People Manager

Business Partnership & Execution Partner with functional leaders to understand business priorities and translate them into practical workforce, talent, engagement, and organizational actions. Provide day-to-day coaching and guidance on performance management, team effectiveness, associate development, policy application, and change execution. Use workforce data and associate insights to identify themes, recommend actions, and support informed decisions. Execute the people plan for assigned functions and provide the Director, People with clear updates on progress, risks, and support needed. Coordinate and facilitate talent reviews, succession planning, performance processes, and development planning for assigned functions. Support recruiting, selection, onboarding, and integration for priority roles in partnership with Talent Acquisition. Deliver or facilitate leadership, compliance, and professional development programs and reinforce application on the job. Support organization design, restructuring, role clarification, job description maintenance, and workforce planning activities. Coordinate change plans, stakeholder communication, leader readiness, and associate adoption activities for functional initiatives. Matters are handled consistently, fairly, promptly, and confidentially; required records are accurate; higher-risk issues are escalated appropriately. Workforce reports and dashboards are accurate, timely, and translated into useful observations and recommended actions. Manage routine to moderately complex associate relations matters, workplace concerns, investigations, conflict resolution, and performance issues in a fair and timely manner. Guide leaders through documentation, performance improvement, corrective action, and difficult conversations. Apply company policies and employment practices consistently, partnering with the Director, Legal, Compliance, or other specialists when risk or complexity warrants escalation. Maintain confidentiality and accurate case documentation while promoting respect, accountability, and inclusion. Coordinate engagement, organizational health, and other associate surveys, including communications, participation support, results review, and action planning. Facilitate listening sessions and synthesize themes, risks, and recommended actions for leaders. Administer assigned associate programs and annual processes, including Benefits Open Enrollment and other corporate People initiatives. Respond to associate inquiries accurately and promptly, resolving issues or routing them to the appropriate People resource. Support culture, recognition, inclusion, well-being, and communication initiatives across assigned functions. Partner with People COEs and shared services across compensation, benefits, talent acquisition, talent development, HR systems, and associate services. Maintain required associate records and documentation, including confidential files and Form I-9 records, in accordance with established requirements. Analyze turnover, headcount, engagement, retention, talent, and other workforce measures; prepare reports and insights for leaders and the Director, People. Lead and develop team members by setting priorities, clarifying expectations, providing coaching, and ensuring accurate, timely service delivery. Improve local People processes, templates, and routines to strengthen consistency, efficiency, and the associate experience. Situational Adaptability: Adapts approach and attitude in real time according to the changing demands of different situations. Drives Engagement: Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Ensures Accountability: Holds self and others accountable to meet commitments. Manages Complexity: Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Instills Trust: Gains the confidence and trust of others through honesty, integrity and authenticity. Drives Results: Consistently achieve results, even under tough circumstances. Build Effective Teams: Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals Decision Quality: Makes good and timely decisions that keep the organization moving forward. 5+ years of progressive People, Human Resources, or HR business partner experience. Demonstrated experience in associate relations, performance management, talent processes, leader coaching, and organizational change. Experience supporting corporate or operational functions in a matrixed environment. Experience leading or coaching others, coordinating work, or supervising a small team. Working knowledge of employment law, People practices, Microsoft 365, and HR information systems. Strong communication, organization, relationship-building, analytical, and problem-solving capabilities. A combination of education, training, and experience that demonstrates the required capability may be considered. Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field. Master's degree in Human Resources, Business, or a related discipline preferred. PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent certification. Experience supporting transformation or change initiatives and using workforce analytics to inform action. Survey, listening, recognition, well-being, and culture actions are executed effectively, with leaders completing focused follow-up commitments. Ability to communicate clearly and exchange accurate information with others in person, via telephone/video calls, and in writing. Ability to observe details at close range for the purpose of reading and preparing documents, presentations, and data analysis.