Senior Manager, People & Culture Partnerships

Job Description

Job Description

Description

Senior Manager, People & Culture Partnerships

Position Summary
The Senior Manager, People & Culture Partnerships plays a critical role in advancing our people and culture priorities by bringing expertise, consistency, and operational leadership to the implementation of inclusive, equity-centered practices. This position manages a team of People Partners (HR Business Partners) and a Learning & Development Specialist while also directly providing HR Business Partner support to assigned departments.

Reporting to the Chief People & Culture Officer (CPCO), the Senior Manager ensures people strategies are carried out with excellence and alignment across the organization. The role works closely with the HRIS function to maximize the use of data for insight-driven decision-making, continuous improvement, and to help tell meaningful stories about employee experience and engagement.

People Partner Support & Team Oversight

• Provide proactive, responsive HR Business Partner support to assigned departments, advising on organizational development, performance management, employee relations, engagement, and team effectiveness.
• Lead, mentor, and develop a team of People Partners to ensure they deliver high-quality, values-aligned HR guidance across the organization.
• Support consistency in people practices and employee experiences by developing shared approaches and tools across HRBP support areas.

Learning & Development

• Supervise the Learning & Development Specialist and help implement programs that support internal mobility, professional growth, and inclusive leadership development.
• Align learning and development efforts with organizational values, DEIB goals, and emerging workforce needs.

People & Culture Initiatives & Data Collaboration

• Implement key People & Culture initiatives in partnership with the CPCO, focusing on topics such as career progression, systems improvement, employee engagement, etc.
• Collaborate closely with the HRIS team to ensure people data is actively leveraged to inform priorities, improve decision-making, and surface actionable insights about staff experiences.
• Use benchmarking, feedback, and analytics to monitor progress and identify opportunities for innovation and improvement.

Culture & Change Implementation

• Drive the adoption of programs and practices that strengthen engagement, connection, and cultural alignment across all teams and locations.
• Facilitate and coordinate change management activities related to people systems, structures, or policy shifts, ensuring teams are prepared, informed, and supported.

Team Leadership & Cross-Functional Collaboration

• Lead with empathy, accountability, and clarity, building a collaborative, high-performing team.
• Partner with Talent Acquisition, HR Operations, and HRIS colleagues to ensure cohesive and responsive HR service delivery.
• Promote a culture of learning, data-driven decision-making, and shared ownership across the People & Culture function.

Qualifications

Required:

• Minimum of seven years of progressive experience in Human Resources or People & Culture, including at least 2 years in a supervisory or leadership capacity.
• Bachelor’s degree in human resources, Business Administration, or a related field. Master’s degree is a plus.
• Substantial experience in an HR Business Partner or equivalent advisory role supporting diverse teams.
• Proven ability to conduct workplace investigations with discretion and neutrality.
• Strong knowledge of HR best practices including employee relations, performance management, organizational development, and employee engagement.
• Demonstrated ability to apply policies consistently and equitably across departments.
• Skilled at advising managers on performance challenges and coaching toward resolution.
• Experience drafting, implementing, and communicating HR policies in a multi-site or cross-sector environment.
• Proven ability to communicate with professionalism, clarity, and cultural awareness at all levels of an organization.
• Experience contributing to or executing on strategic HR initiatives.
• Demonstrated ability to manage multiple projects, navigate complex employee relations matters, and drive initiatives from inception to completion.
• Adept at working with data and HR systems to inform decisions and track outcomes.
• Strong collaboration skills and ability to work across HR functions, particularly in connection with HRIS and Talent functions.
• Deep commitment to diversity, equity, inclusion, and belonging (DEIB) in HR practices.
• Ability to travel to various YGB locations and to be onsite at a minimum of two days per week.

Preferred:

• Experience managing or designing learning and development initiatives.
• Familiarity with change management principles and their application.
• Background in nonprofit, public sector, or mission-driven organizations.
• Certifications Preferred:
  • Certification in conducting MCAD (Mass Commission Against Discrimination) investigations or other relevant workplace investigation training.
    o HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)

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Physical Requirements:
o Ability to sit for extended periods.
o Ability to communicate effectively in both individual and group settings, including virtually.