent growth, role evolution, and future hiring needs.
• Continuously assess and improve talent systems to support a growing, mission-driven organization.

Requirements

• 7+ years of experience in talent acquisition, talent management, or people operations, with significant hands-on recruiting experience.
• Demonstrated success supporting high-volume or multi-role recruiting in a fast-paced environment.
• Comfortable owning day-to-day recruiting execution while partnering closely with leadership and hiring managers.
• Strong relationship-builder who enjoys working collaboratively with candidates and internal stakeholders.
• Highly organized and responsive; able to manage multiple searches and priorities simultaneously.
• Experience supporting or refining performance management and employee development processes.
• Clear, warm, and professional communication style.
• Experience with applicant tracking systems and collaboration tools (e.g., Workable, Slack, Google Workspace).
• Commitment to equity, inclusion, and BME’s public health mission.

Benefits

Compensation and Benefits

• Expected range is $95,000-$110,000/ annually, commensurate with experience
• Comprehensive benefits package, including:
• 6+ weeks total leave, including paid vacation, sick time, personal leave, and floating holidays
• Health, dental, and vision insurance
• Health FSA and dependent care FSA
• 401(k) with employer match
• Employer-paid short-term and long-term disability insurance
• One-time technology stipend
• Opportunities for professional development and career growth

Why Join BME

• Opportunity to play a central role in shaping BME’s talent strategy during a period of growth.
• Hands-on, collaborative role with strong leadership partnership and real organizational influence.
• Mission-driven work supporting public health systems and community impact.
• Values-based culture that prioritizes transparency, learning, and connection.
• Flexible, primarily remote work environment.

Important Notice on Recruitment Fraud:

BME Strategies communicates with applicants only through email addresses ending @bmestrategies.com. We do not use third-party domains for recruitment outreach. If you receive communication from a different email address, please do not respond and report it to us at [email protected]

BME Strategies expects a large volume of applicants for this position and only those candidates invited to move forward in the interview process will be contacted.

Please note that BME Strategies is unable to sponsor work-related visas.

We are made up of individuals with different strengths, experiences, and backgrounds. Diversity not only includes race and gender identity but also age, disability status, veteran status, sexual orientation, religion, and many other parts of one’s identity. These varied points of view are key to our success, and inclusion is everyone's responsibility.

BME Strategies is an equal opportunity employer. All qualified applicants will be considered for employment without unlawful discrimination based on race, color, creed, national origin, sex, age, disability, marital status, sexual orientation, military status, prior record of arrest or conviction, or current employment status.