The Talent & Culture Manager oversees endtoend talent and people practices, including
talent acquisition, employee experience, performance management, learning and
development, and engagement. Serving as a trusted advisor to leaders and employees, this
role partners closely with leadership to ensure people strategies effectively support both
daytoday business needs and longterm organizational growth.

This position blends handson HR leadership with strategic initiatives focused on attracting,
developing, and retaining exceptional talent while fostering a transparent, supportive, and
engaging workplace culture. The ideal candidate brings a strong HR generalist foundation,
sound judgment, and a genuine passion for people development, culture building, and
delivering exceptional employee experiences.

 

Key Responsibilities

 

Talent & Culture Leadership

• Champion a positive and inclusive workplace culture that reflects the organization’s values
and supports employee engagement.
• Partner with leadership to strengthen a culture where employees feel heard, respected,
and recognized for their contributions.
• Support initiatives that promote transparency, trust, and meaningful recognition across
the organization.
• Lead employee engagement programs and help identify opportunities to enhance the
overall employee experience.

 

 

Workforce Development

• Lead recruitment strategies to attract high-quality talent aligned with organizational needs
and culture.
• Oversee onboarding processes that create a positive and effective start for new
employees.
• Support workforce planning and talent pipeline development to ensure future
organizational capability.
• Develop and implement training and development programs that build employee
capability and leadership potential.

Employee Relations & HR Operations
• Manage day-to-day HR operations including employee relations, performance
management, and HR compliance.
• Provide guidance and coaching to managers on employee relations, performance issues,
and conflict resolution.
• Maintain HR policies, procedures, and employee handbook updates.
• Support payroll and benefits administration in collaboration with internal or external
partners.
• Ensure accurate HR documentation and employee records are maintained.
Act as a trusted advisor to managers and employees on employee relations matters.

Performance & Recognition
• Support performance management processes including goal setting, performance reviews,
feedback, succession planning and development planning.
• Help design and implement programs that promote meaningful recognition and celebrate
employee contributions.
• Provide guidance to leaders on fair and consistent recognition practices that support
engagement and retention.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations
including EEOC, FLSA, FMLA, and ADA.
• Manage workplace investigations and support fair and consistent resolution of employee
concerns.
• Monitor HR practices and processes to ensure legal compliance and minimize
organizational risk.

Qualifications

Education
• Bachelor’s degree in Human Resources, Business Administration, Organizational
Psychology, or a related field required.
• Master’s degree in HR, Business Administration, or related field preferred.
Professional Certifications (Preferred)
• SHRM-CP or SHRM-SCP
• PHR or SPHR
Experience

 5–10 years of progressive HR or Talent & Culture experience, including a
minimum of 3 years’ time spent in a HR manager role.
 Experience leading HR teams, projects, or crossfunctional initiatives, with
accountability for outcomes.
 Strong HR generalist experience supporting both daytoday operations and
strategic talent and culture programs.
 Demonstrated ability to coach leaders, manage complexity, and influence
decisionmaking.
 Experience in a fastpaced or growthfocused organization preferred.

 

Skills & Competencies
• Strong knowledge of U.S. employment law and HR best practices.
• Excellent interpersonal and communication skills with the ability to build trusted
relationships.
• Strong coaching and advisory skills when working with leaders and employees.
• Influential communicator and relationship builder, and the ability to influence and
partner effectively with leadership.

High emotional intelligence and sound judgment

 

• Strong problem-solving and decision-making capabilities.
• Experience with HRIS systems and HR data reporting.
• High level of professionalism and discretion when handling confidential information.
• Strong organizational and project management skills.

 

Key Success Factors

• Ability to balance operational HR responsibilities with strategic people initiatives.
• Passion for building a positive workplace culture and strong employee experience.
• A proactive and solution-focused approach to people challenges.
• Ability to build credibility and trusted partnerships across the organization.
• Commitment to developing talent and supporting a high-performing workforce.