Manager, Inclusion & Culture

Pella Corporation•Pella, IA

7d•Hybrid

About The Position

The Manager, Inclusion & Culture turns Pella’s inclusion and culture strategy into practical programs, leader capabilities, and everyday employee experiences intended to strengthen engagement and business performance. This high-visibility role works across inclusion and culture priorities in partnership with HR and business leaders to help team members feel a sense of belonging, reach their full potential, and contribute to collective success. The manager translates strategy into practical action, builds understanding and capability, uses data to guide decisions, and helps embed inclusive, high-performing practices into how work gets done. The role designs and improves enterprise programs, supports Business Resource Groups, partners with HR and Corporate Communications, and uses employee listening and workforce data to assess impact and advise leaders. It also builds leader and HR capability through tools, learning, facilitation, and consultation. The position is based in Pella, Iowa, with a hybrid work arrangement. Periodic travel within the U.S. and Canada is required, with a stated range of 5–10%; the posting notes that the expected travel percentage or frequency should be confirmed before posting.

Requirements

At least 3–5 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.
Proven 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 advance work across levels and functions without direct authority.
Curiosity, practicality, a solutions-oriented approach, 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 enterprise programs and experiences.
Design, implement, manage, administer, and continuously improve practical, scalable initiatives aligned with business goals.
Strengthen the effectiveness and business impact of Pella’s 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 key employee experiences.
Identify gaps, 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.
Stay current on relevant inclusion, culture, and employee experience practices and emerging issues, and translate external insight 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 practical tools, learning, facilitation, and consultation.
Guide thoughtful dialogue and help leaders turn insight into action.
Manage multiple priorities, anticipate challenges, and drive work from concept through implementation.