People & Culture Manager

Vantage Data Centers

. Develop a deep understanding of the assigned business, including strategy, operating model, workforce, leadership structure, critical roles, growth plans and organizational risks .

Posted 11/9/2026full-timeUnited StatesSeniorLead💰 $140,000 - $160,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in People & Culture strategy, organizational effectiveness, and workforce planning, with a strong ability to influence leadership decisions and drive complex initiatives. Proficient in analyzing workforce data and providing actionable recommendations to enhance organizational health and talent management.

Highest-signal resume keywords

HR Business PartnershipOrganizational EffectivenessTalent ManagementEmployee RelationsProject Management

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Workforce PlanningChange ManagementPerformance ManagementData AnalysisOrganizational DesignCoachingSuccession PlanningQuantitative AnalysisQualitative AnalysisHRIS Proficiency

Soft Skills

Influencing Without AuthorityStrong Communication SkillsOrganizational CapabilityConfidentialityDiscretion

Tools & Technologies

ExcelPowerPointOutlookHRIS Platforms

Certifications & Qualifications

SHRM-SCPSHRM-CPSPHRPHR

Industry Keywords

High-Growth EnvironmentOperational EnvironmentTechnical EnvironmentManufacturingConstructionData Center24x7 OperationsWorkforce ReadinessTalent ReviewsEmployee Relations Matters

About the role

Key responsibilities & impact

Develop a deep understanding of the assigned business, including strategy, operating model, workforce, leadership structure, critical roles, growth plans and organizational risks
Serve as a trusted People & Culture advisor to leaders on workforce planning, organizational design, role clarity, team effectiveness and people implications of business decisions
Diagnose complex organizational issues using business context, workforce data and stakeholder input
Develop practical options, assess tradeoffs and recommend paths forward
Influence leader decisions through business reasoning, judgment and constructive challenge
Identify systemic issues and recommend scalable changes to leadership practices, organization design, processes or People & Culture programs
Lead talent and performance practices, including performance management, talent reviews, succession planning and development planning
Advise leaders on critical talent, succession depth, capability gaps, retention risks and workforce readiness
Coach leaders through performance, accountability, capability and team-effectiveness decisions
Partner with Learning & Development on manager and organizational capability needs
Partner with Talent Acquisition, Compensation and specialist teams on hiring, workforce planning, talent and reward decisions
Manage employee relations matters and partner with Employee Relations, Legal and specialists on complex or high-risk matters
Advise leaders on performance, conduct, attendance, workplace concerns and policy application
Apply employment requirements and company policy; identify and escalate material risks
Maintain documentation and accountability for follow-through and closure
Analyze workforce information to identify trends and support decisions on growth, hiring, organizational health, retention, internal movement and workforce capability
Prepare concise, decision-ready recommendations for leaders
Advise on workforce and organizational implications of business, leadership and operating-model changes
Translate enterprise People & Culture programs and standards into effective execution
Lead complex People & Culture initiatives and projects with defined scope, milestones, ownership, risks and measurable outcomes
Develop change approaches addressing stakeholder readiness, manager communication, employee impact and adoption
Remain accountable for implementation through completion
Develop repeatable approaches, tools and practices for broader People & Culture value
Lead work across functional and organizational boundaries
Share lessons, risks and effective practices across the People & Culture organization
Mentor and provide subject-matter guidance to less experienced colleagues without formal people-management accountability
Identify opportunities to simplify work, clarify decision rights and improve the People & Culture operating model
Perform additional duties as assigned

Requirements

What you’ll need

Bachelor’s degree in Human Resources, Business or a related field, or equivalent relevant experience
Typically eight or more years of progressive People & Culture/HR experience
Meaningful experience in HR business partnership, employee relations, organizational effectiveness or a comparable advisory role
Demonstrated depth across organizational effectiveness, talent and performance, manager coaching, workforce planning, employee relations and change
Experience supporting leaders in a high-growth, operational, technical, manufacturing, construction, data center or other complex 24x7 environment strongly preferred
Ability to diagnose complex business and organizational issues, evaluate alternatives, make recommendations and drive implementation
Ability to influence leaders without formal authority
Strong business acumen
Ability to interpret quantitative and qualitative workforce information
Working knowledge of U.S. employment practices
Experience leading complex, cross-functional projects or initiatives with limited oversight
Strong written and verbal communication skills
Strong organizational and project-management capability
Proficiency in Excel, PowerPoint, Outlook and HRIS platforms
High degree of confidentiality, discretion and factual discipline
Ability to support a 24x7x365 organization, including flexibility for time-sensitive or occasional off-hours business needs
Willingness to travel up to 15%
HR certification such as SHRM-SCP, SHRM-CP, SPHR or PHR preferred, but not required

Benefits

Comp & perks

Medical, dental, and vision coverage
Life and AD&D coverage
Short- and long-term disability coverage
Paid time off
Employee assistance
401(k) program with company match
Additional voluntary benefits
Above-market total compensation package
Health and welfare benefits
Retirement benefits
Paid leave benefits
Recognition programs
Training and development