People Manager

About the role

The Manager, People serves as the day-to-day People business partner for assigned Corporate functions, which may include Finance, Marketing, Commercial Strategy, Business Development, Transformation, Legal, Procurement, Business Technology, and other corporate teams. Reporting to the Manager, People, this role translates functional priorities into practical people plans and delivers core People processes that strengthen organizational effectiveness, leader capability, talent development, associate engagement, and the associate experience. The Manager provides timely guidance to leaders and associates, independently resolves routine to moderately complex matters, and escalates high-risk, highly sensitive, or enterprise-impacting issues with clear facts and recommendations. The role leads a small team and coordinates with People Centers of Excellence and shared services to ensure consistent, high-quality execution.

Responsibilities

• Partner with functional leaders to understand business priorities and translate them into practical workforce, talent, engagement, and organizational actions.
• Provide day-to-day coaching and guidance on performance management, team effectiveness, associate development, policy application, and change execution.
• Use workforce data and associate insights to identify themes, recommend actions, and support informed decisions.
• Execute the people plan for assigned functions and provide the Director, People with clear updates on progress, risks, and support needed.
• Coordinate and facilitate talent reviews, succession planning, performance processes, and development planning for assigned functions.
• Partner with leaders and Talent COEs to identify critical talent, development priorities, internal mobility opportunities, and retention actions.
• Support recruiting, selection, onboarding, and integration for priority roles in partnership with Talent Acquisition.
• Deliver or facilitate leadership, compliance, and professional development programs and reinforce application on the job.
• Manage routine to moderately complex associate relations matters, workplace concerns, investigations, conflict resolution, and performance issues in a fair and timely manner.
• Guide leaders through documentation, performance improvement, corrective action, and difficult conversations.
• Apply company policies and employment practices consistently, partnering with