People Services Manager

KEY RESPONSIBILITIES

• Organizational Intelligence
• Detect emerging cultural risks from weak signals across teams and sites
• Identify manager capability gaps and direct coaching and enablement
• Surface retention risks before resignation
• Assess how well acquired and newly joined teams are assimilating
• Translate the people-first value into concrete, observable practices
• Engagement and Employee Experience
• Own the engagement operating rhythm
• Run a recurring field presence
• Own the first-90-days experience for every new hire and every employee from a newly joined team
• Translate the people-first value into concrete, observable practices
• Manager Capability and Talent
• Coach and enable operating managers on the people fundamentals
• Own the cadence of the performance and development cycles
• Build internal mobility and growth paths
• Retention and People Integration
• Own retention as a managed outcome
• Coordinate the people side of a new team's first day
• Maintain the single view of retention and integration status
• Employee Relations, Compliance and Trust
• Own the intake, triage, and resolution of employee relations matters
• Own the field readiness of people practices
• Surface people risk early and drive it to resolution
• People Practices and Continuous Improvement
• Own the people playbook as a living asset
• Review the people playbook quarterly
• Standardize the experience so a new manager or a newly joined team meets the same quality of people support from day one

STRATEGIC DELIVERABLES

• 90-Day People and Culture Assessment
• People Playbook