About the Role

The Manager, Talent & Culture is a strategic partner who helps shape the employee experience and drive business success through people. This role goes beyond traditional HR support, focusing on building leadership capability, strengthening team culture, and guiding change initiatives that improve performance and engagement. The Manager, Talent & Culture will collaborate closely with leaders to anticipate needs, design solutions, and ensure employees have the tools, opportunities, and support to thrive.

Here you can:

• Serve as a trusted advisor to leaders, providing counsel on organizational effectiveness, workforce planning, employee engagement, and change management.
• Lead and advise on complex employee relations issues and policy violations, ensuring fair, consistent, and compliant practices.
• Partner with leadership to design and implement action plans that address performance, culture, and operational challenges; use data and insights to proactively identify and solve issues.
• Drive key HR processes for assigned client groups, including performance management, talent reviews, succession planning, compensation, and career development planning.
• Promote a growth mindset culture by coaching leaders on engaging, developing, and retaining talent. Provide guidance and tools to build individual and team capability.
• Lead initiatives to strengthen the leadership pipeline and build bench strength, including mentoring, career-pathing, and tailored development opportunities.
• Manage and deliver HR projects and programs end-to-end, ensuring they align with organizational goals, achieve measurable outcomes, and are executed on time.
• Partner cross-functionally with Labor Relations, Talent Acquisition, Learning & Development, and other HR teams to deliver integrated and impactful solutions.
• Foster a positive employee experience by maintaining visibility in the workplace, engaging with employees directly, and addressing concerns early.
• Support leaders and employees in navigating change, ensuring alignment, adoption, and sustained results.
• Ensure compliance with federal, state, and local laws, as well as company policies and collective bargaining agreements (where applicable).
• Use HR systems and workforce data to identify trends, inform decisions, and maintain data integrity.