<p>Position Title: People and Culture Manager</p> <p>FLSA Classification: Exempt; salaried</p> <p>Pay Range: $75,000-$85,000 annually plus competitive benefits.</p> <p>Spanish Bilingual differential: $1500 annually (as eligible)</p> <p>Position Type: Full-time; 40 hours per work week</p> <p>Work Schedule: Mon-Fri; 8:00a-4:30p with the ability to flex hours to accommodate business needs.</p> <p>Location: Main Administration - 5706 Wright Dr. Loveland, CO 80538, with presence at various partner sites in Larimer County and intermittent presence in all 3 FBLC locations.</p> <p>Remote Eligibility: This position is primarily onsite, with occasional opportunities to work from home in accordance with FBLCs work from home policy.</p> <p>Reports To: Chief Financial Officer</p> <p>Last Date Updated: March 30th, 2026</p> <p>Summary:</p> <p>The People and Culture Manager serves as a strategic partner to leaders and employees, shaping and strengthening a thriving workplace culture where people feel engaged, supported, and empowered to do their best work. This role drives the execution of FBLCs people strategies, policies, and programs to build a high-performing and mission-aligned workforce.</p> <p>With a focus on both strategy and execution, the People and Culture Manager leads and supports key areas including talent acquisition, employee engagement, growth and development, employee relations, and the effective coordination of HR documents, benefits, and complianceensuring a seamless and positive employee experience across the organization.</p> <p>The ideal candidate is passionate about people, energized by building strong relationships, and committed to fostering a workplace where individuals and teams can truly thrive.</p> <p>ESSENTIAL FUNCTIONS</p> <p>This job description is not intended to be an exhaustive list of all duties or responsibilities associated with the job. Other job-related duties may be assigned.</p> <p>ORGANIZATIONAL EFFECTIVENESS</p> <ul> <li>Collaborates with key stakeholders across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and development, performance management, professional development, succession planning and rewards. </li><li>Leads the organizations employee engagement, retention and experience initiatives to increase organizational, programmatic and individual performance. </li><li>Develop and recommend new procedures and policies to improve efficiency of the HR department, resulting in enhanced employee experiences. </li><li>Maintain knowledge of and apply trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. </li><li>Collaborate with Finance Director and the leadership team to analyze and prioritize the critical business challenges faced by FBLC and deploy appropriate HR interventions in collaboration with appropriate leadership. </li></ul> <p>TALENT ACQUISITION</p> <ul> <li>Oversee talent acquisition efforts and ensure sourcing, interviewing and selection processes are carried out in a structured and compliant manner. </li><li>Collaborate with hiring managers to understand qualifications, skills and competencies required to effectively fill roles. </li><li>Conduct reference checks, background screenings and ensure other pre-employment criteria are met. </li><li>Function as a strategic, human capital advisor to Directors and Mangers on the talent acquisition process to include interviewing, onboarding, talent management planning and offboarding. </li><li>Develop and manage the onboarding process to ensure an understanding of general work practices, workplace culture and internal procedures. </li><li>In partnership with department managers, leads integrated talent management solutions including individual development planning, talent reviews, succession planning, and leadership development. </li></ul> <p>EMPLOYEE RELATIONS</p> <ul> <li>Build strong relationships with workforce by creating an environment of support and trust, while reinforcing FBLCs culture and core values. </li><li>Inspire change within the organization based on employee engagement results to achieve higher employee satisfaction and reduce turnover. </li><li>Conduct investigations as necessary with employees and other stakeholders to make recommendations and resolve potential problems or grievances. </li><li>Provides confidential guidance, advice and counsel to employees and managers regarding a broad range of employee relations issues (e.g., performance issues, manager-employee communications, complaint resolution, employee engagement, attendance, etc.) </li><li>Advise leaders and managers on performance counseling and discipline procedures; advise on suspension or termination of employment actions. </li></ul> <p>COMPLIANCE/ADMINISTRATION</p> <ul> <li>Manage department budgeting, reporting, planning, and auditing processes. </li><li>Proactively evaluate HR processes for compliance gaps and/or policy conflicts and drive projects to mitigate risks. </li><li>Manages compliance and tracking systems related to Department of Labor, FAMLI, EEO and benefits management. </li></ul> <p>SAFETY</p> <ul> <li>Works with the organizations safety committee and others to ensure compliance with OSHA/DOT regulations and that safe work practices are reinforced as a part of organizational culture. </li><li>Manages workers compensation claims to ensure a quick return to work and to minimize costs. Communicates with workers compensation carriers providing investigational information in order to properly evaluate claim submissions and control claim costs impacting the organizational bottom line. </li><li>Works in cooperation with claims adjusters, loss control representatives and risk managers in investigating claims, analysis of potential hazards, and development of methods to reduce losses. </li></ul> <p>COMPENSATION AND BENEFITS MANAGEMENT</p> <ul> <li>Oversees the management and of all benefit programs (e.g., health disability, life); works with brokers as necessary when placing the organizations employee benefit programs out for competitive bidding. </li></ul> <p>GENERAL</p> <ul> <li>Maintain adherence to FBLC safety, OSHA, and food safety standards, prioritizing safety for oneself and others, including when operating company equipment or vehicles. </li><li>When representing the organization in local, state, and regional collaborations, take care to embody organizational values. </li><li>Demonstrate sensitivity to various viewpoints, including those shaped by different generations and cultures, while delivering exceptional customer service through kindness and engagement in all stakeholder interactions. </li></ul> <p>QUALIFICATIONS, EXPERIENCE, AND SKILLS</p> <p>To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.</p> <p>COMPETENCIES:</p> <ul> <li>Excellent verbal and written communication skills. </li><li>Strong analytical and problem-solving skills. </li><li>Knowledge of or experience in a non-profit business </li><li>Ability to act with integrity, professionalism, and confidentiality. </li><li>Ability to produce quality outcomes within tight timeframes; proven capability to balance several projects and meet deadlines. </li></ul> <p>EDUCATION & EXPERIENCE:</p> <ul> <li>High School Diploma or equivalent required, but higher education with a focus in organizational development or business preferred. </li><li>Active PHR required, SPHR preferred. </li><li>Experience with communities with limited incomes and/or knowledge of food insecurity within culturally and economically diverse communities preferred. </li><li>Experience using collaborative tools for file storage and sharing, meeting scheduling, and virtual collaboration preferred. </li><li>Minimum 7 years of experience in Human Resources </li></ul> <p>PRE-EMPLOYMENT SCREENING REQUIREMENTS:</p> <ul> <li>Successful completion of all pre-screening requirements. </li><li>Passing of the WorkSTEPS job-specific test. </li><li>21+ years of age and possession of a valid U.S. Driver's License with a good driving record, as confirmed through an MVR check. </li></ul> <p>LANGUAGE SKILLS & ABILITY:</p> <ul> <li>Proficiency in English required, bilingual in Spanish highly preferred. </li></ul> <p>COMPUTER SKILLS:</p> <ul> <li>Prefer experience with HRIS systems especially Paylocity. </li><li>Proficiency in Microsoft Office Suite and online technologies is essential. </li></ul> <p>SUPERVISORY RESPONSIBILITIES:</p> <ul> <li>This position has no direct reports but may support the coordination of volunteers. </li></ul> <p>.</p> <p>WORK ENVIRONMENT:</p> <ul> <li>Primarily works in an office located within a warehouse. </li></ul> <p>PHYSICAL DEMANDS:</p> <p>The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk, hear with or without aid, walk for short or extended periods of time, stand for short or extended periods of time, sit for short and extended periods of time, kneel, crouch, crawl, stoop, bend repeatedly, pull, reach above the shoulder with hands and arms, regularly use hands to finger, grasp, handle, feel, pull, climb stairs, balance, write, count, read, analyze, alphabetize, and frequently lift and/or move objects up to 25 lbs. and occasionally lift and/or move objects up to 55 lbs. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, color vision, distance vision, and ability to adjust focus.</p> <p>TRAVEL:</p> <ul> <li>Local travel between the 3 organizational sites is the primary expectation during business hours. Mileage reimbursement is provided for work-related travel. </li></ul> <p>Note: In instances of a federal, state, or locally declared emergency, Food Bank for Larimer County is typically considered an essential service and emergency responder; all employees may be called in to perform regular or emergent duties.</p>