Talent and Culture Lead

AMCON•Fairburn, GA

10d

About The Position

The Talent Acquisition and HR Operations Manager provides oversight of talent and culture initiatives including recruiting, onboarding, orientation, and people-operations. Reporting to the President, this role is responsible for attracting top talent, ensuring strong orientation and training experiences, and building disciplined people processes that support operational excellence. This role blends hands-on recruiting and implementation of strategic culture initiatives to ensure employees are provided with a professional growth environment.

Requirements

Reporting to the President
Attracting top talent
Ensuring strong orientation and training experiences
Building disciplined people processes that support operational excellence
Hands-on recruiting
Implementation of strategic culture initiatives
Professional growth environment
Full-cycle recruiting for management roles
Partner with hiring managers to define role requirements, assess candidates, and drive quality hiring decisions
Development, maintenance, and governance of all employment offer letter templates, promotions, transfers, compensation adjustments, benefits offerings, and legal requirements
Ensure new hires are fully equipped with systems access, tools, and clarity to be productive quickly
Design, develop, and continuously improve new hire orientation programs
Partner with leaders to create role-specific orientation plans and 30/60/90 day performance checkpoints
Identify and implement employee engagement initiatives, activities, and events
Coordinate employee recognition programs
Partner with executive leadership to plan, coordinate, and facilitate biannual Employee State of the Union meetings
Administer, communicate, and facilitate the organization's annual and mid-year performance management process
Monitor review completion rates and provide executive reporting on performance management metrics
Support succession planning
Partner with managers to address employee performance concerns, workplace conflict, and disciplinary action
Coordinate and support internal training initiatives, leadership development, and skills-based training
Support change management efforts
Conduct workplace investigations
Maintain confidentiality while exercising sound judgment and professionalism in sensitive employee matters
Own and optimize people systems (ATS, HRIS, onboarding tools, performance platforms, employee documentation)
Prepare, maintain, and organize confidential employee documentation
Maintain standardized workflows for hiring, orientation, training, performance reviews, and employee lifecycle events
Ensure compliance, data accuracy, and documentation consistency across all people processes

Responsibilities

Own end-to-end talent acquisition, onboarding, orientation and people operations management.
Maintain, and improve structured, repeatable people processes that scale with the business.
Hold accountable execution of people processes across the organization.
Lead full-cycle recruiting for management roles.
Partner with hiring managers to define role requirements, assess candidates, and drive quality hiring decisions.
Own the development, maintenance, and governance of all employment offer letter templates, promotions, transfers, compensation adjustments, benefits offerings, and legal requirements.
Ensure new hires are fully equipped with systems access, tools, and clarity to be productive quickly.
Design, develop, and continuously improve new hire orientation programs that create a consistent and engaging employee experience.
Partner with leaders to create role-specific orientation plans and 30/60/90 day performance checkpoints.
Identify and implement employee engagement initiatives, activities, and events that support retention, morale, and organizational culture.
Coordinate employee recognition programs, including: Monthly birthday celebrations, Work anniversary recognitions, Weekly employee shout-outs, Personal New baby recognitions, Personal Bereavement acknowledgements, Personal Employee milestone celebrations, Personal Recognition of exceptional performance and demonstration of company values.
Partner with executive leadership to plan, coordinate, and facilitate biannual Employee State of the Union meetings, ensuring organization-wide communication, transparency, recognition, and employee engagement.
Administer, communicate, and facilitate the organization's annual and mid-year performance management process.
Monitor review completion rates and provide executive reporting on performance management metrics.
Support succession planning.
Partner with managers to address employee performance concerns, workplace conflict, and disciplinary action through coaching, counseling, documentation, performance improvement plans, and corrective action.
Coordinate and support internal training initiatives, leadership development, and skills-based training aligned to operational needs.
Support change management efforts tied to growth, system implementations, and organizational evolution.
Conduct workplace investigations involving employee complaints, policy violations, interpersonal conflict, harassment concerns, ethics concerns, and other workplace matters.
Maintain confidentiality while exercising sound judgment and professionalism in sensitive employee matters.
Own and optimize people systems (ATS, HRIS, onboarding tools, performance platforms, employee documentation).
Prepare, maintain, and organize confidential employee documentation related to investigations, disciplinary actions, accommodations, leaves of absence, employment status changes, and personnel files.
Maintain standardized workflows for hiring, orientation, training, performance reviews, and employee lifecycle events.
Ensure compliance, data accuracy, and documentation consistency across all people processes.