The People and Culture (P&C) Manager is responsible for imparting the vision and direction required to foster and maintain an engaging, high functioning work culture focused on continuous improvement in employee engagement and performance.  The P&C Manager provides strategic guidance to stakeholders at all levels of the organization, serving as a subject matter expert, advisor, and advocate and as an employee liaison while promoting cultural initiatives aligning with organizational objectives.  

The ideal candidate will have a demonstrated track record in recruiting top talent as well as developing exceptional relationships and establishing strong lines of communication and collaboration between stakeholders and across business units.  The P&C Manager must be able to design and drive effective programs intended to coach, motivate, and develop internal stakeholders, working with the business units and aligning with organizational strategies as needs change.  Creative thinking, good judgment, effective communication, and a willingness to confront and address complex issues are essential.

Responsibilities

·        Manages human resources organizationally, including full cycle recruitment, internship programs, talent reviews, employee relations, performance management, benefits, compensation, and exits.

·        Develops, recommends and implements human resource policies and procedures; updates and maintains the employee handbook.

·        Manages ATS and HRIS information.

·        Recommends and implements new approaches, policies and procedures to effect continual improvements in employee engagement and performance.  Works closely with management and employees to maximize successful work relationships, morale, productivity, and retention.

·        Develops or leverages existing diagnostic tools, such as surveys, performance reviews, and other methodologies, to support effective organizational decision-making.  Develops and tracks P&C metrics to support organization’s strategic goals.

·        Provides guidance and input on organizational planning, including workforce and succession planning.

·        Ensures management is informed of recent human resource developments and consults with managers, directors, and senior leadership team to provide direction on P&C issues.

·        Coordinates the organization’s use of human resource consultants, insurance brokers, insurance carriers, employee retirement plan administrators, and other outside resources.

·        Participates in executive, management, and other organizational staff meetings.

·        Develops and promotes the assimilation of change management tools through education, partnership and consultation.

·        Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. 

·        Maintains organizational charts and the employee directory.

·        Develops and maintains affirmative action program; files EEO-1 annually; maintains other records, reports and logs to conform to EEO regulations.

·        Ensures compliance with all federal, state and local employment laws. 

 

 

 

Position Requirements:

• Bachelor's degree required
• 8-10 years' progressive career experience in Human Resources.
• A strong commitment to recruiting talent, building relationships and investing in team members.
• Generalist background with broad working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.

Preferred Experience/Qualifications

• Experience in a young organization with multiple stakeholders
• Background in organizational change management
• SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), PHR, or SPHR credential