People & Culture Manager, NA

Vantagedc; Denver (CO); Vor Ort; USD 110.000 - 170.000; Vollzeit

Zusammenfassung

Vantage seeks a People & Culture Manager, NA to partner with leaders in a fast-growing, 24x7 operating environment across Denver, Santa Clara and Ashburn. You will advise on workforce planning, organizational design and talent initiatives, balancing enterprise standards with local realities.

The role requires independent judgment, data-driven insights, and the ability to translate complex people issues into practical actions across multiple locations.

Qualifikationen

• Experience as HR/People & Culture leader in a fast-growth environment.
• Ability to diagnose complex people issues and translate into practical actions.
• Strong partnering with leadership and cross-functional teams.

Aufgaben

• Develop a deep understanding of the assigned client group, including strategy, operating model, workforce, leadership structure, critical roles and risks.
• Serve as a trusted People & Culture advisor to leaders on workforce planning, org design, role clarity and leadership effectiveness.
• Diagnose complex organizational issues using data and stakeholder input; develop viable options and recommendations.
• Influence decisions with professional judgment and constructive challenge while managing risk.
• Identify recurring issues and design scalable interventions for leadership practices and organizational design.
• Lead talent and performance practices across the client group, including development planning and succession considerations.
• Advise leaders on talent readiness, retention risk and workforce implications of business decisions.
• Partner with Learning & Development, Talent Acquisition and Compensation to connect hiring, capability and reward decisions.

Kenntnisse

People & Culture

Organizational design

Stakeholder management

Jobbeschreibung

About Vantage

Vantage powers, cools, protects and connects the technology of the world's well-known hyperscalers, cloud providers and large enterprises. Developing and operating across North America, EMEA and Asia Pacific, Vantage has evolved data center design in innovative ways to deliver dramatic gains in reliability, efficiency and sustainability in flexible environments that can scale as quickly as the market demands.

People & Culture Departmen t

The People & Culture team partners with the business to build the organization, leadership capability and workforce needed to support Vantage's continued growth. The team combines strategic partnership with practical execution, translating enterprise People & Culture programs, policies and standards into solutions that work in the business. Every member of the People & Culture team is expected to understand the business, bring sound judgment to complex issues and connect people decisions to business outcomes. Trust, Accountability, Respect and Agility are Vantage's core values and guide how we work with leaders, employees and one another.

Position Overview

This role can be based in Denver, CO, Santa Clara, CA, or Ashburn, VA. The People & Culture Manager, NA is an experienced People & Culture professional who serves as a trusted advisor to leaders in a complex, fast-growing, 24x7 operating environment. The role partners with assigned leaders on workforce and organizational effectiveness, talent and performance, manager capability, employee relations, change and the execution of broader People & Culture priorities. This is a senior individual-contributor role requiring substantial independence, judgment and professional expertise. The People & Culture Manager is expected to understand the business, diagnose complex people and organizational issues, distinguish symptoms from root causes, use workforce data and business context to evaluate options, and translate recommendations into practical action. The role independently manages complex work across multiple stakeholders and priorities, constructively challenges leaders when appropriate and identifies emerging people, organizational and execution risks before they become larger business issues. The successful candidate will balance enterprise standards with operating realities and develop solutions that can scale beyond an individual employee, leader or location. The role works closely with Employee Relations, Talent Acquisition, Learning & Development, Compensation, P&C Shared Services and other specialist teams, bringing together the right expertise while retaining accountability for effective People & Culture partnership with the assigned business.

Essential Job Functions

• Develop a deep understanding of the assigned business, including its strategy, operating model, workforce, leadership structure, critical roles, growth plans and organizational risks.
• Serve as a trusted People & Culture advisor to leaders, providing independent recommendations on workforce planning, organizational design, role clarity, team effectiveness and the people implications of business decisions.
• Diagnose complex or ambiguous organizational issues using business context, workforce data and stakeholder input; develop practical options, assess tradeoffs and recommend a path forward.
• Influence leader decisions through clear business reasoning, professional judgment and constructive challenge, particularly where proposed actions create people, execution, financial, compliance or organizational risk.
• Identify recurring or systemic issues across the client group and recommend scalable changes to leadership practices, organization design, processes or People & Culture programs.
• Balance enterprise standards with legitimate operating requirements while avoiding unnecessary exceptions or one-off solutions.
• Lead the execution of talent and performance practices across the assigned client group, including performance management, talent reviews, succession planning, development planning and related leadership decisions.
• Advise leaders on critical talent, succession depth, capability gaps, retention risks and workforce readiness, translating insights into specific actions.
• Coach leaders through complex performance, accountability, capability and team-effectiveness decisions.
• Help leaders differentiate performance, evaluate readiness and make timely, evidence-based talent decisions.
• Partner with Learning & Development on manager and organizational capability needs, supporting effective adoption and application within the business.
• Partner with Talent Acquisition, Compensation and other specialist teams to connect hiring, workforce planning, talent and reward decisions.
• Identify patterns in manager capability and establish practical interventions that improve decision quality and consistency.
• Independently manage employee relations matters within the role's scope and partner with Employee Relations, Legal or other specialists on complex, high-ri