Summary

The People Culture Manager owns the execution of recruiting, employee experience, HR systems and compliance, performance processes, and culture initiatives for the company. This role manages the full employee lifecycle — from recruiting and onboarding through employee relations, benefits administration, performance tracking, culture programs, and offboarding — ensuring consistent, compliant, and well-documented HR execution across the organization.

Reports To

Director of Finance & Administration

Responsibilities

• Recruiting:
  1. Draft and post job ads.
  2. Maintain Job Descriptions and accountability chart upkeep.
  3. Source candidates through job boards, referrals, and outreach.
  4. Screen resumes and complete initial phone screens.
  5. Coordinate interviews with hiring managers.
  6. Manage candidate communication and follow-up.
  7. Track pipeline status and hiring progress.
  8. Coordinate reference checks and pre-employment steps.
  9. Prepare offer details and support offer delivery.
  10. Maintain recruiting records and reporting.
• Onboarding:
  1. Coordinate offer-to-start communication.
  2. Prepare onboarding paperwork and new hire files.
  3. Ensure technology, workspace, and tools are ready.
  4. Schedule first-day and first-week onboarding activities.
  5. Coordinate benefit enrollment and policy acknowledgments.
  6. Track 30/60/90-day check-ins and onboarding completion.
• Employee Relations:
  1. Serve as first point of contact for routine employee issues.
  2. Support managers with coaching and documentation.
  3. Help address attendance, conduct, and performance concerns.
  4. Document employee issues consistently and accurately.
  5. Escalate sensitive, legal, or high-risk matters.
• HR Operations:
  1. Maintain HRIS records and employee data accuracy.
  2. Manage personnel files and required documentation.
  3. Track compliance items, trainings, and certifications.
  4. Own training software administration, user setup, assignments, and completion reporting.
  5. Support policy acknowledgments and form administration.
  6. Run routine HR reporting and process follow-through.
• Benefits:
  1. Administer enrollments, changes, and terminations.
  2. Track eligibility and support employee questions.
  3. Coordinate open enrollment communication and follow-up.
  4. Work with brokers or vendors on routine issues.
  5. Maintain benefit records and deductions support.
• Performance & Development:
  1. Administer performance review cycles.
  2. Track review completion and manager accountability.
  3. Support A-player system (PIP), performance growth plans (RPGP), and employee development tracking.
  4. Coordinate RPRS and performance improvement plan documentation, follow-up, and tracking.
  5. Maintain training records and follow-up actions.
  6. Own administration of training software, including assignments, completion tracking, and reporting.
  7. Help coordinate employee development processes.
• Culture Execution:
  1. Coordinate employee recognition efforts.
  2. Manage birthday and anniversary announcements.
  3. Coordinate birthday, anniversary, and employee recognition gifts EA & Admin Coordinator.
  4. Support internal communication and engagement activities.
  5. Help reinforce company values and expectations.
  6. Coordinate company gear ordering with EA & Admin Coordinator.
  7. Assist with team events and morale initiatives.
• Offboarding:
  1. Coordinate resignation and termination paperwork.
  2. Manage exit logistics and internal notifications.
  3. Ensure system access removal and asset return.
  4. Schedule exit interviews when appropriate.
  5. Track final documentation and transition steps.

Requirements:

• 5+ years of progressive HR experience; 3 of which are in Recruitment
• Experience managing full-cycle recruiting and onboarding processes.
• Working knowledge of HR compliance, employment law, and HRIS systems.
• Excellent written and verbal communication skills.
• Ability to handle confidential and sensitive information with discretion.
• Strong organizational skills and ability to manage multiple HR processes simultaneously.
• Ability to work independently while partnering closely with leadership.