People & Culture Manager, NA

Vantage Data Centers•Santa Clara, CA

4d•$140,000 - $160,000•Hybrid

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. The position may be based in Denver, Colorado; Santa Clara, California; or Ashburn, Virginia. The successful candidate works independently across complex issues and priorities, using business context, workforce data, stakeholder input, and professional judgment to diagnose root causes and recommend practical actions. The role constructively challenges leaders when appropriate, identifies emerging people and organizational risks, and balances enterprise standards with operating realities. It collaborates with Employee Relations, Talent Acquisition, Learning & Development, Compensation, P&C Shared Services, Legal, HR Operations, and other specialists while retaining accountability for effective partnership with the assigned business. It may mentor and provide subject-matter guidance to less experienced colleagues but has no formal people-management accountability. The role requires a bachelor’s degree in Human Resources, Business, or a related field, or equivalent relevant experience, and typically eight or more years of progressive People & Culture/HR experience. Experience supporting leaders in a high-growth, operational, technical, manufacturing, construction, data center, or other complex 24x7 environment is strongly preferred. The position supports a 24x7x365 organization, including flexibility for time-sensitive or occasional off-hours business needs, and requires willingness to travel up to 15%, potentially more as the business evolves. The salary range is $140,000–$160,000 base plus bonus, based on Colorado market data and potentially varying by location. The role is eligible for company benefits, including health and welfare coverage, retirement, paid leave, and other voluntary benefits.

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 organizational and workforce 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 ability to simplify complex issues and deliver direct or difficult messages clearly and respectfully.
Strong organizational and project-management capability, including 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.
Ability to occasionally stand, walk, sit, use hands to handle or feel objects, reach with hands and arms, climb stairs, balance, stoop or kneel, talk, and hear; occasionally lift and/or move up to 25 pounds.

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 or ambiguous organizational issues using business context, workforce data, and stakeholder input; assess options and tradeoffs and recommend practical action.
Influence leader decisions through business reasoning, professional judgment, and constructive challenge, identifying people, execution, financial, compliance, and organizational risks.
Identify recurring or systemic issues and recommend scalable changes to leadership practices, organizational design, processes, or People & Culture programs.
Balance enterprise standards with legitimate operating requirements while avoiding unnecessary exceptions or one-off solutions.
Lead execution of talent and performance practices, including performance management, talent reviews, succession planning, development planning, and related leadership decisions.
Advise leaders on critical talent, succession depth, capability gaps, retention risks, and workforce readiness, translating insights into specific actions.
Coach leaders through complex performance, accountability, capability, and team-effectiveness decisions; help them make timely, evidence-based talent decisions.
Partner with Learning & Development on manager and organizational capability needs and support effective adoption in the business.
Partner with Talent Acquisition, Compensation, and other specialist teams to connect hiring, workforce planning, talent, and reward decisions.
Identify patterns in manager capability and establish practical interventions to improve decision quality and consistency.
Independently 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, consistent, and well-supported decisions involving performance, conduct, attendance, workplace concerns, and policy application.
Handle sensitive and confidential matters with sound judgment, factual discipline, discretion, and appropriate urgency.
Recognize patterns across employee matters and recommend broader improvements to management practices, policy application, communication, or operating processes.
Apply relevant federal, state, and local employment requirements and company policy, recognizing when specialist or legal review is needed.
Identify and escalate material legal, employee-relations, reputational, financial, or business risk early, with relevant context and a recommended path.
Maintain clear documentation and accountability for follow-through and closure.
Use quantitative and qualitative workforce information to identify trends, test assumptions, and support decisions on growth, hiring, organizational health, retention, internal movement, and workforce capability.
Connect workforce data to business context and translate analysis into clear implications, risks, and recommended actions for leaders.
Prepare concise, decision-ready recommendations that distinguish facts, assumptions, options, tradeoffs, and proposed actions.
Monitor emerging workforce and organizational patterns and proactively bring material issues to leadership attention.
Partner with the broader People & Culture team to improve workforce insights and decision support.
Advise leaders on workforce and organizational implications of business, leadership, and operating-model changes.
Translate enterprise People & Culture programs and standards into effective client-group execution while preserving program intent.
Lead complex People & Culture initiatives and projects with clear scope, stakeholder alignment, milestones, ownership, risks, and measurable outcomes.
Develop practical change approaches addressing stakeholder readiness, manager communication, employee impact, and adoption.
Surface barriers to adoption, recommend corrective actions, and remain accountable for implementation through completion.
Develop repeatable approaches, tools, or practices that can create broader value for the People & Culture organization.
Contribute expertise, business context, and constructive challenge as a senior individual contributor and trusted peer within the North America People & Culture team.
Lead work across functional and organizational boundaries when outcomes require coordination among People & Culture specialties or business stakeholders.
Partner with Employee Relations, Compensation, Talent Acquisition, Learning & Development, HR Operations, and other teams while maintaining clear accountability and decision ownership.
Share lessons, risks, and effective practices across the People & Culture organization and contribute to common standards and scalable solutions.
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 broader People & Culture operating model.
Perform additional duties as assigned by management consistent with the scope and level of the position.

Benefits

Medical, dental, and vision coverage.
Life and AD&D coverage.
Short- and long-term disability coverage.
Paid time off and paid leave benefits.
Employee assistance program.
401(k) program with company match.
Additional voluntary benefits, including a comprehensive suite of health and welfare, retirement, and paid leave benefits.
Above-market total compensation package.
Bonus eligibility.
Recognition, training, and development opportunities.