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IMPORTANT: This role can only be applied for via the Maneva Group website. Do not submit an application through this form or through other job board websites (e.g., LinkedIn Jobs, Indeed, ZipRecruiter, etc.).

Organization Overview

The Economic Security Project (ESP) advocates for ideas that build economic power for all Americans by legitimizing bold concepts through cutting-edge research and the elevation of key champions. By winning concrete policy victories for communities in immediate need and provoking conventional wisdom, the organization actively shifts the boundaries of what is considered possible in the economic landscape. Their diverse team of academics, organizers, practitioners, and culture makers facilitates this change by disbursing grants, running targeted issue campaigns, developing creative interventions, and convening leaders to spur broader investment and collective action.

By convening thousands through strategic briefings and marquee events, ESP has successfully set a bold agenda for a more just political economy. Their advocacy led to the modernization of tax codes in over seven states and secured more than $1 trillion in direct relief for families during the pandemic, including a pivotal federal campaign for the expanded Child Tax Credit. These cash-based interventions famously “defied gravity” by reducing poverty in the midst of a recession. Beyond policy wins, they have fortified the field by investing over $25 million into groundbreaking research, grassroots coalitions, and narrative interventions that advance racial and economic justice. Through these efforts, they have moved once-radical ideas into the mainstream, championing a vision where individuals possess the agency to be the true authors of their own lives.

The Economic Security Project fosters a high-performance, remote-first culture rooted in accountability and growth. Committed to diversity and inclusion, ESP ensures its policies are informed by diverse lived experiences while investing heavily in professional development. ESP supports employee well-being through flexible remote work, regular office closures, and a five-year sabbatical program, balancing rigorous strategic planning with in-person connection and a spirited office culture.

You can learn more by visiting their website here.

About the Position

The Economic Security Project is looking for a skilled, people-centered project manager to join our team as Senior Manager of Human Resources and People Operations. Reporting to the Vice President of People, Finance, and Operations, and working in close partnership with the Chief of Staff, this role is responsible for translating ESP’s organizational values into a best-in-class staff experience. The Senior Manager plays a central role in ESP’s people operations, creating a positive experience throughout the employee life cycle, from building diverse talent pipelines and running a rigorous hiring process, to managing HR systems and compliance, to advancing our diversity and inclusion commitments, to supporting staff development and engagement throughout their time at ESP.

This role is well-suited for a driven professional who can juggle both strategic thinking and hands-on execution. The Senior Manager must be comfortable navigating ambiguity with ease in a fast-paced environment, bringing a low-ego, all-hands-on-deck approach to the work. They are capable of keeping the “trains running” on day-to-day responsibilities while simultaneously advancing the long-term strategic projects necessary to move the organization forward. Above all, the role requires someone who can balance immediate operational needs with the discipline and vision required to achieve lasting impact.

Key Responsibilities

Human Resource Operations, 40%

• Serves as the first point of contact for employee questions and issues, escalating complex matters to the appropriate stakeholders as needed.

• Delivers an excellent staff experience by leading onboarding and offboarding processes end-to-end, including adding new staff to ADP, working with managers and the People and Operations Manager to execute onboarding plans, administering surveys and interviews, and translating findings into actionable recommendations.

• Manages benefits administration, including coordination with ADP and MetLife for FMLA cases.

• Drives HR compliance efforts, ensuring mandatory trainings are completed on time, such as annual anti-sexual harassment training.

• Manages HR communications, including sending key reminders, policy updates, and staff announcements.

• Coordinates performance management and feedback efforts, including launching evaluation cycles in Lattice, equipping managers and staff with resources, keeping the process on track, and identifying opportunities for continuous improvement.

• Builds staff engagement by administering employee engagement and pulse surveys, synthesizing results, and presenting data-driven recommendations to managers and senior leaders.

• Partners with the VP of People, Finance, and Operations and the Chief of Staff to design and execute manager and leadership development programming.
  

People Project Management, 30%

• Conducts research projects that inform strategic decision-making across the People function.

• Serves as the Owner, the “O” in ESP’s MOCHA framework, on a variety of people operations projects, coordinating with stakeholders and partnering with the VP of People, Finance, and Operations to gather input and feedback.

• Project-manages the yearly staff survey, analyzing data and reporting on takeaways to staff and managers to identify next steps.

• Identifies process gaps and proactively proposes solutions that increase efficiency, equity, and effectiveness across People Operations.
  

Talent Acquisition, 15%

• Owns the end-to-end recruitment process, partnering with the VP of People, Finance, and Operations to build and operationalize a comprehensive hiring strategy, attracting diverse top talent, delivering a positive candidate experience, and ensuring consistency and rigor across all hiring.

• Collaborates with hiring managers to define the skills, competencies, and experience required for each role.

• Strategically evaluates and selects sourcing channels, including job boards, professional networks, and other relevant platforms, to maximize reach and attract diverse top talent.

• Builds and maintains a robust talent pipeline for current and future hiring needs.

• Coordinates with external recruiting firms on hard-to-fill roles, serving as the internal coordinator and ensuring ESP’s values, culture, and approach are reflected throughout the hiring process.

• Partners with staff across the organization to build a culture of recruitment and champion hiring initiatives.
  

Diversity and Inclusion, 15%

• Facilitates the DEI Committee with support from the VP of People, Finance, and Operations, the People and Operations Manager, and external consultants.

• Facilitates monthly DEI Committee meetings, collaborating with leadership to develop agendas, materials, and a clear scope and sequence for the committee’s work.

• Leads planning and facilitation of the annual DEI retreat, developing the agenda and coordinating logistics with support from the VP, People and Operations Manager, and committee members.

• Tracks DEI initiatives and outcomes, maintains visibility into progress, and identifies opportunities to strengthen the committee’s work.

• Reports on DEI progress to organizational leadership and staff, using data to demonstrate impact and inform future priorities.
  

Location, Compensation and Benefits

The Economic Security Project is a virtual office with staff across the country.

The salary range for this position is $95,000 to $110,000, depending on experience and location. This role includes a comprehensive benefits package.

How to Express Interest

To express your interest in this opportunity, please submit your resume and cover letter via the Maneva website.

All inquiries and discussions will be handled with the utmost confidentiality. This position is available immediately, and applications will be reviewed on a rolling basis until the role is filled.

About Maneva Group

Maneva Group is a leading woman- and minority-owned executive search firm dedicated to connecting exceptional talent with organizations committed to making a meaningful impact. Through a consultative and client-focused approach, Maneva Group partners with mission-driven organizations to build transformative leadership teams.

Our name, Maneva, comes from the combination of two Sanskrit words: “Mānav,” meaning mankind, and “Sevā,” meaning service. We are driven by the ideal of our name: service to humanity.

Leadership and Competency Expectations

The ideal candidate will be outcome-oriented and bring a deep commitment to Economic Security Project’s mission.

While no single candidate will bring every competency, strong candidates will offer many of the following desired attributes:

• A background in human resources, talent acquisition, or people operations.

• Proven track record of managing core HR operations, including end-to-end recruitment processes, compliance, and employee relations.

• Advanced project management capabilities, with a history of leading multi-stakeholder initiatives from inception to completion.

• Previous experience supporting or leading diversity, equity, and inclusion initiatives within an organizational context.

• Excellent verbal and written communication skills, with the ability to tailor messages to diverse audiences.

• Proven ability to build trust quickly and maintain strong relationships with internal and external stakeholders, including hiring managers, staff, and candidates.

• Strong organizational skills and meticulous attention to detail, with the ability to manage multiple priorities simultaneously.

• Strong analytical and problem-solving skills, with the ability to make sound decisions in ambiguous environments.

• High integrity and professionalism in handling sensitive and confidential personnel matters.

• Flexibility and resilience in the face of shifting priorities and evolving organizational needs.

• A learning mindset and a habit of proactively identifying opportunities for process improvement across talent acquisition and people operations.