People and Culture Manager

Location 250 Bedford Park Blvd W,Bronx, NY, 10468,United States Base Pay $125,000.00 - $145,000.00 / Year Job Category Employee Engagement, Culture, People Employee Type Full-Time Required Degree 4 Year Degree Manage Others Yes Join the Team at Imagine Early Learning Centers, an Employee Owned Company. We are seeking a People and Culture Manager. The People and Culture Manager will manage and enhance the employee ownership mindset, foster employee engagement, and align people strategies with business goals and objectives. Develop culture-building initiatives specific to an employee-ownership environment to improve retention and ensure the initiatives demonstrate measurable value and success to the company. Employee Ownership Embed ESOP principles to effectively champion and foster an ownership culture to align with the company’s mission, philosophy, values, and goals. Develop ownership perspective, awareness, and understanding through effective communication methods and education. Influence ownership culture for collaboration and measure effectiveness to achieve results. Develop strategies to address required ownership expectations. Provide mentoring, training, and guidance to Directors, and implement best practices and behaviors that align with building an ownership culture. Facilitate and collaborate with an engaged employee ownership committee to reinforce an ownership culture. Ensure timely and accurate completion of all ESOP administration tasks, to include: census data report, communications, distributions, and 5500 filings. Measure of success: increased employee satisfaction, decreased employee turnover Employee Engagement and Experience Develop, implement, lead, and communicate employee engagement initiatives and activities. Engage employees, including Directors, through positive interactions and support by regularly visiting child care centers on a weekly basis. Train and support designated Benefits Advocates at each center. Ensure employee well-being and inclusivity by listening actively and empathetically to their views. Provide recommendations to Leadership to determine effective actions. Design and implement recognition programs to foster the company’s ownership culture and values. Facilitate onboarding of new hires to ensure ownership awareness and company values. Design surveys to analyze organizational culture, the current pulse of the company, employee satisfaction and suggestions. Recommend and implement strategies for effective results. Develop effective performance review methods: evaluations, goal-setting (individual and company wide), feedback. Process the annual review and compensation cycle. Partner with Leadership to provide clear, concise communications to demonstrate effectively the company’s ESOP, mission, philosophy, new initiatives, and progress. Develop metrics to collaborate with Leadership to establish strategies to effectuate desired employee engagement outcomes. Partner with Marketing to create newsletters and communications. Metrics of success: increased benefits usage, increase in positive employee experience stats, reduced turnover Talent Management Implement, utilize and evaluate recruitment channels, and measure each to determine success rates. Identify and utilize data to monitor key performance indicators in the hiring process and develop innovative strategies for continuous improvement: decrease time to hire, improve quality of hire, and reduce turnover. Manage employee retention through strategic actions to maintain productivity, motivation and focus. Assess and plan for future workforce requirements that will meet recruitment needs. Build relationships with hiring managers, education partners, and other stakeholders to find and retain top talent, and to create and maintain recruitment channels. Metrics of success: time to hire, new hire success and longevity HR Administration Utilize the payroll software to: Develop, maintain and prepare reports (regular, ad hoc or queries), with varying levels of complexity Facilitate and enhance the employee experience Provide Total Compensation reports Requirements Education and Experience Bachelor’s Degree in Human Resources or Organizational Development required. HR Certification in SHRM-SCP or SPHR required. Minimum of 7 years HR people, operations and engagement experience. Leadership and management competency. Proficient software skills: HRIS Platforms (UKG preferred), Google Suite required. Employment law and workplace regulations. Required Skills Ability to demonstrate empathy, patience and accept responsibility for and follow through on all tasks and special projects assigned. Keen analytical, organizational, problem solving, and decision making skills. Attention to detail and ability to organize and prioritize multiple tasks efficiently and effectively. Working Conditions Will be required to travel to multiple locations at a minimum once per week. Summary Competitive salaries and benefits including: Employee Ownership Plan (ESOP) - qualified Retirement Benefit Plan. Eligible employees receive this retirement benefit, at no cost. Full-Time employees accrue 17 Vacation Days and 7 Sick Days annually Medical, Dental, and Vision coverage Prudential Life and AD&D Insurances - 1x annual salary, at no cost Commuter - Transit (Subway, Bus, Train, Parking) Wellness: Mental Health - 3 Therapy visits per year, at no cost. Imagine is an Employee Owned Company In 2018 Imagine officially became an Employee Owned company through the creation of an ESOP (Employee Stock Ownership Plan). Today, we are 100% Employee Owned. We value and support our ownership culture by offering to all qualified employees a retirement benefit without cost. Who We Are Imagine Early Learning Centers, an Employee Owned child care management company, operates thirteen high quality, full day licensed and NAEYC accredited Early Childhood centers in the NY metro area for children 6 weeks to 5-years-old. With state of the art facilities, professional development opportunities for promotion, a teamwork approach to classroom and center management, and an innovative and rewarding work environment, Imagine maintains a satisfied and talented teacher staff. At Imagine, we know children, as well as staff and families, thrive in a stimulating and nurturing environment. Staff, children and families alike are valued as individuals and as members of our diverse community. Additional information Imagine Early Learning Centers is an equal opportunity employer and is committed to providing a workplace free from harassment and discrimination. We value a diverse, inclusive workforce and celebrate the unique differences of our employees. All qualified applicants for employment will be considered without regard to an individual’s race, color, sex, gender identity or expression, religion, age, national origin or ancestry, citizenship, disability, marital status, sexual orientation, military or veteran status, or any other basis protected by federal, state or local laws. If you are unable to submit your application because of incompatible assistive technology or a disability, please contact us at View email address on click.appcast.io . Imagine will reasonably accommodate qualified individuals with disabilities to the extent required by applicable law. #J-18808-Ljbffr Jimmy Jazz