[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-260015-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-260015-en":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","senior-manager-people-and-culture-job-description-nov-2023","Senior Manager, People and Culture - Job Description Nov 2023","","Senior Manager, People and Culture role supporting the CEO and Deputy Director by developing and executing the full human resources function. Responsibilities span culture building, talent acquisition, staff development, onboarding, and management coaching, alongside employee engagement, internal communications, conflict resolution, and HR investigations. The position administers HR policies and programs, advises leadership on engagement, change management, and performance measurement, and ensures fair, equitable recruitment and compliance. 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exempt; $70,000.00 per year  \nREPORTS TO: CEO  \nABOUT LA PLAZA  \nLA Plaza de Cultura y Artes centers the history of Mexican and Mexican Americans in Los Angeles, and collects, preserves, and shares the stories, accomplishments, and experiences of Latinx people and Latino culture. A Smithsonian affiliate museum, LA Plaza is a community hub and an anchor cultural institution in Los Angeles County. More information is available [at](at www.lapca.org)[ ](at www.lapca.org)[www.lapca.org](at www.lapca.org).  \nTHE OPPORTUNITY  \nReporting to the CEO and working closely with the Deputy Director , the Senior Manager, People and Culture develops and executes all aspects of the human resources function including culture building, management thought partnership, benefits administration, employee engagement, recruitment, HR administration, employee and labor relations, policy, and compliance.  \nThe Senior Manager is responsible for supporting talent acquisition, staff development, and team engagement for the organization , and provides leadership to foster a collaborative and inclusive culture at LA Plaza. The manager works with the CEO and Leadership Team to help staff members continually develop in their jobs, learn from the communities we serve and contribute in a highperforming environment.  \nESSENTIAL RESPONSIBILITIES  \nTalent and Staff Development  \n• Steward a culture of learning and growth.  \n• Build trust with employees and be an active listener and effective solver of people issues.  \n• Design and implement inclusive recruitment and selection processes and evaluation systems that drive the growth and effectiveness of the organization’s staff.  \n• Develop and implement new hire onboarding programming to ensure that staff members are provided the tools they need to be effective and efficient in their jobs, and that they gain abroad knowledge of the organization and the communities we serve.  \n• Assess organizational needs; work with the Leadership Team to identify professional learning and growth opportunities to support employees ongoing professional development.  \n• Implement a standard of supervision grounded in inclusive leadership practices such as building strong relationships, active listening, clear and transparent communication, consistent and timely feedback, and clear expectations.  \n• Maintain a schedule of facilitation and coaching with leadership and managers to assess  \nindividual, team and organizational development needs and conduct or procure specific trainings, assessments and/or workshops.  \nCulture and Employee Engagement  \n• In partnership with the CEO and the Leadership Team, lead efforts to gather and understand staff input and create actionable steps to further improve our culture, creating an environment that fosters continual learning and staff who are engaged and energized by the work they do.  \n• Develop, communicate, and administer HR policies and procedures that maintain and improve employee relations and shape organizational culture.  \n• Strengthen and manage channels for internal communications, conflict resolution, and appropriate issues escalation; support and/or lead internal and external HR investigations on an as-needed basis.  \n• As an in-house specialist, serve as an advisor to the Chief Executive Officer, Deputy Director , and the Leadership Team regarding best practices in employee engagement, change management and performance measurement, with an emphasis on organizational culture.  \n• Ensure there are formal and informal feedback channels.  \n• Ensure ongoing assessment and evolution of recruitment, workforce planning, and onboarding strategies to maintain fair and equitable practices.  \nHuman Resources  \n• Administer all human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognit","cbCaioIPsMXdUB5v","https://ap.wps.com/l/cbCaioIPsMXdUB5v","pdf",113795,"English","# About the Opportunity\n## Essential Responsibilities\n### Talent and Staff Development\n### Culture and Employee Engagement\n### Human Resources\n## Preferred Qualifications & Skills","[{\"question\":\"What does the Senior Manager, People and Culture do for the organization?\",\"answer\":\"The role develops and executes the human resources function, including culture building, talent acquisition, staff development, benefits administration, employee engagement, recruitment, and HR administration, as well as employee and labor relations, policy, and compliance.\"},{\"question\":\"Which responsibilities focus on talent development and onboarding?\",\"answer\":\"The role stewards learning and growth, designs inclusive recruitment and selection processes, implements new hire onboarding programming, assesses organizational needs, and coordinates facilitation and coaching to support individual, team, and organizational development.\"},{\"question\":\"How does the role handle HR compliance and employee relations?\",\"answer\":\"The Senior Manager administers HR policies and procedures, strengthens internal communication channels and escalation paths, supports or leads HR investigations, ensures formal feedback channels, and maintains knowledge of regulatory changes to keep policies and practices compliant.\"}]","Senior Manager, People and Culture - Job Description Nov 2023 | PDF",1789338007]