HR Talent & Culture Manager - Minneapolis, MN (Office)

Erik's Bike Shop Inc•Minneapolis, MN

1d•Onsite

About The Position

ERIK'S is seeking an HR Talent & Culture Manager to lead the people-development and talent side of its People / HR function. The role helps the company attract talented employees, strengthen its culture, improve engagement, create career and advancement opportunities, develop future leaders, and retain employees. The manager develops recruiting and employee-development systems, programs, and resources across the organization and partners closely with Market Leaders and Store Managers. The role provides tools and opportunities for employee growth, while operational leaders retain responsibility for day-to-day leadership, coaching, development, performance management, and accountability. This is an on-site, full-time exempt position in Minneapolis, Minnesota, reporting to the President. The role also coordinates staff training opportunities.

Requirements

At least 5 years of progressive experience in Human Resources, recruiting, talent acquisition, employee development, organizational development, or a related people-focused role.
Strong experience with recruiting and talent-acquisition systems.
Demonstrated ability to develop employee- or leadership-development programs.
Strong understanding of employee engagement, retention, and organizational culture.
Experience developing career paths, succession plans, or internal talent pipelines.
Strong communication and relationship-building skills, including written and verbal communication.
Ability to work effectively with leaders at multiple levels of an organization.
Strong project-management and organizational skills.
Ability to turn broad people objectives into practical programs and systems.
Comfort analyzing recruiting, retention, engagement, and employee data to identify actionable trends.
Proficiency with Microsoft Office and related business systems.
Passion for helping talented people build meaningful careers and belief that strong leaders and cultures are intentionally developed.
Energetic, approachable, and comfortable building relationships throughout the organization.
Understanding that HR provides systems, tools, opportunities, and support while operational leaders remain responsible for leading and developing their teams.
Proactive and willing to challenge existing approaches when better solutions are available.
Comfort moving between long-term organizational initiatives and hands-on recruiting or employee-development work.
Focus on outcomes rather than programs for their own sake.
Entrepreneurial spirit aligned with ERIK'S culture of speed, growth, accountability, and results.

Nice To Haves

Experience supporting a multi-location retail or service organization.
Bachelor's degree in Human Resources, Business, Organizational Development, Communications, or a related field; equivalent professional experience is strongly considered.

Responsibilities

Develop and continuously improve recruiting systems and processes across ERIK'S.
Partner with Market Leaders, Store Managers, and company leadership to identify current and future staffing needs and develop effective recruiting strategies.
Improve the organization's ability to identify, attract, evaluate, and hire strong candidates.
Create recruiting resources, tools, templates, and best practices, and support employer-brand initiatives.
Monitor recruiting performance and identify opportunities to improve candidate flow, hiring effectiveness, and retention.
Develop clear career paths and systems for identifying employees with the potential and interest to take on greater responsibility.
Create advancement opportunities and help employees understand the skills, experience, and performance needed to advance.
Partner with leaders to develop future Store Managers, Market Leaders, and organizational leaders.
Develop tools, programs, and resources for leadership and employee development; support training, mentoring, coaching, and development initiatives.
Partner with company leaders to identify development needs and organizational skill gaps, and establish consistent expectations for effective leadership.
Build and maintain a practical succession-planning process for key positions.
Identify potential future leaders, create development plans for expanded responsibilities, and provide leadership visibility into the depth and readiness of the internal talent pipeline.
Define, communicate, and strengthen the behaviors and practices that support ERIK'S culture.
Develop employee-engagement initiatives, gather feedback, identify themes, and partner with leaders to translate feedback into practical improvements.
Develop recognition programs that celebrate performance, leadership, growth, and contribution.
Analyze retention and turnover trends, understand why employees stay or leave, and develop initiatives to retain talented employees.
Advise the President, company leadership, Market Leaders, and Store Managers on recruiting, talent development, engagement, career paths, succession planning, and retention.
Provide leaders with systems, tools, and resources to support attracting and developing people while maintaining clear ownership of responsibilities.
Coordinate staff training opportunities.