Role Purpose

The People & Culture Manager is a proactive, people-first role responsible for building and shaping the P&C function for CSA Group in the United States from the ground up. This is not a maintenance or compliance role — it is a builder’s role. The Manager will design and implement the policies, programs, and structures that do not yet exist, partnering closely with the US General Manager and leadership team to make CSA Group a great place to work. The Manager will champion employee happiness, engagement, and development while acting as a trusted advisor to both employees and management on all people-related matters.

Key Responsibilities

Management Support & Strategic Partnership

Serve as a close strategic partner to the US General Manager and leadership team on all people and organizational matters.
Provide data-driven insights, recommendations, and proactive P&C guidance to support business decisions.
Prepare and present proposals to management on new programs, policies, and initiatives for review and approval.
Support managers in building high-performing teams, handling sensitive employee situations, and leading through change.
Facilitate regular P&C touchpoints with leadership to align on priorities, workforce planning, and team health.

Employee Happiness, Engagement & Development

Champion a positive, inclusive, and engaging workplace culture that reflects CSA Group’s values.
Design and implement employee engagement initiatives, pulse surveys, and feedback mechanisms — and act on the results.
Support performance management processes, including goal-setting, regular check-ins, reviews, and development planning.
Identify training needs and coordinate learning and development programs in collaboration with managers.
Act as a trusted, accessible point of contact for all employees on personal and professional matters.

Talent Acquisition & Onboarding

Lead the end-to-end recruitment process for assigned roles: sourcing, screening, coordinating interviews, conducting background checks, and managing offer logistics. Hiring decisions remain with the respective line manager.
Design and implement a structured, engaging onboarding experience to integrate new hires seamlessly into CSA Group.
Develop and maintain a talent pipeline and promote CSA Group’s employer brand across relevant channels.
Advise managers on job design, role scoping, and candidate assessment frameworks.

Employee Relations & Compliance

Provide expert guidance on employee relations matters, ensuring compliance with US federal, state, and local employment laws.
Manage and document employee relations cases with fairness, confidentiality, and consistency.
Proactively identify and mitigate people-related risks to the organization.

Policy Design & P&C Infrastructure

Design, draft, and implement CSA Group US employment policies from scratch (employee handbook, PTO, performance, conduct, etc.), in line with legal requirements and company values.
Propose policies to management, incorporate feedback, and drive through to implementation.
Maintain accurate employee records and HRIS data; establish scalable P&C processes and workflows.
Continuously improve P&C operations as the company grows.

Compensation & Benefits Design

Research and benchmark compensation and benefits practices to ensure CSA Group’s offerings are competitive and fair.
Develop proposals for compensation structures and benefit programs; present recommendations to management for approval.
Source and negotiate with external service providers (health insurance, retirement plans, vendors) to establish and manage benefit programs.
Administer approved compensation and benefits programs, supporting annual review cycles and addressing employee inquiries.

Candidate Profile

Education & Experience

Bachelor’s degree in Human Resources, Business Administration, or a related field
HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) preferred
5+ years of experience in a People & Culture or HR Generalist/Manager role, ideally in a start-up or build-phase environment

Technical Skills (Must Have)

Demonstrated experience building HR infrastructure from scratch — policies, programs, and processes
Solid understanding of US employment law and HR best practices across multiple states
Experience with HRIS platforms (e.g., BambooHR) and proficiency in Microsoft Office Suite
Experience in full-cycle recruitment, including background check processes
Familiarity with benefits sourcing, negotiation, and administration
Competence in compensation benchmarking and performance management systems

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