People & Culture Manager

Job Summary

Leads a People & Culture (P&C) team in developing and executing P&C strategies and initiatives within a business unit that align with organizational goals and values. Offers a strategic approach to P&C planning, policy development, talent management, and fostering an inclusive workplace culture. Partners with leadership and Centers of Excellence (COEs) to drive performance, growth, and compliance across all P&C functions.

Key Responsibilities

• Collaborates with leadership to develop and implement People & Culture (P&C) strategies that support organizational goals and objectives.
• Leads the P&C team in P&C policy development, implementation, and adherence, ensuring compliance with relevant laws and regulations.
• Oversees all aspects of P&C at area of responsibility level, including talent acquisition, onboarding, training and development, performance management, team member relations, and benefits administration.
• Drives efforts to create an inclusive, engaging workplace culture that attracts, retains, and develops top talent.
• Manages HRIS and other P&C-related systems to ensure efficient processes, data accuracy, and effective reporting.
• Coaches and counsels managers and team members to facilitate conflict resolution, collaboration, and teamwork.
• Identifies skill gaps through skill gap analysis to develop and implement talent development programs and performance management processes, supporting career advancement and succession planning.
• Ensures compliance with labor laws and regulations, managing risk and adhering to best employment practices by staying up to date with employment laws for federal, state, and local as well as company policies.
• Leads change management initiatives, supporting the organization through growth and transformation.
• Develops and monitors key P&C metrics to assess performance, identify areas for improvement, and make data-driven recommendations to make the necessary improvements.
• Performs other duties as assigned
• Complies with all policies and standards
• Manages staff performance and development, coaching team members to achieve their full potential in contributing to the department's goals.

Required Education & Experience

Minimum Education Level: Bachelor's Degree

Years of Experience: 5-7 Years

Preferred Education & Experience

Minimum Education Level: None

Specialized Degree: None

Licenses/Certificates: Professional HR certification (e.g., SHRM-SCP, SPHR)

Years of Experience: 8-11 Years

Field of Expertise: Manufacturing and/or Distribution; relevant industry experience

Spans of Control

Does this role Manage Southwire Team Members: Yes

Number of Direct Reports: 2-5

Travel

Travel: International Up to 25%

Physical Requirements

Moving: 5%

Standing: 5%

Sitting: 90%

Working Conditions

Office

Equipment

Computer/Keyboard

Competencies

Skills