People & Culture Manager

payne-tompkins; Chardon (OH); On-site; USD 65,000 - 110,000; Full time

Job summary

Payne-Tompkins seeks a People & Culture Manager to lead the full employee lifecycle—from recruiting and onboarding to employee relations, benefits administration, performance tracking, and culture initiatives. You will ensure compliant, well-documented HR execution across the organization.

The role reports to the Director of Finance & Administration and requires strong HRIS experience, confidentiality, and organizational strengths to partner with leadership and manage multiple processes

Qualifications

• 5+ years of progressive HR experience; 3 of which in Recruitment.
• Experience managing full-cycle recruiting and onboarding processes.
• Working knowledge of HR compliance, employment law, and HRIS systems.
• Excellent written and verbal communication skills.
• Ability to handle confidential and sensitive information with discretion.
• Strong organizational skills and ability to manage multiple HR processes simultaneously.
• Ability to work independently while partnering closely with leadership

Responsibilities

• Recruiting: Draft and post job ads; Source candidates; Screen resumes; Coordinate interviews; Manage candidate communication; Track hiring progress; Reference checks; Prepare offers; Maintain recruiting records.
• Onboarding: Coordinate offer-to-start communication; Prepare onboarding paperwork and files; Ensure tech, workspace, and tools are ready; Schedule onboarding activities; Enroll benefits and acknowledgments; Track 30/60/90 day check-ins.
• Employee relations: Serve as first contact for routine employee issues; Coach managers; Address attendance, conduct, and performance concerns; Document issues; Escalate high-risk matters.
• HROperations: Maintain HRIS records and employee data; Manage personnel files and documentation; Track compliance items and trainings; Administer training software; Run HR reporting.
• Benefits: Administer enrollments and changes; Track eligibility; Open enrollment communications; Coordinate with brokers; Maintain benefit records.
• Performance & Development: Administer performance reviews; Track completion; Support performance improvement plans and development tracking; Coordinate documentation and follow-ups; Manage training records.
• CultureExecution: Coordinate employee recognition; Manage birthdays/anniversaries and gifts; Support internal communications and events; Reinforce company values; Coordinate gear ordering; Assist team morale initiatives.
• Offboarding: Coordinate resignations/terminations; Manage exit logistics; Ensure access removal and asset return; Schedule exit interviews; Track final documentation

Skills

HR experience

Recruitment

Onboarding

Employee relations

Compliance

HRIS

Communication skills

Organizational skills

Job description

Summary

ThePeopleCultureManagerownstheexecutionofrecruiting,employeeexperience,HRsystemsandcompliance,performanceprocesses,andcultureinitiativesforthecompany.Thisrolemanagesthefullemployeelifecycle—fromrecruitingandonboardingthroughemployeerelations,benefitsadministration,performancetracking,cultureprograms,andoffboarding—ensuringconsistent,compliant,andwell-documentedHRexecutionacrosstheorganization.

ReportsTo

DirectorofFinance&Administration

Responsibilities

• Recruiting:
  1. Draftandpostjobads.
  2. MaintainJobDescriptionsandaccountabilitychartupkeep.
  3. Sourcecandidatesthroughjobboards,referrals,andoutreach.
  4. Screenresumesandcompleteinitialphonescreens.
  5. Coordinateinterviewswithhiringmanagers.
  6. Managecandidatecommunicationandfollow-up.
  7. Trackpipelinestatusandhiringprogress.
  8. Coordinatereferencechecksandpre-employmentsteps.
  9. Prepareofferdetailsandsupportofferdelivery.
  10. Maintainrecruitingrecordsandreporting.
• Onboarding:
  1. Coordinateoffer-to-startcommunication.
  2. Prepareonboardingpaperworkandnewhirefiles.
  3. Ensuretechnology,workspace,andtoolsareready.
  4. Schedulefirst-dayandfirst-weekonboardingactivities.
  5. Coordinatebenefitenrollmentandpolicyacknowledgments.
  6. Track30/60/90-daycheck-insandonboardingcompletion.
• EmployeeRelations:
  1. Serveasfirstpointofcontactforroutineemployeeissues.
  2. Supportmanagerswithcoachinganddocumentation.
  3. Helpaddressattendance,conduct,andperformanceconcerns.
  4. Documentemployeeissuesconsistentlyandaccurately.
  5. Escalatesensitive,legal,orhigh-riskmatters.
• HROperations:
  1. MaintainHRISrecordsandemployeedataaccuracy.
  2. Managepersonnelfilesandrequireddocumentation.
  3. Trackcomplianceitems,trainings,andcertifications.
  4. Owntrainingsoftwareadministration,usersetup,assignments,andcompletionreporting.
  5. Supportpolicyacknowledgmentsandformadministration.
  6. RunroutineHRreportingandprocessfollow-through.
• Benefits:
  1. Administerenrollments,changes,andterminations.
  2. Trackeligibilityandsupportemployeequestions.
  3. Coordinateopenenrollmentcommunicationandfollow-up.
  4. Workwithbrokersorvendorsonroutineissues.
  5. Maintainbenefitrecordsanddeductionssupport.
• Performance&Development:
  1. Administerperformancereviewcycles.
  2. Trackreviewcompletionandmanageraccountability.
  3. SupportA-playersystem(PIP),performancegrowthplans(RPGP),andemployeedevelopmenttracking.
  4. CoordinateRPRSandperformanceimprovementplandocumentation,follow-up,andtracking.
  5. Maintaintrainingrecordsandfollow-upactions.
  6. Ownadministrationoftrainingsoftware,includingassignments,completiontracking,andreporting.
  7. Helpcoordinateemployeedevelopmentprocesses.
• CultureExecution:
  1. Coordinateemployeerecognitionefforts.
  2. Managebirthdayandanniversaryannouncements.
  3. Coordinatebirthday,anniversary,andemployeerecognitiongiftsEA&AdminCoordinator.
  4. Supportinternalcommunicationandengagementactivities.
  5. Helpreinforcecompanyvaluesandexpectations.
  6. CoordinatecompanygearorderingwithEA&AdminCoordinator.
  7. Assistwithteameventsandmoraleinitiatives.
• Offboarding:
  1. Coordinateresignationandterminationpaperwork.
  2. Manageexitlogisticsandinternalnotifications.
  3. Ensuresystemaccessremovalandassetreturn.
  4. Scheduleexitinterviewswhenappropriate.
  5. Trackfinaldocumentationandtransitionsteps.

Requirements

• 5+yearsofprogressiveHRexperience;3ofwhichareinRecruitment
• Experiencemanagingfull-cyclerecruitingandonboardingprocesses.
• WorkingknowledgeofHRcompliance,employmentlaw,andHRISsystems.
• Excellentwrittenandverbalcommunicationskills.
• Abilitytohandleconfidentialandsensitiveinformationwithdiscretion.
• StrongorganizationalskillsandabilitytomanagemultipleHRprocessessimultaneously.
• Abilitytoworkindependentlywhilepartneringcloselywithleadership