People & Culture Manager

Job Details: Job Location: HEALTHIERHERE

• Seattle, WA, Position Type: Full Time, Salary Range: $110000.00 - $120000.00Salary/year, Job Category: Human Resources, Join Healthier. Here Healthier. Here is a nonprofit collaborative working across sectors to advance health equity and improve the health and well-being of people in King County. Our work brings together community, health care, behavioral health, social service, Tribal, and government partners to strengthen systems and create more equitable approaches to care. We’re looking for people who are energized by meaningful work, collaboration, and the opportunity to help build and improve systems that make a difference in our communities. Why Work With Us Healthier. Here offers a competitive benefits package designed to support your health, well-being, and growth, including: 100% employer-paid premiums for select medical, dental, and vision plans 403(b) retirement plan with up to a 6% employer match Generous paid time off, sick leave, mental health days, and up to 13 paid holidays Short- and long-term disability and life insurance Healthcare and dependent care Flexible Spending Accounts Annual wellness benefit Professional development allowance Hybrid work environment Position Overview The People & Culture Manager provides day-to-day leadership and operational oversight for Healthier. Here’s P&C function. Reporting to the Director of People & Culture, this role supervises the People Partner Lead and the People Partner. The Manager provides key guidance and support on operational people matters, translates Director-established direction into consistent practices, and oversees responsive service across the employee lifecycle. The Manager provides key guidance and support on operational people matters, translates Director-established direction into consistent practices, and oversees responsive service across the employee lifecycle.

Key Responsibilities

• Supervise, coach, and support the People Partners, including work planning, professional development, performance management, and service accountability. Monitor team workload and capacity, establish priorities, assign backup coverage, and redistribute work as needed to maintain effective service delivery.
• Oversee day-to-day People & Culture operations and the implementation of established policies, programs, procedures, and practices across the employee lifecycle. Establish operational priorities, address service or workflow issues, and ensure consistent and effective delivery of P&C services.
• Serve as a trusted advisor to people managers and staff, providing guidance and support on performance management, employee relations, policy application, and other day-to-day people matters.
• Manage employee relations and performance matters, including case assessment, manager guidance, documentation, investigations, and appropriate next steps. Exercise sound judgment in resolving matters and partner with the Director of People & Culture on complex, high-risk, strategic, or organization-wide matters and matters requiring independent review.
• Oversee employee benefits, leaves of absence, workers’ compensation, unemployment claims, and related processes, ensuring accurate and timely administration and coordination with vendors and external administrators. Review matters requiring judgment or determination, including employer-administered leave eligibility and next steps, and oversee appropriate processing and employee communication.
• Oversee recruiting practices led by the People Partner Lead, ensuring consistent processes, equitable hiring practices, a positive candidate experience, and alignment with approved workforce needs. Review recruiting exceptions, candidate or selection concerns, and proposed offer terms, and ensure hiring and compensation decisions follow established approval processes.
• Administer approved compensation practices, including reviewing salary placement, promotion, and reclassification recommendations for alignment with established job architecture and salary administration procedures. Identify and elevate exceptions or proposed changes to compensation structures or job architecture for Director of People & Culture review.
• Lead the implementation of performance, learning and development, leadership development, succession planning, career pathways, employee engagement, recognition, onboarding, and offboarding initiatives in alignment with P&C strategy. Establish implementation plans, assign responsibilities, set timelines and service expectations, and monitor delivery and outcomes.
• Oversee P&C systems, records, workflows, and employee lifecycle administration, ensuring data integrity, appropriate access, confidentiality, process consistency, and effective internal controls. Resolve operational exceptions and coordinate technical or cross-functional support as needed.
• Maintain and operationalize P&C policies, procedures, templates, and tools. Draft and recommend substantive policy updates in response to operational needs or changing requirements and oversee routine procedures, workflows, templates, and system changes consistent with established policy and organizational requirements.
• Oversee P&C communications within the scope of the function, ensuring operational, programmatic, and employee communications are timely, accurate, consistent, and appropriately reviewed. Coordinate communications involving significant policy, program, or organizational changes with the Director of People & Culture.
• Monitor employment law, regulatory, and compliance requirements and support consistent application of organizational policies and employment practices. Identify emerging compliance concerns and recommend appropriate operational changes.
• Review P&C metrics, trends, recruiting activity, and operational reports to identify emerging issues, service needs, risks, and opportunities for improvement. Develop findings and recommendations to inform P&C priorities and decision-making.
• Partner with Finance, IT, Administration, and other stakeholders to coordinate cross-functional P&C processes, resolve handoff issues, and ensure effective implementation of employee changes and organizational initiatives.
• Manage day-to-day vendor relationships and service delivery, monitor recurring expenditures against approved plans, resolve operational service issues, and recommend changes to vendors, services, contracts, or investments as appropriate.

Qualifications

Bachelor’s degree in human resources, business administration, organizational development, or a related field and a minimum of five (5) years of relevant P&C experience; or a minimum of seven (7) years of relevant P&C experience in lieu of a degree. An equivalent combination of education and relevant experience will also be considered.

Minimum of two (2) years of experience directly supervising, coaching, and developing employees. Builder mindset with the ability to identify needs, create practical solutions, establish sustainable processes, and move work from concept through implementation. Strong initiative and ownership, with the ability to anticipate needs, independently advance work within established direction, and follow through to completion.

Demonstrated ability to build trusted relationships and provide responsive, solutions-oriented support to people managers, leaders, and employees. Experience overseeing recruitment practices, partnering with hiring managers, supporting equitable selection, and ensuring a strong candidate experience. Strong working knowledge of employee relations, performance management, benefits and leave administration, recruiting, P&C operations, and employee lifecycle practices.

Comprehensive knowledge of applicable local, state, and federal employment laws and regulations, including Washington employment and leave requirements. Proven ability to apply established policies consistently while exercising sound judgment, discretion, and appropriate escalation. Experience overseeing P&C systems, records, reporting, and process controls; proficiency with HCM/HRIS platforms and Microsoft Office applications.

Strong project and operational management skills, including workload assessment, prioritization, delegation, clear expectations, and follow-through. Outstanding interpersonal, written, and verbal communication skills, with the ability to communicate effectively across different audiences and levels of the organization.

Preferred Qualifications

SHRM-CP/SCP or PHR/SPHR certification. Experience with Paycom or a comparable HCM platform, performance management, learning management, and SharePoint-based systems. Experience working in a start-up, high-growth, or rapidly evolving organization, with a track record of building, strengthening, or scaling People & Culture practices, programs, and processes to support emerging business needs, changing organizational structures, and increasing operational complexity.

Experience providing oversight, coaching, and support for employee engagement, learning and development, recognition, or other employee experience initiatives.