Über diese Senior Manager, People & Culture Stelle bei Americantall
We are looking for a strategic, hands-on, and forward-thinking Senior Manager, People & Culture to help shape the next chapter of American Tall.
Reporting to the Director of Business Operations, you will lead our People & Culture function, with an opportunity to take it well beyond traditional HR administration and employee support. We're looking for someone who sees the potential for HR to be a meaningful driver of business performance – helping us build stronger leaders, more effective teams, and better ways of working.
This is a role for a builder. Someone who enjoys creating programs, improving processes, challenging the status quo, and turning good ideas into reality. You will work closely with senior leadership and department heads, acting as a trusted advisor and sounding board on everything from organizational design and workforce planning to leadership development and employee performance.
We're also excited about the opportunity to modernize how HR operates. We want someone who is curious about AI and emerging technologies, and who sees the potential to use automation and AI agents to simplify processes and create more time for meaningful work.
You will have the opportunity to put your own stamp on the function, build programs that make a real difference, and influence how our organization grows. We're looking for someone with strong HR fundamentals, great people instincts, sound business judgment, and the drive to make things happen.
Job Duties & Responsibilities
PEOPLE & CULTURE STRATEGY & BUSINESS PARTNERSHIP
Partner with senior leadership to develop and execute a People & Culture strategy that supports the company's business objectives and long-term growth.
Act as a trusted advisor and sounding board to department leaders, providing practical guidance on organizational challenges, people decisions, and team effectiveness.
Partner with leaders on workforce planning, organizational design, role clarity, resource allocation, and succession planning.
Proactively identify opportunities to improve organizational effectiveness, strengthen leadership capabilities, and get more out of our people and resources.
Develop meaningful HR reporting and analytics that help leadership understand workforce trends, identify risks, and make better decisions.
HR PROGRAM DEVELOPMENT & LEADERSHIP
Build, implement, and continuously improve HR programs and processes, including performance management, compensation and rewards, employee development, succession planning, and engagement.
Lead the evolution of our performance management approach, helping managers establish clear expectations, provide meaningful feedback, and develop their teams.
Coach and support leaders through people-related challenges, difficult conversations, performance concerns, and employee development.
Partner with Finance and leadership on compensation structures, salary bands, merit reviews, bonus programs, and workforce budgeting, balancing market competitiveness with financial sustainability.
Establish clear processes and governance around key HR programs to promote consistency, fairness, and accountability.
Identify opportunities to improve employee retention, develop internal talent, and reduce unnecessary people-related costs.
EMPLOYEE EXPERIENCE & CULTURE
Lead initiatives that strengthen employee engagement, collaboration, communication, and connection across the organization, including the American Tall Summit and the Social Committee.
Gather and analyze employee feedback, identifying opportunities to improve the employee experience and translate insights into meaningful action.
Partner with leaders to foster a culture of accountability, continuous learning, high performance, and employee empowerment.
Oversee onboarding, employee development, career progression, and other initiatives that support the employee lifecycle.
Serve as an approachable and trusted resource for employees, ensuring people-related matters are handled thoughtfully, fairly, and with discretion.
PEOPLE OPERATIONS, TECHNOLOGY & TEAM LEADERSHIP
Oversee day-to-day HR operations, employee relations, HRIS administration, benefits, employee documentation, onboarding, offboarding, and compliance.
Review existing HR processes and workflows, identifying opportunities to simplify, automate, and improve efficiency.
Explore and implement AI tools and agents that help the team work smarter, improve service delivery, and free up capacity for more strategic priorities.
Ensure HR policies, practices, and processes remain compliant with applicable employment legislation and workplace requirements.
Manage relationships with external HR partners, employment counsel, benefits providers, and other service providers.
Experience, Education, & Designations
Post-secondary education in Human Resources, Business Administration, or a related field.
CHRP or CHRL designation, or working towards designation, is considered an asset.
6+ years of progressive HR experience, including experience leading HR programs and initiatives.
3+ years of people leadership or team management experience.
Demonstrated experience building and implementing HR programs, policies, processes, and systems.
Experience partnering with senior leaders on organizational design, workforce planning, compensation, performance management, and employee development.
Strong understanding of employment legislation, employee relations, and HR best practices.
Experience with HRIS platforms, process automation, and HR reporting.
A genuine interest in AI and emerging technologies, with hands-on experience using AI tools to improve workflows considered a strong asset.
Experience in a growing, entrepreneurial, or e-commerce business is an asset.
Knowledge, Skills, & Attributes
Builder Mentality: Enjoys creating, improving, and implementing programs and processes. Sees opportunities and takes ownership of bringing ideas to life.
Business Acumen: Understands how people, organizational structure, and HR practices influence business performance and financial outcomes.
Strong People Instincts: Approachable, personable, and emotionally intelligent. Builds trust and strong relationships with people at all levels of the organization.
Strategic Thinker: Comfortable looking beyond day-to-day HR needs, challenging existing practices, and bringing forward new ideas and perspectives.
Innovative & Curious: Excited about AI, automation, and technology, and eager to find better ways of working.
Strong Communicator: Articulate, thoughtful, and confident. Comfortable having difficult conversations and influencing decisions.
Hands-On & Accountable: Equally comfortable developing a strategy and rolling up their sleeves to get things done.
Sound Judgment & Integrity: Handles sensitive matters with discretion, fairness, and professionalism.
Adaptable: Thrives in a growing business where priorities evolve and there's always something new to tackle.
