Grace Manning is director of employer and alumni relations at Hopeworks, a nonprofit organization based in Philadelphia and South New Jersey, offering workforce development programs to young adults.
Through training programs, paid internships, and placement services with local employers, Hopeworks helps young, diverse professionals ages 17 to 26 get their foot in corporate America’s door. As director of employer and alumni relations, Manning helps place Hopeworks’ participants (usually 150 at any given time) land work at companies including Subaru, public utility company American Water, and cloud computing firm Akamai.
“I act as, essentially, like a headhunter for our young professionals in our program, and for our partners, I act as kind of a no-fee staffing agency,” she said of her role. In 2021, Manning also developed the nonprofit’s alumni network, which offers support with career advancement and mentorship, salary negotiation, and even planning for homeownership.
“Part of our goal is…we’re putting them into roles, and they’re getting into positions where they work for great companies that have some of those resources. But even then, we have some alumni who work for some pretty large organizations, it can be hard to figure out how to navigate that,” she said. “So [we’re] acting as a continued mentor, career coach for them, to advocate for themselves, and find those spaces.”
This conversation has been edited for length and clarity.
What’s the best change you’ve made at a place you’ve worked?
One of the accomplishments I’m most proud of in my current role is the development of a robust alumni network that ensures ongoing support. Although our organization has been around for about 25 years, we previously lacked a formal process for engaging and supporting our young professionals after they complete the program.
I firmly believe that our alumni represent our legacy. To amplify our impact and create a ripple effect, it’s essential to provide continued support even after they graduate from our program. We’ve now established regular alumni coaching sessions for those who seek guidance.
What’s the biggest misconception people might have about your job?
There’s a common misconception that what we do is merely charity or a feel-good opportunity. Does it feel great and look good for businesses to collaborate or volunteer with a nonprofit like Hopeworks? Absolutely! But the real “secret sauce” is that we can actually help strengthen your business based on who you hire, and we’ve got the data to prove it.
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The young people we work with are incredibly hungry and determined to learn and grow. Though they might not always have a master’s or even a bachelor’s degree, they are committed to working hard and mastering whatever skills they need to succeed.
These individuals often turn out to be exceptional employees who show keen interest in internal growth, express consistent gratitude for the opportunity, and maintain a high level of professionalism every single day. Just consider this: 88% of the young people who complete our program have job retention 12 months post-program. Many of them also go on to earn promotions within the same organizations and continuously upskill in their free time.
What trend in HR are you most optimistic about? Why?
I’m incredibly excited about the growing popularity of diverse leadership styles and the increasing emphasis on concepts like emotional intelligence, cultural agility, and trauma-informed practices. It genuinely feels like our industry is beginning to integrate these ideas into daily workplace culture, ultimately fostering stronger, more productive, and more collaborative environments.
We all strive to feel connected to our work, and I firmly believe that creating spaces where employees can show up as their full, authentic selves is a powerful way to inspire that sense of connection. This evolution in leadership and cultural practices is paving the way for a more inclusive, engaged, and effective workforce.
What trend in HR are you least optimistic about? Why?
I do have concerns about ensuring HR professionals and leaders with hiring influence are thoughtful in their use of AI during the hiring and recruitment process. AI has the potential to be an incredible asset, streamlining workflows and freeing up time for focusing on the most critical aspects of our roles, rather than getting bogged down by mundane tasks.
However, it’s also important to recognize that AI can easily become a crutch, creating a barrier between applicants and hiring decision-makers. While some might view this as a mere inconvenience for which workarounds can be found, for applicants who have historically been under-resourced, overlooked, and discriminated against due to unconscious bias, AI can exacerbate these disparities.
