People & Culture Business Partner

Crisis Text Line, Inc. • Philadelphia, PA

3d • $67,452 - $80,351 • Remote

About The Position

At Crisis Text Line, the People & Culture Team acts as a strategic partner focused on creating an inclusive, high-performing workplace aligned with core values. They support the organization through employee relations, talent management, compliance, and people strategy, collaborating with leaders and employees to achieve people-centered outcomes. This role is ideal for someone passionate about enhancing workplace culture, supporting employees and leaders, and fostering team success.

The Manager, People & Culture serves as a culture steward and HR partner, dedicated to building and maintaining a workplace where employees can perform at their best in service of the mission. This position promotes a positive and inclusive environment, offers guidance to managers and employees, and acts as a reliable resource for employee relations, employee experience, performance management, and workplace practices. The role is crucial in boosting employee engagement, manager effectiveness, organizational consistency, and the overall employee experience throughout the entire employee lifecycle. The Manager will support initiatives in employee engagement, recognition, manager enablement, ERG partnerships, and workplace culture, while assisting leaders in managing employee relations matters with empathy, discretion, and sound judgment.

Reporting to the VP, People & Culture, this role collaborates closely with organizational leaders and the wider People & Culture team to implement scalable, people-centered practices that enhance organizational effectiveness, leadership capabilities, compliance, and workplace culture within a fast-paced, mission-driven environment. This role does not currently supervise any direct reports.

Success in this position involves cultivating trusted relationships across the organization, championing fair and consistent people practices, improving manager capabilities, and ensuring employees feel supported, valued, and connected to the mission.

Requirements

• 6+ years of progressive HR experience, with at least 2 years focused on employee relations or HR business partner work.
• Demonstrated experience conducting workplace investigations and managing sensitive employee relations matters with sound judgment and discretion.
• Strong knowledge of federal and state employment laws and HR compliance requirements.
• Superior communication and relationship-building skills, including experience supporting internal communications and leadership coaching.
• Strong project management, organizational, and change management skills.
• Experience with HRIS and applicant tracking systems (e.g., TriNet, ADP, UKG, Greenhouse, Lever, or similar platforms).
• Reliable High-Speed Internet Required: Must have a stable high-speed internet connection to support seamless remote collaboration, virtual meetings, online job tasks, etc.

Nice To Haves

• Bachelor's degree or equivalent professional experience.
• PHR/SPHR or SHRM-CP/SHRM-SCP Certification.
• Experience training and facilitating workshops, preferred.
• Experience in nonprofit, healthcare, mental health, volunteer-driven settings, or volunteer experience.
• Experience supporting Employee Resource Groups (ERGs) or other employee-led groups, including programming, structure, and connection to organizational initiatives.

Responsibilities

• Serve as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion.
• Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations.
• Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy.
• Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters.
• Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements.
• Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders.
• Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience.
• Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce.
• Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives.
• Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.
• Manage the performance review process from start to finish, including goal setting, mid-year and annual reviews, calibration conversations, timelines, reminders, and HRIS documentation.
• Coach managers on giving clear, actionable feedback; setting meaningful goals; recognizing strong performance; and navigating performance concerns with consistency and empathy.
• Partner with leaders on employee development, retention strategies, succession planning conversations, and career growth opportunities across teams.
• Support performance improvement and corrective action processes, including documentation, employee coaching conversations, and performance improvement plans (PIPs), ensuring fairness and consistency in application.
• Refine and maintain performance management tools, templates, guides, and processes so they are practical, easy to use, and aligned with organizational expectations across levels and functions.
• Analyze performance, engagement, retention, and turnover trends to identify organizational needs, uncover patterns, and recommend solutions that strengthen employee experience, manager effectiveness, and overall organizational health.
• Support the development, communication, and consistent application of HR policies, the employee handbook, and related practices.
• Help ensure compliance with applicable federal and state employment laws and regulations, including FLSA, FMLA, ADA, EEOC, and Title VII, partnering with People & Culture leadership and counsel as needed.
• Coordinate mandatory compliance and harassment-prevention training, and support audits and reporting requests.
• Assist with unemployment claims and employment verifications as part of broader People & Culture operations.

Benefits

• Comprehensive medical, dental, and vision options that prioritize accessibility and financial peace of mind
• Employer-funded HSA contributions
• Generous PTO, sick time, and 19 paid holidays with a winter break
• 12 weeks of fully paid parental leave after 26 consecutive weeks of service
• Monthly internet and mental health stipends
• Annual Wellness Stipend
• Home office and professional development stipends
• 403(b) retirement plan with employer contribution
• Sabbatical after 3 years of service

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: Associate degree