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Cultural Manager Jobs (NOW HIRING)

RedRover

Talent & Culture Manager

Memphis, TN · On-site

Reads people well - both to sell a compelling vision to the right candidate and to assess cultural ... Build and manage relationships with candidates to deliver an exceptional experience from first ...

AccorHotel

People & Culture Manager

Dallas, TX

... cultural, convention and corporate events, but more importantly the setting for thousands of ... Manage all the benefits processes and remain compliant at all times * Facilitate all-employee ...

Ceh

Talent & Culture Manager

Wallingford, CT · Hybrid

We reserve the right to close this advert early if we find the right candidate, so we encourage you to apply early Are you an experiencedTalent& Culture Manager,learninganddevelopment ...

AccorHotel

People & Culture Manager

San Francisco, CA · On-site

Reporting to the General Manager, the People & Culture Manager oversees all human resources and workplace compliance functions for the property in accordance with Accor policies, HOA governing ...

BISM

Talent & Culture Manager

Baltimore, MD · On-site

$65K - $75K/yr

The Talent & Culture Manager will focus heavily on supporting BISM's manufacturing and mission workforce, ensuring that hiring, onboarding, and engagement practices are accessible, inclusive, and ...

Four Seasons

People and Culture Manager

Nevis, MN · On-site

As a People & Culture Manager , you will play a key role in supporting the People & Culture function within a luxury hospitality environment. This highly visible position is integral to shaping the ...

X-FAB TEXAS INC

People & Culture Manager

Lubbock, TX · On-site

... cultural and people transformation and guarantees high quality of all relevant people process ... Management Practices * Talent Acquisition * Compensation & Benefits * Training & Development

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Cultural Manager information

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$28.5K

$62.7K

$113.5K

How much do cultural manager jobs pay per year?

As of Jun 5, 2026, the average yearly pay for cultural manager in the United States is $62,661.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,000.00 and $69,000.00 per year, depending on experience, location, and employer.

What are Cultural Managers?

Cultural Managers are professionals who plan, organize, and oversee cultural projects, events, and institutions, such as museums, galleries, theaters, or festivals. Their main goal is to promote arts and culture, facilitate community engagement, and ensure the effective management of cultural resources. They often handle budgeting, marketing, fundraising, and collaboration with artists and stakeholders. Cultural Managers play a crucial role in making cultural experiences accessible and meaningful to diverse audiences.

What are the key skills and qualifications needed to thrive as a Cultural Manager, and why are they important?

To thrive as a Cultural Manager, you need expertise in arts administration, project management, and a background in cultural studies or a related field, often supported by a relevant degree. Familiarity with event management software, funding application systems, and digital marketing tools is typically required. Strong interpersonal skills, creativity, and cross-cultural communication abilities help build partnerships and engage diverse communities. These skills are essential for successfully developing and promoting cultural initiatives that connect artists, audiences, and stakeholders.

What are some common challenges a Cultural Manager may face when coordinating cross-cultural events or projects?

Cultural Managers often encounter challenges such as navigating language barriers, differing cultural norms, and varying expectations among stakeholders. Successfully coordinating cross-cultural events requires sensitivity to diverse traditions and the ability to mediate misunderstandings that may arise. Additionally, balancing the interests of artists, sponsors, and community members, while ensuring inclusivity and equity, can be complex but is essential for impactful cultural programming.

What is the difference between Cultural Manager vs Cultural Coordinator?

AspectCultural ManagerCultural Coordinator
ResponsibilitiesOversees cultural programs, strategic planning, and stakeholder engagementAssists in event planning, logistics, and day-to-day program support
Required CredentialsTypically a degree in arts, culture, or related field; experience in managementOften a degree or background in arts or cultural studies; entry-level experience
Work EnvironmentLeadership roles in cultural institutions, NGOs, or government agenciesSupport roles within cultural organizations, museums, or community centers

While both roles focus on cultural initiatives, a Cultural Manager has strategic and leadership responsibilities, whereas a Cultural Coordinator handles operational support. Understanding these differences helps in choosing the right career path or job search focus.

More about Cultural Manager jobs
What cities are hiring for Cultural Manager jobs? Cities with the most Cultural Manager job openings:
What are the most commonly searched types of Cultural jobs? The most popular types of Cultural jobs are:
What states have the most Cultural Manager jobs? States with the most job openings for Cultural Manager jobs include:
What job categories do people searching Cultural Manager jobs look for? The top searched job categories for Cultural Manager jobs are:
Cultural Manager jobs near you
Infographic showing various Cultural Manager job openings in the United States as of May 2026, with employment types broken down into 1% As Needed, 84% Full Time, and 15% Part Time. Highlights an 93% Physical, 1% Hybrid, and 6% Remote job distribution, with an average salary of $62,661 per year, or $30.1 per hour.
People & Culture Manager

People & Culture Manager

Parthenon Management Group

Brentwood, TN • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 8 days ago

Job description

Job Type
Full-time
Description
Parthenon Management Group
POSITION DESCRIPTION
Position: People & Culture Manager
Reports to: Director of Talent
We are Solutionaries.
Parthenon Management Group is an association management company offering management services to professional and trade associations. We offer strategic guidance and bring creative solutions with a vision for the future.
The People & Culture Manager serves as the operational engine of the People & Culture function, ensuring consistent execution and continuous improvement across all people programs and processes. In close partnership with the Director of Talent, this role drives the effective execution and continuous improvement of people programs, systems, and first-line manager support.
This role plays a critical part in shaping the employee experience and building a high-performance culture that enables PMG to grow, adapt, and succeed.
The ideal candidate is a proactive, detail-oriented, and thoughtful problem solver who is energized by creating environments where people and teams can do their best work.
PRIMARY DUTIES AND RESPONSIBILITIES, include the following but are not limited to:
SUPERVISORY RESPONSIBILITIES
  • This position has no direct supervisory responsibilities.

DUTIES/RESPONSIBILITIES
Recruitment & Onboarding:
  • Own and manage the full recruitment process, including workflow optimization, candidate experience, and hiring manager support.
  • Design, manage, and continuously improve the onboarding program and experience.
  • Ensure local employees feel welcomed and included on their first day by greeting them upon arrival and ensuring their desk is clean, tidy, has office supplies needed and a sign to welcome them.
  • Ensure onboarding drives engagement, cultural alignment, and early productivity.
  • Partner with hiring managers to improve recruiting processes and hiring effectiveness.
  • Continuously improve onboarding based on feedback and data, ensuring effectiveness and scalability.
  • Track and analyze recruiting and onboarding metrics to drive continuous improvement.

Employee Engagement & Relations:
  • Promote a positive, inclusive, and respectful workplace aligned with PMG's core values.
  • Assist with engagement, retention, and recognition programs, using data and feedback to evaluate effectiveness and inform ongoing enhancements.
    • Serve as a first point of contact for routine employee questions
    • Provide administrative and documentation support for employee relations matters
    • Escalate all complex or high-risk situations to the Director of Talent including:
    - Discrimination or harassment claims
    - Leave of absence situations that become complex or disputed
    - Disciplinary action beyond standard coaching or Performance Improvement Plans
  • Maintain confidentiality and professionalism when assisting with sensitive or employee relations matters.
  • Partners with the Marketing Department to provide employee information needed for internal newsletters and communication.

Training & Development:
  • Assist the Director of Talent and Leadership to identify and implement development opportunities.
  • Manage, track participation, and evaluate annual training programs, professional development activities, and continuing education initiatives.
  • Assist with the performance management process execution and ensure consistency across the organization.
  • Maintain accurate records of training completion and employee development goals.
  • Reinforce Director- established frameworks and policies

HR Administration & Benefits:
  • Ensure integrity and effectiveness of HR processes and employee data.
  • Coordinate with Payroll & Compliance Specialist on benefits administration and reporting.
  • Track participation in employee programs such as the Employee Referral Program, recognition initiatives, and development stipends.
  • Review HR-related invoices and support the Director of Talent in benefit renewals and documentation.
  • Interpret and administer leave programs and policies.
  • Maintain accurate and confidential employee personnel files and HR records with regards to leave of absences.
  • Assist with preparation and distribution of employee communications, policies, and handbook updates.
  • Support HR-related projects and initiatives in partnership with leadership.
  • Lead HR operational initiatives and projects as assigned.

HR Systems & Data Management:
  • Analyze HR metrics (turnover, engagement, hiring) and provide actionable insights.
  • Oversee and optimize the Community Module of Paylocity and company recognition and rewards program.
  • Identify and implement system and process improvements to enhance scalability.

Leave of Absence and Compliance:
  • Track and administer leave using established policies
    • Maintain accurate, confidential records
    • Escalate complex or non-routine leave situations to the Director of Talent

Compliance, AMCI Accreditation and Policy Implementation:
  • Partner with Payroll & Compliance Specialist to ensure alignment with compliance requirements.
  • Assist in the implementation and communication of HR policies and procedures.
  • Provide operational support for audits as needed.
  • Coordinate the AMCI accreditation process in partnership with the Director of Talent.

BENEFITS
People come first at PMG. That goes for both our clients and our team members. We are known for our exceptional customer service and work ethics. Our clients are like family to us! But our real families are also a priority. From flexible work schedules, including work-from-home plans, paid volunteer days, profit sharing, and more, PMG takes great care of its team members.
  • We offer:
  • Medical, Vision, and Dental insurance
  • Disability insurance
  • 401(k)
  • 2 Personal Days, 8 Paid Holidays, PTO Days
  • 6 weeks parental leave
  • Employee Development
  • PMG offers one paid Give Back Day to employees where team members can volunteer at their favorite cause on PMG's dime.
  • We are passionate about creating a workplace that promotes and values diversity. We serve associations that are global, multicultural, and diverse, and we want to reflect that inside our walls. More importantly, creating an environment where everyone, from any background, can do their best work is just the right thing to do.

Requirements
EDUCATION AND/OR EXPERIENCE
  • Bachelor's degree in human resources, Business Administration, Organizational Development, or related field preferred.
  • 4-6 years of HR experience, including ownership of programs or operations.
  • Exceptional interpersonal, written, and verbal communication skills.
  • Strong organizational skills with the ability to manage multiple priorities simultaneously.
  • Proficient in Microsoft Office Suite and HRIS systems.
  • Proven ability to handle confidential information with discretion.
  • Familiarity with best practices in recruiting, onboarding, and employee engagement.
  • SHRM-CP or PHR certification preferred but not required.

WORK ENVIRONMENT
Position is in an office setting that involves everyday risks or discomforts requiring normal safety precautions. On occasion, the individual must be able to do moderately demanding physical activity such as handling and opening boxes weighing 35-40 pounds, standing, and walking extensively throughout the day.

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