Talent & Culture Manager (51221)

Gradian Thermal Solutions•Maple Grove, MN

10d•$110,000 - $140,000•Onsite

About The Position

Gradian is an engineering-led, full-line thermal solutions partner serving data center and other mission-critical, commercial, and industrial markets. Headquartered in Maple Grove, MN, with additional facilities across North America, we design and manufacture liquid cooling systems, air handling equipment, heat rejection units, and modular, factory-assembled thermal management solutions. Gradian was founded through the unification of four complementary, established brands: MAS HVAC, Daedex, DeepCoolAI, and EcoChillers. Together, we act as a single-source provider, deploying cooling technologies as scalable systems optimized for efficiency, spatial constraints, and overall performance. With a vertically integrated engineering and manufacturing model, we pair rapid design turnaround with precision fabrication, so customers can move faster on complex projects where reliability, timeline, and quality all matter. Position Summary As Gradian grows through mergers, acquisitions, and rapid hiring, we are building one connected, purpose-driven culture across a newly combined organization. The Talent & Culture Manager is the champion and architect of that culture. This role exists to translate the Gradian brand, mission, vision, and values into everyday behaviors and experiences that employees can see, feel, and live at every stage of their journey. This is a highly visible, influence-driven role for someone who blends culture strategy with hands-on program execution. The Talent & Culture Manager will design and deliver the programs, moments, and communications that embed our five core behaviors – One Team, Partners in Success, Connected and Engaged, Continuously Improving, and Mutually Respectful – into hiring, onboarding, performance, recognition, development, and leadership. The ideal candidate is a culture builder who can influence without authority, partner across all levels, and help shape who Gradian is as we scale. The Culture We Are Building Our five behaviors are the foundation of the Gradian culture. This role is responsible for making them real and measurable across the organization: Gradian Behavior What This Role Helps Bring to Life One Team Collaboration, shared goals, and cross-site connection across a newly combined organization. Partners in Success Trust-based relationships with employees, leaders, and stakeholders. Connected and Engaged Communication, participation, belonging, and a positive employee experience. Continuously Improving A growth mindset, learning, feedback, and ongoing program improvement. Mutually Respectful Inclusion, dignity, and an environment where every voice is valued. Key Responsibilities Culture Design & Influence Serve as the primary champion of the Gradian brand, mission, vision, values, and behaviors, influencing how they show up across the organization. Design and lead a culture roadmap that embeds the five behaviors into every stage of the employee lifecycle. Partner with and influence leaders at all levels to model, reinforce, and hold the culture accountable, without relying on formal authority. Act as a trusted advisor to the CHRO and people leaders on culture, engagement, and employee experience. Embedding Brand & Behaviors Across HR Integrate the Gradian identity into hiring, onboarding, performance management, recognition, learning, and leadership development. Build behavior-based tools and resources such as interview guides, onboarding journeys, and manager toolkits. Partner with Talent Acquisition to ensure candidates experience the Gradian brand and values from first contact. Design onboarding experiences that immerse new employees in the mission, vision, values, and behaviors from day one. Employee Experience & Engagement Design and manage engagement initiatives, culture events, and recognition programs that reinforce the desired behaviors. Build and run a values-based recognition program that celebrates employees who live the Gradian behaviors. Develop culture rituals, traditions, and moments that strengthen connection across sites and teams. Partner with Internal Communications to deliver consistent, brand-aligned culture messaging. Measurement & Continuous Improvement Design and analyze engagement surveys, pulse checks, and listening tools to measure culture adoption. Translate feedback and data into actionable plans that strengthen culture and engagement. Track and report on culture and engagement metrics for leadership and the board. Continuously refine programs based on employee feedback and business needs.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Communications, Business, or a related field.
5+ years of experience in HR, talent, culture, employee experience, organizational development, or a related area.
Demonstrated success designing and delivering culture, engagement, or employee experience programs.
Proven ability to influence and build trust across all levels of an organization without direct authority.
Strong program and project management skills with the ability to move from strategy to hands-on execution.
Excellent communication, facilitation, and storytelling skills.
Experience embedding values or behaviors into HR programs and processes.

Nice To Haves

Experience in a high-growth, start-up, or post-merger / integration environment.
Experience building culture across multiple sites or a distributed workforce.
Familiarity with recognition platforms, engagement survey tools, and HRIS systems.
HR or organizational development certification (e.g., SHRM-CP/SCP, PHR, or Prosci change management).

Responsibilities

Serve as the primary champion of the Gradian brand, mission, vision, values, and behaviors, influencing how they show up across the organization.
Design and lead a culture roadmap that embeds the five behaviors into every stage of the employee lifecycle.
Partner with and influence leaders at all levels to model, reinforce, and hold the culture accountable, without relying on formal authority.
Act as a trusted advisor to the CHRO and people leaders on culture, engagement, and employee experience.
Integrate the Gradian identity into hiring, onboarding, performance management, recognition, learning, and leadership development.
Build behavior-based tools and resources such as interview guides, onboarding journeys, and manager toolkits.
Partner with Talent Acquisition to ensure candidates experience the Gradian brand and values from first contact.
Design onboarding experiences that immerse new employees in the mission, vision, values, and behaviors from day one.
Design and manage engagement initiatives, culture events, and recognition programs that reinforce the desired behaviors.
Build and run a values-based recognition program that celebrates employees who live the Gradian behaviors.
Develop culture rituals, traditions, and moments that strengthen connection across sites and teams.
Partner with Internal Communications to deliver consistent, brand-aligned culture messaging.
Design and analyze engagement surveys, pulse checks, and listening tools to measure culture adoption.
Translate feedback and data into actionable plans that strengthen culture and engagement.
Track and report on culture and engagement metrics for leadership and the board.
Continuously refine programs based on employee feedback and business needs.