Talent & Development Manager, East RegionNew York, New York (In office role)
THE ROLEAs the Talent & Development Manager, East Region, you will help lead the talent strategy across JOE & THE JUICE's growing East Coast business, with responsibility for recruiting execution, recruiter leadership, talent development, and key People initiatives.
You will partner closely with Operations, People, Training, Brand & Culture, and business leaders to ensure we are building strong talent pipelines, developing future leaders, and creating scalable processes that support continued growth.
This role is both strategic and hands-on. You will manage and develop recruiters supporting the East Region while helping implement talent programs, HRIS and People systems, development initiatives, succession planning, internal mobility, and process improvements across the business.
The ideal person enjoys building, improving, and implementing while remaining close to the day-to-day needs of our teams and markets.
KEY RESPONSIBILITIESEast Region Talent Leadership- Oversee Talent Acquisition and Talent Development priorities across the East Region
- Partner with Regional Directors, Market Managers, District Managers, Store Managers, and People leadership to understand current and future talent needs
- Maintain visibility into open roles, staffing risks, succession plans, internal talent, and upcoming New Store Openings
- Build proactive regional talent plans that support both existing operations and continued expansion
- Serve as a trusted talent partner and escalation point for high-priority or complex hiring and development needs
- Ensure East Region talent priorities remain aligned with broader U.S. People and business strategies
Recruiter Leadership & Development- Directly manage, coach, and develop recruiters supporting the East Region
- Set clear expectations, priorities, goals, and accountability across the recruiting team
- Lead regular recruiter 1:1s, pipeline reviews, market reviews, and performance conversations
- Develop recruiter capabilities across sourcing, interviewing, stakeholder management, candidate experience, market planning, and recruiting analytics
- Create greater consistency in recruiting practices while allowing recruiters to remain close to their local markets
- Provide hands-on recruiting support for critical roles and priority hiring needs when necessary
Talent Acquisition Strategy- Develop recruiting strategies for Store Managers, Assistant Store Managers, Shift Supervisors, Juicers, corporate positions, and other key roles
- Build and maintain evergreen pipelines for recurring and hard-to-fill positions
- Develop proactive hiring plans for New Store Openings and expansion markets
- Identify and test new sourcing channels, partnerships, technology, and tools that improve speed and quality of hire
- Lead and support hiring events, community partnerships, school relationships, referral strategies, and local market outreach
- Partner with Brand & Culture on employer branding and initiatives that strengthen JOE's presence in local talent markets
- Drive a consistent, engaging, and high-quality candidate experience
Talent Development & Succession- Partner with Talent & Development leadership and Operations to strengthen succession planning across the East Region
- Help identify high-potential talent and build development plans for future Shift Supervisors, Assistant Store Managers, Store Managers, and field leaders
- Support talent reviews and People Development Planning across the region
- Create stronger visibility into internal talent and future leadership readiness
- Support internal mobility, promotions, career pathways, and development opportunities
- Partner with Training and Operations to ensure talent development programs translate into stronger leadership capability in stores
- Help drive initiatives designed to increase the percentage of leadership roles filled internally
- Support implementation of leadership development programs and other U.S. development initiatives
HRIS, Systems & Implementation- Support the implementation and optimization of HRIS, ATS, onboarding, performance, learning, and talent management systems
- Partner with People, Payroll, Operations, IT, and global stakeholders throughout system implementation and rollout
- Participate in system testing, workflow design, rollout planning, manager training, and adoption
- Help translate field and operational needs into practical system requirements
- Identify opportunities to simplify processes, automate manual work, and improve the employee and manager experience
- Support change management related to new Talent and People processes
- Help ensure systems and workflows enable managers to take greater ownership of hiring, onboarding, development, and employee lifecycle activities
Talent Programs & Projects- Support implementation of U.S. Talent & Development programs and strategic priorities
- Lead or support special projects related to recruiting, development, onboarding, internal mobility, succession, and workforce planning
- Partner cross-functionally to move projects from concept through implementation
- Create tools, resources, and processes that make Talent programs easier for field leaders to use
- Support rollout and adoption of new programs across the East Region
- Gather field feedback and use it to continuously improve Talent and Development initiatives
- Help ensure projects are practical, scalable, and aligned with how our stores operate
Reporting & Talent Insights- Track key recruiting and development metrics including time to fill, pipeline health, source effectiveness, staffing levels, internal promotions, succession readiness, and New Store Opening readiness
- Use data to identify market trends, talent risks, and opportunities
- Provide regular updates and recommendations to Talent, People, and Operations leadership
- Help establish clear recruiter and market KPIs
- Improve reporting and visibility around recruiting performance and internal talent pipelines
- Use insights to help the business move from reactive hiring toward more proactive workforce planning
Cross-Functional Partnership- Build strong relationships across Operations, People, Training, Brand & Culture, Payroll, Finance, IT, and Global People teams
- Act as a connector between field operations and centralized People functions
- Help ensure U.S. and global Talent initiatives are successfully translated into practical execution within local markets
- Represent the needs of the East Region when developing new Talent programs, systems, and processes
- Support broader Talent & Development initiatives as the U.S. organization continues to scale
QUALIFICATIONS- 5+ years of Talent Acquisition, Talent Management, Human Resources, or related experience, ideally within a high-volume, multi-unit, hospitality, restaurant, retail, or consumer-facing organization
- Previous experience managing, coaching, or mentoring recruiters or Talent professionals
- Strong full-cycle recruiting experience, including high-volume and leadership hiring
- Demonstrated experience partnering with field and operational leaders
- Experience supporting talent development, succession planning, internal mobility, or leadership development initiatives
- Exposure to HRIS, ATS, onboarding, performance, learning, or talent management system implementation strongly preferred
- Strong project management skills with the ability to manage multiple priorities and initiatives simultaneously
- Comfortable using recruiting and talent data to identify opportunities and guide decisions
- Excellent written, verbal, and interpersonal communication skills
- Strong organizational and time-management capabilities
- Proactive, resourceful, and solution-oriented
- Comfortable working in a fast-paced, evolving environment
- Able to balance strategic thinking with hands-on execution
- Collaborative leadership style and strong ability to influence across functions
- Bachelor's degree in a related field preferred
- Compensation- Starting at $130,000
