Manager, People & Culture

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 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. PC support for sales organization (sales incentive governance, sales job framework, etc). 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% Working Conditions Office Equipment Computer/Keyboard Skills Attracts Top Talent Communicates Effectively Courage Decision Quality Drives Results Relationship Building Business Acumen Training And Development Accountability Workforce Planning Employee Relations Employee Engagement Change Management Human Resources Information System (HRIS) Advising Benefits We Offer 401k with Matching Family and Individual Insurance Packages (Health, Life, Dental, and Vision) Paid Time Off & Paid Holidays Long & Short-Term Disability Supplemental Insurance Plans Employee Assistance Program Employee Referral Program Tuition Reimbursement Programs Advancement & Professional Growth opportunities & More Southwire is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. #J-18808-Ljbffr Southwire Company