People & Culture Manager

Role Purpose

The People & Culture Manager is a proactive, people-first role responsible for building and shaping the P&C function for CSA Group in the United States from the ground up. This is not a maintenance or compliance role — it is a builder’s role. The Manager will design and implement the policies, programs, and structures that do not yet exist, partnering closely with the US General Manager and leadership team to make CSA Group a great place to work. The Manager will champion employee happiness, engagement, and development while acting as a trusted advisor to both employees and management on all people-related matters.

Key Responsibilities

• Management Support & Strategic Partnership
• Serve as a close strategic partner to the US General Manager and leadership team on all people and organizational matters.
• Provide data-driven insights, recommendations, and proactive P&C guidance to support business decisions.
• Prepare and present proposals to management on new programs, policies, and initiatives for review and approval.
• Support managers in building high-performing teams, handling sensitive employee situations, and leading through change.
• Facilitate regular P&C touchpoints with leadership to align on priorities, workforce planning, and team health.

• Employee Happiness, Engagement & Development
• Champion a positive, inclusive, and engaging workplace culture that reflects CSA Group’s values.
• Design and implement employee engagement initiatives, pulse surveys, and feedback mechanisms — and act on the results.
• Support performance management processes, including goal-setting, regular check-ins, reviews, and development planning.
• Identify training needs and coordinate learning and development programs in collaboration with managers.
• Act as a trusted, accessible point of contact for all employees on personal and professional matters.

• Talent Acquisition & Onboarding
• Lead the end-to-end recruitment process for assigned roles: sourcing, screening, coordinating interviews, conducting background checks, and managing offer logistics. Hiring decisions remain with the respective line manager.
• Design and implement a structured, engaging onboarding experience to integrate new hires seamlessly into CSA Group.
• Develop and maintain a talent pipeline and promote CSA Group’s employer brand across relevant channels.
• Advise managers on job design, role scoping, and candidate assessment frameworks.

• Employee Relations & Compliance
• Provide expert guidance on employee relations matters, ensuring compliance with US federal, state, and local employment laws.
• Manage and document employee relations cases with fairness, confidentiality, and consistency.
• Proactively identify and mitigate people-related risks to the organization.

• Policy Design & P&C Infrastructure
• Design, draft, and implement CSA Group US employment policies from scratch (employee handbook, PTO, performance, conduct, etc.), in line with legal requirements and company values.
• Propose policies to management, incorporate feedback, and drive through to implementation.
• Maintain accurate employee records and HRIS data; establish scalable P&C processes and workflows.
• Continuously improve P&C operations as the company grows.

• Compensation & Benefits Design
• Research and benchmark compensation and benefits practices to ensure CSA Group’s offerings are competitive and fair.
• Develop proposals for compensation structures and benefit programs; present recommendations to management for approval.
• Sources and negotiate with external service providers (health insurance, retirement plans, vendors) to establish and manage benefit programs.
• Administer approved compensation and benefits programs, supporting annual review cycles and addressing employee inquiries.

Candidate Profile

• Education & Experience
• Bachelor’s degree in Human Resources, Business Administration, or a related field
• HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) preferred
• 5+ years of experience in a People & Culture or HR Generalist/Manager role, ideally in a start-up or build-phase environment

• Technical Skills (Must Have)
• Demonstrated experience building HR infrastructure from scratch — policies, programs, and processes
• Solid understanding of US employment law and HR best practices across multiple states
• Experience with HRIS platforms (e.g., BambooHR) and proficiency in Microsoft Office Suite
• Experience in full-cycle recruitment, including background check processes
• Familiarity with benefits sourcing, negotiation, and administration
• Competence in compensation benchmarking and performance management systems