Manager- People & Culture

MANAGER, PEOPLE & CULTURE

Job Purpose:
The Manager, People & Culture drives strategic initiatives to cultivate an employee-centered, high-performance culture that emphasizes empowerment, accountability, and excellence. This role ensures the alignment of People & Culture strategies with organizational objectives, focusing on talent acquisition, workforce development, and operational efficiency. By implementing measurable processes and metrics, the Manager fosters an environment where employees thrive and business goals are achieved in alignment with company culture and values.

Reports to:  CEO with a dotted line to GM’s

Academic Qualifications:

• Minimum of a Bachelor’s degree in Human Resources, Business Administration, or Organizational Development (MBA preferred).

Core Skills and Competencies:

• Expertise in employment law, talent acquisition, organizational planning, compensation, employee engagement, and development.
• Exceptional communication and relationship-building skills.
• Proven ability to lead and mentor HR teams effectively.
• Experience designing and implementing data-driven HR strategies, including change management.
• Proficiency in benefits administration, employee recognition programs, and HR technology tools.
• Strong entrepreneurial mindset with the ability to innovate and drive results.

Experience:

• Minimum of 5 years in progressive HR leadership roles, including strategic planning and change management.

Specific Responsibilities:

1. Leadership and Strategy Development

• Align People & Culture initiatives with the company’s vision, mission, and strategic goals.
• Develop and implement departmental goals and metrics to track progress toward organizational objectives.
• Lead the design of the HR dashboard to provide real-time reporting on critical HR metrics.
• Act as a strategic advisor to the executive team on workforce planning and organizational design.

2. Talent Management

• Oversee the recruitment and onboarding process, ensuring a seamless experience for new hires.
• Collaborate with department heads to create talent pipelines and succession plans for critical roles.
• Implement competency-based frameworks to support career development and progression.

3. Employee Engagement and Retention

• Develop and execute initiatives to foster employee engagement and promote a culture of recognition.
• Lead bi-annual engagement surveys, analyze results, and implement action plans to address key findings.
• Provide coaching to managers to enhance their leadership capabilities and support team morale.

4. Training and Development

• Design and deliver a training calendar aligned with organizational priorities, focusing on leadership development, technical skills, and compliance training.
• Introduce measurable learning outcomes for all training programs.
• Monitor and evaluate the ROI of training initiatives.

5. Performance Management

• Oversee the implementation of an objective-based performance management system, ensuring alignment with business goals.
• Support managers in conducting meaningful performance reviews and creating individual development plans.
• Implement a continuous feedback culture to drive high performance.

6. Compensation and Benefits

• Benchmark compensation and benefits packages against industry standards to ensure competitiveness.
• Conduct annual salary reviews and benefits audits to align with budgetary constraints and employee needs.
• Enhance employee wellness programs to improve productivity and well-being.

7. Compliance and Risk Management

• Ensure compliance with all labor laws, regulations, and company policies, mitigating HR-related risks.
• Manage internal investigations and provide timely resolution to employee grievances and complaints.

8. Organizational Development

• Drive initiatives that promote diversity, equity, and inclusion (DEI) across all levels of the organization.
• Lead change management efforts to ensure seamless transitions during organizational restructuring or new system rollouts.
• Monitor and strengthen organizational culture through regular feedback and tailored interventions.

9. Reporting and Analytics

• Generate regular HR reports to measure performance against strategic objectives.
• Leverage analytics to drive decision-making and improve workforce productivity.

Behavioral Attributes:

• Demonstrates strategic thinking and problem-solving skills.
• Acts as a trusted advisor and advocate for employees while balancing organizational priorities.
• Thrives in a fast-paced, dynamic environment with a proactive approach to challenges.