Senior Manager, Talent & Workforce Strategy

The Honey Pot Company; Atlanta (GA); On-site; USD 140,000 - 210,000; Full time

Job summary

The Honey Pot Company in Atlanta, GA, is seeking a Senior Manager, Talent & Workforce Strategy to lead talent acquisition, workforce planning, and organizational capability. You will partner with senior leaders to translate growth plans into hiring priorities and design scalable learning programs.

This is a hands-on, strategic role requiring broad HR expertise, excellent judgment, and a collaborative approach balancing risk, compliance, and employee experience.

Qualifications

• Bachelor's degree in human resources, business, organizational development, or related field.
• 5+ years of progressive HR experience across talent acquisition, workforce planning, performance management, employee relations and development.
• Experience leading full-cycle recruiting for corporate, specialized, and leadership roles with proactive pipelines.
• Strong coaching for managers on feedback, documentation, and performance actions.
• Knowledge of multi-state employment laws and risk management.
• Experience designing enterprise learning strategies and scalable programs.
• Experience supporting talent reviews, succession planning, internal mobility, and competency frameworks.

Responsibilities

• Own end-to-end recruitment for entry level, specialized and leadership roles from need definition through onboarding.
• Build diverse pipelines and equitable hiring practices with clear role profiles and interview plans.
• Translate growth plans into workforce requirements, headcount forecasts, budgets, and hiring priorities.
• Monitor talent needs and assess workforce risks to inform leadership decisions.

Skills

Talent acquisition

Workforce planning

Performance management

Employee relations

Learning & development

Data-driven decisions

Education

Bachelor's degree

Advanced HR certification

Job description

Please note that we are currently not working with recruiters or any external agencies, as we handle all talent acquisition in-house with our dedicated team.

Who We Are:

The Honey Pot was born out of one woman’s need to naturally heal herself. And evolved into a mission to clean up the feminine care aisle. Our mission is to educate, support, and provide humans with vaginas around the world, the tools and resources that promote health and wellness; by engaging these humans one healthy honey pot at a time. Through our functional plant derived feminine care system, our goal is to provide humans with a safe and alternative to feminine care that is powered by herbs.

Company Mission:

We serve humanity through community connections, transparent education, and safe, plant-derived products that work.

The Senior Manager, Talent & Workforce Strategy is a versatile senior People leader who ensures Honey Pot Company has the talent, capabilities, leadership practices, and workforce plans needed to support current priorities and future growth. This role leads talent acquisition and workforce strategy while serving as a trusted advisor on performance management, employment practices, specialized leaves and accommodations, and enterprise learning. Partnering closely with the Head of HR, Finance, and business leaders, the Senior Manager translates business needs into practical, equitable, legally sound, and data-informed people solutions.

What You'll Do:

• Own the end-to-end recruitment process for all entry level, specialized and leadership roles from defining the hiring need and developing the sourcing strategy through candidate assessment, selection, offer management, and onboarding transition.
• Build diverse talent pipelines and create consistent, equitable hiring practices, including clear role profiles, interview plans, scorecards, and interviewer training.
• Partner with the Head of HR, Finance, and business leaders to translate growth plans into workforce requirements, hiring priorities, timing, budgets, and headcount forecasts.
• Track current and future talent needs and identify workforce risks and trade-offs to support leadership decisions.

Performance, Talent & Organizational Capability - 35%

• Coach managers through performance expectations, feedback, documentation, development planning, and difficult performance conversations with clarity, consistency, and care.
• Support performance-improvement plans and other formal performance actions in partnership with the Head of HR, ensuring documentation, process, and decisions are fair and defensible.
• Support talent reviews, succession planning, critical-role identification, readiness assessments, internal mobility, and career pathways.
• Assess skill and capability gaps and recommend whether THP should hire, develop, automate, or engage external partners to address them.
• Support organizational design and role clarity by defining job structures, responsibilities, competencies, and market expectations.

Organizational Learning Strategy and People Partnership - 25%

• Design and advance THP's enterprise learning strategy based on business priorities, capability gaps, talent insights, and the skills leaders and teams need for future growth.
• Build scalable manager and leadership development, functional capability, onboarding, career-development, and compliance-learning solutions in partnership with internal leaders and external experts.
• Establish learning priorities, curricula, annual plans, vendors, measures of effectiveness, and practical reinforcement approaches that translate learning into behavior and business impact.
• Serve as a trusted People advisor who can move between strategy and execution, balance human and business needs, and provide additional support across critical People & Culture priorities.
• Track and communicate meaningful talent, workforce, performance, employee-relations, leave, and learning insights while continuously improving processes through technology and automation.

HR Governance - Ongoing

• Monitor employment-law changes and help translate requirements into practical policies and processes.
• Support the development, review, and consistent application of HR policies and practices.
• Partner with the Head of HR and legal counsel on compliance priorities, policy updates, and manager education.
• Serve as a trusted People partner to leaders, balancing employee experience, business needs, and compliance.

Who You Are:

• A broad and highly versatile People leader who can move fluidly among talent strategy, recruiting, performance, employee relations, and enterprise learning.
• A trusted, human-centered advisor who can coach through difficult conversations, exercise sound judgment, and build credibility with leaders, employees, candidates, and partners.
• A strategic thinker and structured operator who brings clarity to ambiguity, understands employment risk, and translates business needs into practical action.
• A collaborative, data-informed change agent who balances empathy, speed, equity, quality, legal compliance, employee experience, and financial discipline.

What You Need:

• 5+ years of progressive, broad-based Human Resources experience spanning talent acquisition, workforce planning, performance management, employee relations, and talent development.
• Demonstrated success leading full-cycle recruiting for corporate, specialized, and leadership-level roles while building proactive pipelines and equitable selection practices.
• Experience translating business plans into headcount, skills, capability, organizational, and talent-pipeline requirements.
• Strong manager-coaching capability, including experience guiding performance feedback, documentation, performance-improvement plans, and difficult employee conversations.
• Progressive knowledge of federal and multi-state employment laws and the judgment to identify, manage, document, and escalation employee-relations risk appropriately.
• Experience designing enterprise learning strategies and scalable manager, leadership, functional, onboarding, or compliance-development programs.
• Experience supporting talent reviews, succession planning, internal mobility, career pathways, competency frameworks, and development planning.
• Exceptional judgment, discretion, empathy, and attention to detail when handling confidential, sensitive, or legally complex matters.
• Ability to shift between strategy and execution and manage competing priorities in a fast-paced, evolving environment
• Bachelor's degree in human resources, business, organizational development, or a related field, or equivalent relevant experience; advanced HR certification is preferred.
• Experience in a high-growth consumer products, retail, or similarly dynamic multi-state organization is preferred.

Core Values in Action

Human Centered Mindset:

We carefully consider and address the impact all our business decisions will have on the humans we serve. We know our humans so well that we can anticipate their needs, and we seek to provide an experience that exceeds their expectations.

Courageously Collaborative:

We are a talented team who respects each individual for their towering strengths and understands that the best results come from clear expectations, collaboration and holding ourselves and each other accountable for shared results.

Growth Mindset:

We put fresh thinking in action and constructively challenge the usual approach of doing things in order to create better products for our humans and a better work experience for our team.

Wellbeing inside and out:

We know that people reach their full potential when they operate in an environment that supports their wellbeing. At The Honey Pot we prioritize wellbeing with consistency and transparency for our internal team, our external partners and our humans.

Partners in Profit:

We are all owners of The Honey Pot and we partner to make thoughtful and well-reasoned business decisions to drive growth.

Company Guidelines:

This job description is not designed to cover or contain a comprehensive listing of all activities, duties or responsibilities that are required of the team member during the course of employment. Additional duties and responsibilities may be assigned by supervisor as business needs dictate and as the supervisory personnel deem appropriate.

All The Honey Pot Company team members are expected to follow company policies and procedures, whether those policies and procedures are established in writing or in practice.

All The Honey Pot Company team members must adhere to the highest of ethical standards, respect and cooperation in the workplace and focus on delivering a world-class experience to internal customers and all The Honey Pot Company clients.