Manager, Inclusion & Culture

Pella Windows & Doors•Pella, IA

1h•Hybrid

About The Position

The Manager, Inclusion & Culture turns Pella’s inclusion and culture strategy into practical programs, leader capabilities and everyday employee experiences that strengthen engagement and business performance. This high-visibility role partners with HR and business leaders to help team members feel they belong, can reach their full potential and are valued contributors to collective success. The manager translates strategy into practical action, builds understanding and capability, uses data to guide decisions, and embeds inclusive, high-performing practices into how work gets done. The role designs, implements, administers and continuously improves enterprise programs and experiences; strengthens the effectiveness and business impact of Business Resource Groups; and partners with HR and Corporate Communications to integrate inclusion and culture into employee experiences and messaging. It establishes measures and baselines, uses employee listening, workforce data and program insights to evaluate impact and recommend adjustments, and builds leader and HR capability through practical tools, learning, facilitation and consultation. The position requires periodic travel (5–10%) within the U.S. and Canada and the ability to work effectively across manufacturing, office and remote environments. The job is based in Pella, Iowa, with a hybrid workplace arrangement.

Requirements

At least three to five years of progressive experience in inclusion, culture, employee experience, organizational development, talent or a related field, including responsibility for enterprise programs and cross-functional influence.
Bachelor’s degree in Human Resources, organizational development, business management or a related field, or an equivalent combination of education and relevant experience.
Demonstrated experience designing and advancing inclusion, culture or employee experience initiatives that improve how people experience work and contribute to business performance.
Ability to design, launch, manage and improve enterprise programs, balancing strategic thinking with disciplined execution.
Strong consulting and influencing skills, including the ability to build trust, challenge constructively and move work forward across levels and functions without direct authority.
Curiosity, practicality and a solutions-oriented approach, with emotional intelligence, sound judgment, strong follow-through and attention to detail.
Ability to create simple, relevant and scalable tools, programs and experiences for corporate, sales and manufacturing environments.
Strong facilitation skills and ability to navigate complex or sensitive topics with credibility, care, discretion and sound judgment.
Ability to independently manage multiple priorities, anticipate challenges and drive work from concept through implementation.
Strong communication, organization and change-management skills.
Proficiency in Microsoft 365 applications, including Excel, PowerPoint and Copilot.
Experience using employee listening, workforce or program data to identify insights, measure progress and translate findings into clear recommendations for leaders.
Ability to travel periodically (5–10%) within the U.S. and Canada and work effectively across manufacturing, office and remote environments.

Responsibilities

Translate Pella’s inclusion and culture strategy into practical, scalable enterprise programs and experiences aligned with business goals.
Design, implement, manage, administer and continuously improve inclusion and culture initiatives.
Strengthen Business Resource Groups by equipping leaders, aligning priorities, providing operational support and measuring results.
Partner with HR teams to embed inclusion and Pella’s culture into leadership development, talent acquisition, talent development, internal mobility and other employee experiences.
Identify gaps in employee experiences, recommend practical improvements and support implementation.
Partner with Corporate Communications to create clear, credible messaging that builds understanding, reinforces desired behaviors and connects inclusion and culture efforts to Pella’s strategy and performance.
Monitor relevant inclusion, culture and employee experience practices and emerging issues, and translate external insights into practical recommendations aligned with business goals.
Establish success measures and baselines for inclusion and culture efforts.
Use employee listening, workforce data and program insights to identify opportunities, evaluate impact, report progress and recommend adjustments to leaders.
Build leader and HR capability to navigate inclusion and culture topics through tools, learning, facilitation and consultation.
Guide thoughtful dialogue and help leaders turn insight into action.
Travel periodically within the U.S. and Canada and work across manufacturing, office and remote environments.