Manager, Talent and P&C Business Partner

Your Purpose
As the Manager, Talent & People & Culture Business Partner (Corporate), you play a critical dual role on the People & Culture team—leading enterprise talent programs while serving as the primary P&C Business Partner for our Corporate functions (approximately 90–100 Teammates)


In this role, you will own the design, execution, and continuous improvement of key talent processes, such as the annual and mid-year performance review process, semi-annual engagement surveys, succession planning, career pathing, and development, while also acting as a trusted advisor to Corporate leaders—aligning people strategies with business objectives, strengthening leadership effectiveness, and enhancing the overall Teammate experience.


If you’re a people-person looking for a role where you’ll be empowered to own your zone, inspired to learn, and have the confidence to bounce back, this is the perfect team for you.


Your Role

Talent Management & Strategy

Lead the implementation and evolution of enterprise talent programs, including performance management, succession planning, engagement surveys, career pathing, and leadership development

Own the annual and mid-year talent review processes and semi-annual engagement survey analysis, driving actionable insights and follow-through

Assess and enhance onboarding and candidate experience in partnership with Talent Acquisition


Support change management initiatives tied to talent programs and organizational priorities


People & Culture Business Partner (Corporate)

Serve as the primary P&C Business Partner for Corporate functions, aligning business objectives with people strategies and priorities

Act as a trusted advisor to leaders, providing guidance on workforce planning, team effectiveness, organizational design, and change initiatives

Partner with leaders to identify talent needs, close capability gaps, and strengthen bench strength

Coach managers to improve leadership effectiveness, drive accountability, and support high-performing teams

Ensure compliance with employment laws, company policies, and best practices


Teammate Relations & Culture

Provide guidance and support on Teammate relations, including coaching leaders through complex situations and conducting investigations when needed

Partner with leaders to resolve Teammate concerns and foster a positive, inclusive work environment

Promote a culture of engagement through communication, recognition, and leadership alignment

Support the development and implementation of P&C policies, programs, and procedures


Data Reporting & Insights

Compile and analyze people data to identify trends, assess program effectiveness, and inform decision-making

Develop reporting and dashboards to support leadership insights and talent strategies

Provide recommendations to leadership based on data-driven insights


Project Management & Execution

Lead and manage multiple concurrent talent and P&C initiatives, ensuring timely and high-quality execution

Serve as a key liaison between Talent COE work and business-facing needs

Track progress, manage priorities, and communicate updates across stakeholders


Team Collaboration & Influence

Partner closely with the broader P&C team to align initiatives and deliver a consistent Teammate experience

Influence stakeholders through strong communication, listening, and advisory skills

Support and occasionally step in to represent broader P&C priorities as needed


Qualifications

• Bachelor’s degree in Human Resources or related field (or equivalent experience).
• 6–10 years of experience across talent management and/or HR Business Partner roles, with exposure to the full employee lifecycle.
• Strong knowledge of employment law, compliance requirements, and HR best practices.
• Proven ability to influence, coach leaders, and drive change in a dynamic, fast-paced environment.
• Strong analytical, problem-solving, and project management skills, with the ability to translate data into actionable insights.
• Excellent communication, facilitation, and stakeholder management skills.
• Demonstrated ability to manage multiple priorities and deliver results in an agile, evolving environment.
• Resourceful, detail-oriented mindset with strong judgment and a high sense of urgency.
• Ability to independently navigate and apply HR policies, practices, and the Business Code of Conduct.
• Experience supporting or leading talent processes such as performance management, engagement, succession, and development.
• Proficiency in Microsoft Office (Excel, Pow