Senior Director, Talent Management

About Tides Tides is a nonprofit and philanthropic organization committed to advancing social justice. We work across the social sector to shift power to communities of color and other groups historically denied power. Centering equity and justice in everything we do, we collaborate in deep partnership with movement leaders, nonprofits, donors, foundations, and corporations to amplify the impact of their work by providing services like fiscal sponsorship, donor advised funds, grant making, and a variety of innovative solutions. Learn more at tides.org. About The Role The Senior Director, Talent Management is a senior leader responsible for shaping and operationalizing the organization’s people strategy, driving labor and employee relations, and leading talent processes including performance, talent acquisition, and organizational development. This role ensures that Tides Network is structured to enable operational requirements, led by capable leaders, and staffed with high-performing talent aligned to advance both short and long-term business and impact strategies. This leader serves as a strategic partner to functional leaders, translating business objectives into workforce strategy and building systems that foster growth, agility, and sustained performance while ensuring values aligned consistency and compliance. This role will also lead the development of the Talent Center of Excellence (COE), serving Tides Center’s 100+ partners and 800+ staff. The Senior Director leads a dedicated team of four direct reports and three indirect reports across Talent Acquisition, Organizational Development, JEDI, Employee Relations, and Labor Relations professionals. The Senior Director, Talent Management works in close partnership with the Director, Total Rewards & People Operations and the Senior Manager, Internal Communications, to ensure cohesive employee-facing functions, messaging, and programming and with the Vice President, Strategy & Impact to ensure alignment between workforce strategy and Tides’ strategic and operating plans. As a leader the Senior Director, Talent Management is responsible for modeling and demonstrating Tides’ core competencies of leading self, leading people and leading results. What you will Do Enterprise Talent + Culture Strategy (30%) Define, steward, and continuously evolve the enterprise talent strategy to directly support business priorities, multi‑year growth plans, financial sustainability, and future workforce requirements, ensuring talent decisions enable long‑term mission and impact outcomes. Integrate workforce strategy with enterprise planning cycles, including strategic planning, annual operating plans, and transformation initiatives, using financial forecasts and organizational performance data to inform forward-looking people investments. Serve as a trusted executive and thought partner to senior leadership, elevating insights on workforce trends, labor market dynamics, future-of-work implications, and emerging people risks or opportunities. Own and set direction for enterprise organizational development strategy, including leadership development, succession planning, and organizational capability building, empowering the Director, Organizational Development to translate vision into cohesive execution. Lead culture, performance enablement, and values activation strategies that reinforce Tides’ core values, leadership competencies, and expectations for collaboration, accountability, and inclusion. Design and embed scalable change management frameworks that support adoption of enterprise initiatives, people programs, and structural shifts, ensuring leaders are equipped to lead through change. Organizational Design & Workforce Architecture (20%) Lead enterprise-wide organizational design efforts to support scalability, clarity, and effective execution, aligning structures and operating models with strategic goals and evolving business needs. Establish and enforce governance frameworks for role creation, job modifications, structural changes, and workforce planning decisions to ensure consistency, equity, and fiscal discipline. Partner closely with Total Rewards leadership to align job architecture, job descriptions, career pathways, and role clarity with compensation philosophy, internal equity, and talent mobility. Collaborate with Finance and Strategy teams on workforce modeling, headcount forecasting, and organizational cost structures. Provide workforce leadership during restructuring, reorganizations, or transformation efforts, balancing financial responsibility, employee experience, labor obligations, and organizational effectiveness. Employee & Labor Relations Leadership (25%) <