People & Culture Manager, NA

Vantage Data Centers•Denver, CO

2d•Onsite

About The Position

The People & Culture Manager, NA is a senior individual-contributor role serving as a trusted advisor to leaders in a complex, fast-growing, 24x7 operating environment. The role partners with assigned leaders on workforce and organizational effectiveness, talent and performance, manager capability, employee relations, change, and execution of broader People & Culture priorities. It requires substantial independence, sound judgment, and professional expertise. The manager develops a deep understanding of the assigned business, diagnoses complex organizational issues, uses workforce data and business context to evaluate options, and translates recommendations into practical action. The role independently manages complex work across stakeholders and priorities, constructively challenges leaders when appropriate, identifies emerging risks, and balances enterprise standards with operating realities. It also coordinates with specialist teams while retaining accountability for effective People & Culture partnership with the assigned business. The position may be based in Denver, Colorado; Santa Clara, California; or Ashburn, Virginia. It supports a 24x7x365 organization and may involve occasional off-hours needs and travel of up to 15%, which may increase as the business evolves.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field, or equivalent relevant experience.
Typically eight or more years of progressive People & Culture/HR experience, including meaningful experience in HR business partnership, employee relations, organizational effectiveness, or a comparable advisory role.
Demonstrated depth across several areas, including organizational effectiveness, talent and performance, manager coaching, workforce planning, employee relations, and change.
Ability to independently diagnose complex business and organizational issues, evaluate alternatives, make recommendations, and drive work through implementation.
Ability to influence leaders and decisions without relying on formal authority.
Strong business acumen and ability to connect workforce and organizational recommendations to operating priorities, risk, and business outcomes.
Ability to interpret quantitative and qualitative workforce information and translate it into decision-oriented insights.
Working knowledge of U.S. employment practices and judgment to recognize when Employee Relations, Legal, Compensation, or another specialist should be engaged.
Demonstrated experience leading complex cross-functional projects or initiatives with limited oversight.
Strong written and verbal communication skills, including the ability to simplify complex issues and deliver direct or difficult messages with clarity and respect.
Strong organizational and project-management capability, including the ability to manage multiple high-priority matters in a fast-paced environment.
Proficiency in Excel, PowerPoint, Outlook, and HRIS platforms.
High degree of confidentiality, discretion, and factual discipline.
Ability to support a 24x7x365 organization, including flexibility for time-sensitive or occasional off-hours business needs.
Willingness to travel up to 15%, which may increase as the business evolves.

Nice To Haves

Experience supporting leaders in a high-growth, operational, technical, manufacturing, construction, data center, or other complex 24x7 environment.
Workday experience.
HR certification such as SHRM-SCP, SHRM-CP, SPHR, or PHR.

Responsibilities

Develop a deep understanding of the assigned business, including its strategy, operating model, workforce, leadership structure, critical roles, growth plans, and organizational risks.
Advise leaders on workforce planning, organizational design, role clarity, team effectiveness, and the people implications of business decisions.
Diagnose complex organizational issues using business context, workforce data, and stakeholder input; assess options and tradeoffs and recommend practical solutions.
Influence leader decisions through business reasoning and constructive challenge, and identify people, execution, financial, compliance, or organizational risks.
Identify systemic issues and recommend scalable improvements to leadership practices, organization design, processes, or People & Culture programs.
Lead execution of talent and performance practices, including performance management, talent reviews, succession planning, and development planning.
Advise leaders on critical talent, succession depth, capability gaps, retention risks, workforce readiness, and evidence-based talent decisions.
Coach leaders through performance, accountability, capability, and team-effectiveness decisions.
Partner with Learning & Development, Talent Acquisition, Compensation, and other specialist teams to address capability, hiring, workforce planning, talent, and reward needs.
Identify manager capability patterns and establish practical interventions to improve decision quality and consistency.
Manage employee relations matters within the role’s scope and partner with Employee Relations, Legal, or other specialists on complex, high-risk, or precedent-setting matters.
Advise leaders on fair and consistent decisions involving performance, conduct, attendance, workplace concerns, and policy application.
Handle sensitive matters with discretion, factual discipline, appropriate urgency, clear documentation, and follow-through; identify and escalate material risks early.
Apply relevant federal, state, and local employment requirements and company policy, recognizing when specialist or legal review is needed.
Use quantitative and qualitative workforce information to identify trends and support decisions about growth, hiring, organizational health, retention, internal movement, and workforce capability.
Translate workforce analysis into decision-ready implications, risks, options, tradeoffs, and recommended actions for leaders.
Monitor workforce and organizational patterns and proactively raise material issues with leadership.
Advise leaders on workforce and organizational implications of business, leadership, and operating-model changes.
Translate enterprise People & Culture programs and standards into effective execution for the assigned client group while preserving program intent.
Lead complex People & Culture initiatives and projects, including scope, stakeholder alignment, milestones, ownership, risks, and measurable outcomes.
Develop change approaches that address stakeholder readiness, manager communication, employee impact, and adoption; address barriers and remain accountable through completion.
Develop repeatable approaches, tools, and practices that can benefit the broader People & Culture organization.
Contribute expertise, business context, and constructive challenge as a senior individual contributor and trusted peer on the North America People & Culture team.
Lead work across functional and organizational boundaries, maintain clear accountability and decision ownership, and share lessons and effective practices.
Mentor and provide subject-matter guidance to less experienced People & Culture colleagues as appropriate, without formal people-management accountability.
Identify opportunities to simplify work, clarify decision rights, and improve the People & Culture operating model.
Perform additional duties as assigned by management consistent with the scope and level of the position.