Manager People and Culture

About the role

The People and Culture Manager serves as a People and Culture partner for assigned divisions, providing practical guidance to managers and employees on employee relations, performance management, policy interpretation, workforce needs, and other HR matters. This role supports the consistent application of company policies and procedures, helps managers make informed people decisions, and escalates matters requiring higher-level review or approval.

Responsibilities

• Interpret, advise, and guide managers and employees on company policies, procedures, practices, and HR processes within established company standards.
• Provide coaching and support to managers regarding performance management, documentation, employee conduct, attendance, corrective actions, and employee relations concerns.
• Support employee relations matters by gathering information, documenting concerns, identifying risk considerations, and escalating matters when required by company process or leadership direction.
• Aid managers with staffing needs, employee engagement, retention efforts, and other people-related business needs for assigned divisions.
• Maintain accuracy and follow required HR processes, workflows, escalation protocols, and recordkeeping requirements.
• Monitor unemployment claims and assist managers with unemployment hearings.
• Act as a trusted resource for managers and employees while reinforcing that managers remain accountable for leading their teams and making operational decisions within company guidelines.
• Identify employee relations patterns, training needs, communication gaps, or process issues and share observations with HR leadership.
• Make recommendations for new policies and processes or revisions to existing policies and processes to enhance efficiency and the employee experience.
• Participate in HR meetings, division leadership discussions, and cross-functional projects as needed.
• Maintain professionalism, discretion, and confidentiality when handling sensitive employee, manager, and business information.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; or an equivalent combination of education and relevant experience.
• Three or more years of progressive human resources experience, including experience supporting managers and employees in employee relations, performance management, and policy interpretation.
• Experience supporting multiple business units, divisions, locations, or functional groups preferred.
• Working knowledge of federal, state, and local employment laws and HR compliance considerations.
• Proficiency with HRIS systems, Microsoft Office, and standard business communication tools.