People & Culture Manager

The International Rescue Committee (IRC) responds to the world's worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster. Founded in 1933 at the call of Albert Einstein, the IRC is one of the world's largest international humanitarian non-governmental organizations (INGO), at work in more than 40 countries and 29 U.S. cities helping people to survive, reclaim control of their future and strengthen their communities. A force for humanity, IRC employees deliver lasting impact by restoring safety, dignity and hope to millions. If you're a solutions-driven, passionate change-maker, come join us in positively impacting the lives of millions of people world-wide for a better future. Job Overview/Summary The People & Culture Manager oversees and implements people & culture activities for an assigned portfolio of IRC offices or departments, providing a spectrum of services from tactical to strategic. They are part of the local Leadership Team and are expected to contribute to strategic direction setting and operational problem solving through their areas of professional expertise. The People & Culture Manager collaborates with the People & Culture Director and Labor Relations Team to ensure adherence to organizational policies, procedures, and applicable collective bargaining agreements, while leading efforts to maintain compliance with local labor laws. This position can be based in Sacramento or Turlock, with the expectation of regular travel between both locations. Major Responsibilities RC Way: model, promote and uphold a culture of values as reflected in our code of conduct, The IRC Way: Standards for Professional Conduct – Integrity, Service, Accountability, and Equality. HR Knowledge: serve as a reliable source of HR policies, practices and processes in response to employee and/or supervisor requests, ensuring compliance with internal and external standards and applicable labor laws, including state and city-specific labor law. Support the development and refinement of key HR lifecycle processes as needed. Advisor: Serve as a trusted advisor to managers and leadership on people-related matters, providing guidance on performance management, policy interpretation, and organizational decisions to support sound, compliant, and people-centered outcomes. Employee Support: facilitate resolution of escalated issues related to basic employee welfare needs regarding benefits, payroll, HRIS, Leaves of Absence, and general employee questions. Employee Relations: lead intake, make recommendations, and support resolution of sensitive employee relations matters and workplace investigations. Labor Relations: lead the implementation of the collective bargaining agreement for relevant groups, ensure consistent application of its provisions, build and maintain constructive relationships with union representatives to support effective communication and collaboration. Employee Experience: lead initiatives that strengthen organizational culture, drive employee engagement, and ensure an inclusive workplace where all staff feel valued and respected. Talent Acquisition: oversee onboarding of new staff, with the goal to ensure new hire and orientation practices are implemented in accordance with IRC standards. Talent Management: participate in core talent activities as relevant and become proficient in delivering select training and development seminars; lead the development of a local talent-development strategy and oversee implementation. Employee Exits: monitor and intervene as necessary to ensure IRC standards are met for separation forms, exit paperwork, and exit surveys. HR Administration: Manage and maintain electronic office personnel records of employees and prepare paperwork with supporting documentation for Workday transactions to include new hires, staff transfers, supervisory changes, separations, etc. P&C Community: Actively contribute to a nationwide P&C community of practice, partnering with peers across the IRC network to align on best practices, troubleshoot shared challenges, and strengthen consistency in how P&C services are delivered organization-wide. Manage background check procedures for staff and independent contractors. May manage a small team. Other duties as assigned. Working Environment Hybrid work with minimum 3 days in office. A combination of standard office environment and remote work. May require occasional weekend and/or evening work. Occasional travel to other IRC offices may be required. Education Bachelor's degree, preferably in Human Resources or Business Administration; or equivalent experience. Master’s degree in human resources management a plus. Job Requirements Minimum five (5) years progressively responsible Human Resources experience PHR or SHRM-CP certification preferred. Advanced working knowledge of at least one human resources discipline including: employee relations, compensation and benefits, performance management, learning and development, organizational development, labor relations, etc. Prior experience leading workplace investigations and supporting the resolution of employee relations matters required Prior experience working in a unionized environment strongly preferred Experience in a large, matrixed organization a plus Demonstrated Skills And Competencies Strong grasp of HR concepts, including Federal & State employment laws Excellent written and verbal communication skills. Strong learning agility: capable of adapting quickly to change and apply new information and skills to work duties. Self-motivated to plan, prioritize and problem solve independently. Ability to build and foster effective and positive working relationships with colleagues and maintain confidentiality to the highest degree. Proficient in MS Word, Excel, and PowerPoint; experience in Workday and applicant tracking systems a plus Facilitation, Change Management and/or Project Management experience a plus. Experience successfully working in a multicultural environment. Compensation Compensation: ($84,872-$91,137). Ranges are based on various factors including the labor market, job type, internal equity, and budget. Exact offers are calibrated by work location, individual candidate experience and skills relative to the defined job requirements Professional Standards All International Rescue Committee workers must adhere to the core values and principles outlined in IRC Way - Standards for Professional Conduct. Our Standards are Integrity, Service, Equality and Accountability. In accordance with these values, the IRC operates and enforces policies on Safeguarding, Conflicts of Interest, Fiscal Integrity, and Reporting Wrongdoing and Protection from Retaliation. IRC is committed to take all necessary preventive measures and create an environment where people feel safe, and to take all necessary actions and corrective measures when harm occurs. IRC builds teams of professionals who promote critical reflection, power sharing, debate, and objectivity to deliver the best possible services to our clients. Benefits IRC offers a comprehensive and competitive benefits package. Highlights include 10 paid sick leave, 10 U.S. holidays, 20-25 generous paid time off based on role and tenure, medical insurance starting at $163/month, dental starting at $6.50/month, and vision starting at $5/month, flexible spending accounts (healthcare, dependent care, and commuter), a 403(b) retirement savings plan with employer match (immediate vesting) along with a non-elective employer contribution based on age and years of service (3-year vesting), disability and life insurance, and an Employee Assistance Program (EAP) offering confidential counseling and support services for employees and their families. Equal Opportunity Employer IRC is an Equal Opportunity Employer. IRC considers all applicants on the basis of merit without regard to race, sex, color, national origin, religion, sexual orientation, age, marital status, veteran status, disability or any other characteristic protected by applicable law. #J-18808-Ljbffr