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Culture Partner Jobs (NOW HIRING)

Orveon

People and Culture Manager

Manhattan, NY · On-site

Partner with leaders to align People & Culture strategies with organizational goals and operational needs. Maintain a deep understanding of business strategy, goals and challenges. * Act as a trusted ...

MedSpeed

Talent Acquisition Partner

Pittsburgh, PA

Talent Acquisition Partner Candidates must be local to the Pittsburgh area. Required to be in ... S., yet we've never lost the entrepreneurial spirit and close-knit culture that defined us from day ...

Primark

People and Culture Business Partner

Augusta, GA · On-site

In this role, the People & Culture Business Partner is integral to keeping everything in-store on track for our people - and our business - to succeed. What You'll Do As a P&C Business Partner, you ...

Actionstep

Manager, Partner Operations

Denver, CO · On-site

Foster a high-accountability, collaborative, and solutions-oriented team culture. Partner Delivery & Escalation Management Act as a senior escalation point for partner, customer, and delivery-related ...

Orveon

People and Culture Manager

Manhattan, NY · Hybrid

Partner with leaders to align People & Culture strategies with organizational goals and operational needs. Maintain a deep understanding of business strategy, goals and challenges. * Act as a trusted ...

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Culture Partner information

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$30.5K

$117.5K

How much do culture partner jobs pay per year?

As of Jul 1, 2026, the average yearly pay for culture partner in the United States is $113,105.00, according to ZipRecruiter salary data. Most workers in this role earn between $116,500.00 and $116,500.00 per year, depending on experience, location, and employer.

What is the 70 30 rule in hiring?

The 70/30 rule in hiring suggests that 70% of a candidate's evaluation should focus on skills, experience, and qualifications, while 30% should consider cultural fit and alignment with company values. For a Culture Partner, this balance helps ensure both competency and compatibility with the organization's culture during the hiring process.

What is a Culture Partner?

A Culture Partner is a professional who helps organizations shape, maintain, and improve their workplace culture. They work closely with leadership and employees to align company values, foster engagement, and drive positive behavioral change throughout the organization. Culture Partners may lead initiatives such as diversity and inclusion programs, employee feedback systems, and values-based training. Their ultimate goal is to support a healthy, productive, and inclusive work environment that aligns with the company's mission and objectives.

What does a culture partner do?

A culture partner is responsible for fostering and maintaining a positive organizational culture by promoting core values, facilitating employee engagement, and supporting diversity and inclusion initiatives. They often collaborate with leadership and use tools like surveys and feedback sessions to assess and improve workplace environment.

What jobs in the US pay 300,000 a year?

For a Culture Partner or similar roles in the US, high-paying positions often include executive-level roles such as Chief Culture Officer, senior HR directors, or organizational development leaders, which can reach or exceed $300,000 annually with experience and bonuses. These roles typically require strong leadership skills, strategic planning, and extensive industry experience, often supplemented by advanced degrees or certifications. Compensation varies based on company size, industry, and location, with executive and specialized consulting roles more likely to meet or surpass this salary level.

What kind of jobs in media bring in $150,000 a year?

High-paying media jobs that can earn $150,000 or more annually include roles such as senior media executives, creative directors, and media strategists, often requiring extensive experience, strong leadership skills, and advanced knowledge of industry tools. Positions in digital media, advertising agencies, and production companies with managerial or specialized technical responsibilities tend to offer these salaries.

How does a Culture Partner typically collaborate with other departments to drive organizational change?

A Culture Partner works closely with leaders and teams across the organization to understand their unique challenges and align cultural initiatives with business goals. They often facilitate workshops, lead cross-functional meetings, and gather feedback to ensure cultural strategies are relevant and effective. Collaboration with HR, communications, and department heads is common, as Culture Partners help to implement programs, measure impact, and foster continuous improvement. This role requires strong interpersonal skills and a proactive approach to building relationships and influencing change.

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

To thrive as a Culture Partner, you need a background in human resources, organizational development, or related fields, often supported by a bachelor’s degree and experience driving culture initiatives. Familiarity with HRIS platforms, employee engagement tools, and certifications like SHRM-CP or HRCI are typically advantageous. Outstanding communication, emotional intelligence, and facilitation skills help foster trust and drive change across diverse teams. These abilities are crucial for shaping positive workplace culture, enhancing employee engagement, and supporting organizational success.
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Culture Partner jobs near you
Infographic showing various Culture Partner job openings in the United States as of June 2026, with employment types broken down into 100% Full Time. Highlights an 50% In-person, and 50% Hybrid job distribution, with an average salary of $113,105 per year, or $54.4 per hour.
Talent Management Business Partner - Atlantic Coast Region

Talent Management Business Partner - Atlantic Coast Region

RaceTrac

Smyrna, GA • On-site

Full-time

Posted 7 days ago

RaceTrac rating

4.7

Company rating: 4.7 out of 10

Based on 195 frontline employees who took The Breakroom Quiz

36th of 47 rated convenience stores

Job description

RaceTrac Company Overview

Job Description:

The Talent Management Business Partner - Atlantic Coast Region is a strategic advisor for our RaceTrac Stores who ensures the organization has the leadership capability, talent depth, and workforce strategy required to deliver business results at scale within a specific region. This role translates enterprise priorities into integrated talent solutions - building a strong leadership bench, driving a performance culture, and aligning workforce capability with future growth needs.

Through data, crossfunctional partnership, and change leadership, the role strengthens execution, improves organizational health, and enables leaders to deliver consistent customer and business outcomes. It drives talent strategy and execution in partnership with HR and operations leaders, working across Talent, Learning, and HR Centers of Excellence to deliver enterprise talent strategies.

What You'll Do:

Enterprise Talent Strategy & Alignment

  • Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence.

  • Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customerexperience outcomes.

  • Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.

Leadership Development & Capability Building

  • Assess leadership capability across multiunit retail operations and build targeted development plans that elevate performance and readiness.

  • Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture.

  • Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders.

Succession Planning & Talent Pipeline Health

  • Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.

  • Identify highpotential talent and accelerate readiness through targeted experiences, development plans, and crossfunctional exposure.

  • Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.

Performance Management & Organizational Effectiveness

  • Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.

  • Partner with leaders to diagnose organizational issues - structure, capability, spans/layers, role clarity - and recommend solutions that improve efficiency and effectiveness.

  • Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.

Workforce Planning & Capability Forecasting

  • Lead longrange workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion.

  • Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies.

  • Partner with Talent Acquisition to align hiring strategies with future capability requirements.

Culture, Engagement & Retention Strategy

  • Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions.

  • Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations.

  • Support DEI strategies that strengthen inclusion, representation, and equitable talent practices.

Change Leadership & Transformation Support

  • Lead the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth.

  • Equip leaders to navigate change effectively through communication, capability building, and adoption support.

  • Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption.

DataDriven Insights & Talent Analytics

  • Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions.

  • Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health.

  • Use data to influence leaders and drive accountability for talent outcomes.

CrossFunctional Partnership & Enterprise Integration

  • Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities.

  • Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions.

  • Serve as a strategic advisor to senior leaders on talent implications of business decisions.

What We're Looking For:

Required Qualifications

  • Bachelor's degree in Human Resources, Business, Organizational Development, or a related field (preferred).

  • 5+ years of experience in talent management, learning & development, performance management, or a related HR field.

  • Demonstrated experience leading succession planning, leadership development, or workforceplanning initiatives.

  • Strong consultative and strategicadvisory skills, with the ability to partner with and influence senior leaders.

  • Experience using talent analytics, dashboards, and KPIs to diagnose talent risks and inform decisions.

  • Experience designing or deploying scalable talent programs across a multiunit or enterprise environment.

Preferred Qualifications

  • Experience in retail, convenience, or multiunit field operations.

  • Experience partnering across HR Centers of Excellence (Talent Acquisition, Learning, OD, DEI) in a matrixed organization.

  • Experience leading the talent components of largescale change (acquisitions, reorganizations, system implementations, newunit growth).

  • Familiarity with organizational design concepts, including structure, spans and layers, and role clarity.

Fueled by Growth, Driven by You

At RaceTrac, our people make the difference. Whether you're working in a store, at our corporate office, or on the road, you'll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there's always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go.

To see what #LifeatRaceTrac is like, visit ourLinkedIn,Facebook, andInstagrampages.

All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

Responsibilities:

Enterprise Talent Strategy & Alignment

  • Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence.
  • Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customerexperience outcomes.
  • Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.

Leadership Development & Capability Building

  • Assess leadership capability across multiunit retail operations and build targeted development plans that elevate performance and readiness.
  • Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture.
  • Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders.

Succession Planning & Talent Pipeline Health

  • Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.
  • Identify highpotential talent and accelerate readiness through targeted experiences, development plans, and crossfunctional exposure.
  • Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.

Performance Management & Organizational Effectiveness

  • Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.
  • Partner with leaders to diagnose organizational issues - structure, capability, spans/layers, role clarity - and recommend solutions that improve efficiency and effectiveness.
  • Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.

Workforce Planning & Capability Forecasting

  • Lead longrange workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion.
  • Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies.
  • Partner with Talent Acquisition to align hiring strategies with future capability requirements.

Culture, Engagement & Retention Strategy

  • Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions.
  • Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations.
  • Support DEI strategies that strengthen inclusion, representation, and equitable talent practices.

Change Leadership & Transformation Support

  • Lead the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth.
  • Equip leaders to navigate change effectively through communication, capability building, and adoption support.
  • Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption.

DataDriven Insights & Talent Analytics

  • Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions.
  • Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health.
  • Use data to influence leaders and drive accountability for talent outcomes.

CrossFunctional Partnership & Enterprise Integration

  • Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities.
  • Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions.
  • Serve as a strategic advisor to senior leaders on talent implications of business decisions.

Qualifications:

All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

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