Senior People & Culture Manager (Remote-US)

TrackStreet•Las Vegas, NV

2d•Remote

About The Position

The Senior People & Culture Manager is responsible for protecting and strengthening what makes TrackStreet a great place to work. This role leads how we hire, develop, support, and retain our people while ensuring our values show up in everyday decisions — not just in slide decks. Working closely with Leadership, Department Heads, managers, and team leads, this role translates business goals into people practices that are practical, fair, and rooted in TrackStreet’s culture — while also leveraging modern HR technology, automation, and AI to continuously improve how we work.

Requirements

7+ years of progressive HR experience in a remote, multi-state or international environment.
Demonstrated experience leading recruiting, onboarding, performance management, and employee relations.
Experience partnering with IT on HR systems, onboarding/offboarding workflows, automation, or AI initiatives.

Nice To Haves

Experience developing training using Articulate or similar authoring tools preferred.
SHRM-CP/SCP or PHR/SPHR preferred.

Responsibilities

HR Business Partnership & Employee Relations Serve as a trusted People & Culture resource for all TrackStreet team members.
Partner with Department Heads to understand goals and operating rhythms, translating business strategy into effective people practices across teams.
Coach managers and team leads on talent development, performance management, feedback, and employee relations.
Proactively assess team and individual development needs, recommend improvements, and support implementation.
Lead employee relations matters, advising managers on compliant approaches for each situation.
Maintain strict confidentiality and sound judgment in all sensitive matters.
Lead full-cycle recruiting and onboarding execution across TrackStreet’s departments, partnering with hiring managers and external recruiters as needed.
Align hiring priorities with Department Heads and Leadership, ensuring recruiting efforts reflect business needs.
Partner with IT to continuously improve onboarding and offboarding workflows, including access provisioning, automation, and documentation.
Play a key role in the development and support of people programs such as onboarding, performance development, engagement initiatives, and compensation planning.
Develop and maintain custom training and enablement programs using Articulate or similar authoring tools.
Act as a visible, approachable People & Culture leader for all team members, reinforcing trust, connection, and belonging.
Drive TrackStreet’s employee engagement strategy across departments and geographies.
Serve as an ambassador of TrackStreet’s culture, partnering with Leadership and the Culture Committee to plan and implement culture, engagement, and recognition initiatives.
Identify engagement drivers and work with Department Heads to align people practices, tools, and workflows to improve satisfaction and retention.
Develop and execute an integrated employee experience strategy spanning recruiting, onboarding, learning, engagement, and retention.
Deliver high-quality HR solutions to address organizational needs and development gaps across all levels.
Apply a systems-thinking approach to all people initiatives, recognizing the interconnectedness of departments, tools, and processes.
Partner with IT and Leadership on AI-driven automation and HR technology improvements that increase efficiency and improve the employee experience.
Maintain HR systems, workflows, reporting, and documentation standards.
Ensure adherence to HR policies, procedures, and employment laws across U.S. and international teams, promoting a strong culture of compliance.
Support organizational change, partnering with Leadership and Department Heads to ensure smooth transitions and clear communication.
Drive consistency in administering HR policies and procedures to ensure fair and equitable treatment of all team members.
Handle administrative HR responsibilities including HRIS accuracy, reporting, documentation standards, and audit readiness.