Senior Manager of Talent & People Operations

Scale to Win is a fully-remote, progressive, political tech company founded in 2020 by organizing leaders from the Biden/Harris, Bernie 2020, Warren 2020, Bernie 2016, and Hillary for America Presidential campaigns. Our product offerings include Scale to Win Text, our “all-in-one” shortcode and longcode texting tool, and the Scale to Win Dialer, a predictive calling tool. Scale to Win also offers turnkey “We Text” services, where our team builds text campaigns, sends messages, collects data, and ensures compliance on behalf of clients.

We work with more than 3,000 Democratic and progressive campaigns and organizations, driving change. Current and past clients include the Biden-Harris campaign, the Democratic National Committee, the Working Families Party, the AFL-CIO, UFCW, MoveOn, and For Our Future.

Scale to Win is hiring a Senior Manager of Talent & People Operations to lead and scale equitable, efficient hiring systems while ensuring strong people operations practices that support staff success and organizational effectiveness.

The Senior Manager of Talent & People Operations plays a critical role in advancing Scale to Win’s mission by building and stewarding equitable, compliant, and well-run hiring and people operations systems. This role ensures that the organization attracts, selects, and supports talent in ways that reflect its values, mitigate risk, and enable teams to do their best work. By combining strong operational execution with a commitment to fairness and consistency, the role strengthens organizational capacity, staff experience, and long-term sustainability.

On a day-to-day basis, the Senior Manager oversees the full hiring lifecycle across multiple concurrent searches, partnering closely with hiring managers to manage timelines, tools, communication, and candidate experience. The role maintains and improves recruiting infrastructure, including the applicant tracking system, standardized hiring materials, reporting, and manager training. In parallel, the position supports core people operations work such as onboarding and offboarding, employee inquiries, documentation upkeep, and compliance support. The Senior Manager collaborates with People Operations leadership, legal counsel, and external partners as needed, bringing a detail-oriented, proactive approach to execution while continuously identifying opportunities to improve systems, clarity, and equity across people practices.

Core Responsibilities

Hiring & Recruiting Operations (80%)

• Design, implement, and continuously improve centralized hiring processes that drive consistency and efficiency across teams, exercising sound judgment and anticipating downstream risk
• Serve as the operational partner to hiring managers, enforcing hiring standards and timelines while supporting equitable, compliant processes and manager-owned selection decisions
• Manage concurrent searches across the full hiring lifecycle, applying strong project management and communication skills to ensure timely coordination, clear updates, and consistent follow-through with hiring managers, interviewers, and candidates
• Manage operational aspects of recruitment and hiring, including drafting and posting job descriptions, coordinating schedules, facilitating communication with candidates, and maintaining timely follow-up
• Oversee and optimize the applicant tracking system, ensuring accurate records, reporting, and compliance
• Develop and maintain standardized hiring tools, such as playbooks, interview guides, scorecards, and rubrics, to promote a consistent and equitable candidate experience and decision making
• Support the Director of People Operations in embedding DEIJ principles into every stage of the hiring process, from outreach language to interview evaluation methods
• Train and coach hiring managers and interview panels on the use of standardized tools, equitable interviewing practices, and candidate experience best practices
• Regularly evaluate and refine the candidate experience, ensuring fairness, transparency, and clear communication throughout the process
• Track and analyze key talent metrics, including time-to-fill and candidate experience feedback trends

People Operations and Human Resources (20%)

• Own end-to-end onboarding and offboarding execution, including documentation, system setup, checklists, and coordination across tools and stakeholders
• Conduct onboarding orientations and partner with managers to support structured onboarding and 30/60/90 plans
• Serve as a first point of contact for routine employee questions, including benefits, time off, and people operations processes, resolving issues directly or escalating as appropriate.
• Maintain and update People Operations resources in Notion, ensuring policies, guides, and tools are accurate, accessible, and easy to navigate.
• Liaise with legal counsel and external partners as needed on employee relations matters
• Manage operational logistics for employee relations and disciplinary processes, including documentation, coordination, and compliance support
• Ensure people operations processes comply with applicable state and federal requirements, flagging risks and gaps proactively
• Support upkeep of core People Operations documentation, including policies, handbook updates, and internal process guides, in partnership with People Operations leadership

Must Haves

• 5+ years of experience in Human Resources or related fields
• Strong commitment to progressive values and desire to help the left win.
• Comfort working across standard recruiting and collaboration tools, including Zoom, Apple OS, Greenhouse, and Google Workspace
• Experience working on small or early-stage People Operations teams, with comfort wearing multiple hats and building systems from the ground up
• Experience supporting hiring and onboarding in a fully remote work environment
• Strong project management skills, with the ability to organize and prioritize a complex, evolving work plan across competing demands
• Ability to work independently and to exercise sound judgment and discretion
• High bias towards keeping your commitments, always ensuring follow-through. 
• Demonstrated experience leading full-cycle hiring operations across multiple concurrent searches, including managing timelines, stakeholders, and candidate communication
• Experience creating and implementing people operations strategies, processes, tools, and training
• Strong written and verbal communication skills, with the ability to tailor messaging to different audiences.
• Confidence in providing guidance and feedback to managers, including managing up when priorities or expectations are misaligned.
• Commitment to learning and implementing current best practices in the people operations field
• Ability to engage diverse individuals around a common goal, demonstrating and applying emotional intelligence, sensitivity, and confidentiality in interpersonal communications
• Comfort working in fast-paced environments and the ability to navigate complex and nuanced situations.
• A creative problem-solver and self-starter. You’re someone who can disagree without being disagreeable. You’re comfortable coming up with new ideas and have the follow-through to make those new ideas happen.
• Ability to organize and prioritize a complex work plan with ever-changing details.

Nice-to haves

• Working knowledge of state and federal employment laws and compliance requirements, with the ability to identify risks and escalate appropriately

• $95,000 yearly salary (base). As part of our commitment to equity, salaries are non-negotiable.
• This role may be eligible for a discretionary bonus as determined by the company in its sole discretion.
• 401k matching up to 6% after a provisional period.
• Ten paid company holidays, two floating holidays, and a week and a half-long holiday break at the end of the year.
• Generous paid vacation (up to 24 days a year with time accrued monthly); paid sick leave; paid short-term medical, caregiver, bereavement, and other personal leave. 
• 16 weeks of paid parental leave and an additional 4 weeks of part-time, fully-paid flex time. This is available to all new parents of any gender, including adoptive parents.
• Fully-paid premium, $0 deductible, top-notch medical insurance, as well as dental and vision insurance, for you and your dependents.
• Remote working with flexible working conditions, a stipend to support your home office setup, and access to a company computer.
• Every employee is invited to donate 25,000 free texts to a non-profit of their choice each year.
• To support continued professional growth and development, Scale to Win offers each employee an annual $2,000.00 stipend towards achieving your professional development goals. 

To apply for this position, please visit https://scaletowin.com/careers and fill out the application. Be sure to select “Senior Manager of Talent & People Operations” from the position dropdown.

Interview Process + Timeline 

• Submit resume and application
• 1st Interview - Screen
• Assessment 
• 2nd interview - Panel Interview
• Final Interview - Co-CEO
• Reference Checks

The position will be open until filled, and applications will be reviewed on a rolling basis. Applicants must be currently authorized to work in the United States on a full-time basis. At this time, we’re unable to sponsor or take over sponsorship of employment visas.

Interview Accommodations

Scale to Win is committed to providing all candidates a respectful and inclusive interview process. If you require any accommodations to fully participate in the interview process—such as alternative formats, extended time, assistive technology, or other support—please let us know. You can request accommodations by emailing [email protected]. 

In keeping with our beliefs and goals, no applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Scale to Win also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place at Scale to Win.