People & Culture Manager

Join HealthierHereHealthierHere is a nonprofit collaborative working across sectors to advance health equity and improve the health and well-being of people in King County. Our work brings together community, health care, behavioral health, social service, Tribal, and government partners to strengthen systems and create more equitable approaches to care.We’re looking for people who are energized by meaningful work, collaboration, and the opportunity to help build and improve systems that make a difference in our communities.Why Work With UsHealthierHere offers a competitive benefits package designed to support your health, well-being, and growth, including:100% employer-paid premiums for select medical, dental, and vision plans403(b) retirement plan with up to a 6% employer matchGenerous paid time off, sick leave, mental health days, and up to 13 paid holidaysShort- and long-term disability and life insuranceHealthcare and dependent care Flexible Spending AccountsAnnual wellness benefitProfessional development allowanceHybrid work environmentPosition OverviewThe People & Culture Manager provides day-to-day leadership and operational oversight for HealthierHere’s People & Culture function. Reporting to the Director of People & Culture, this role supervises the People Partner Lead and People Partner, translating established People & Culture direction into consistent practices and operations, and ensures the department delivers responsive, compliant, and high-quality support across the employee lifecycle. The Manager oversees core People & Culture programs, employee relations and performance processes, compliance, benefits and leave administration, and the effective execution of department priorities.Key ResponsibilitiesSupervise, coach, and support the People Partner Lead and People Partner, including work planning, prioritization, performance management, development, and accountability for timely and consistent service delivery.Oversee day-to-day People & Culture operations and implementation of established policies, programs, procedures, and practices across the employee lifecycle.Build trusted relationships with people managers and employees by providing responsive, solutions-oriented People & Culture guidance and a high level of customer service.Manage employee relations and performance-management matters within assigned scope; guide managers through established processes, assess appropriate next steps, maintain documentation, and elevate complex or higher-risk matters to the Director of People & Culture.Oversee administration of employee benefits, leaves of absence, workers’ compensation, unemployment claims, and related compliance processes, ensuring accurate and timely coordination with employees, managers, vendors, and other stakeholders.Oversee recruiting operations and practices led by the People Partner Lead, ensuring consistent processes, equitable hiring practices, strong candidate and manager experience, and alignment with approved workforce needs.Oversee People & Culture systems, records, workflows, and employee lifecycle processing managed by the People Partner, ensuring data integrity, appropriate access, process consistency, and effective use of department systems.Coordinate implementation of performance management, learning and development, employee engagement, recognition, onboarding, and other People & Culture programs in alignment with direction established by the Director.Maintain and operationalize People & Culture policies, procedures, templates, tools, and internal practices; identify operational gaps and recommend process improvements to the Director.Monitor employment law and compliance requirements and support consistent application of organizational policies and practices in partnership with the Director.Review People & Culture metrics, trends, and operational reporting; identify areas requiring attention and provide the Director with information and recommendations to support department and organizational decision-making.Partner with Finance, IT, Administration, and other internal stakeholders to coordinate cross-functional People & Culture processes and ensure effective implementation of employee-related changes and initiatives.Bachelor’s degree in human resources, business administration, organizational development, or a related field and a minimum of four (4) years of relevant People & Culture experience; or a minimum of six (6) years of relevant People & Culture experience in lieu of a degree. An equivalent combination of education and relevant experience will also be considered.Minimum of two (2) years of experience directly supervising, coaching, and developing employees.Builder mindset with the ability to identify needs, create practical solutions, establish sustainable processes, and move work from concept through implementation.Strong initiative and ownership, with the ability to anticipate needs, independently drive work forward, and follow through from identification through completion.Demonstrated ability to build trusted working relationships and provide responsive, solution-oriented support to employees and people managers.Experience overseeing full-cycle recruiting practices, including partnering with hiring managers, supporting equitable selection processes, and ensuring a strong candidate experience.Strong working knowledge of employee relations, performance management, benefits and leave administration, recruiting, People & Culture operations, and employee lifecycle practices.Comprehensive knowledge of applicable local, state, and federal employment laws and regulations, including Washington employment and leave requirements.Proven ability to apply established policies and practices consistently while exercising sound judgment, discretion, and appropriate escalation.Experience overseeing People & Culture systems, employee records, reporting, and process controls; proficiency with HCM/HRIS platforms and Microsoft Office applications.Strong project and operational management skills with the ability to organize competing priorities, establish clear expectations, and ensure follow-through.Outstanding interpersonal, written, and verbal communication skills, with the ability to build trust and work effectively with employees, people managers, leaders, and cross-functional partners.Preferred QualificationsSHRM-CP, SHRM-SCP, PHR, or SPHR certification.Experience with Paycom or a comparable HCM platform, performance management, learning management, and SharePoint-based systems.Experience working in a start-up, high-growth, or rapidly evolving environment with emerging business lines, changing organizational structures, or increasing operational complexity. #J-18808-Ljbffr