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Position Summary:
The xPL Culture Manager isresponsible for developing and sustaining a high-performance, values-drivenculture across a non-union manufacturing operation. This role plays a criticalpart in strengthening trust, engagement, accountability, and an inclusive andrespectful workplace at all levels, especially among frontline employees andsupervisors.
The xPL Culture Manager ensures thatemployees feel heard, respected, included, and fairly treated, whilereinforcing leadership behaviors that support safety, quality, productivity,and retention. This role acts as a bridge between leadership and the shop floor,helping proactively address concerns and foster a workplace where all employeescan contribute and succeed.
Key Responsibilities:
Culture Development, Inclusion & Respect

Define and operationalize company values into clear, actionable behaviors that promote an inclusive and respectful workplace. Partner with plant leadership to embed inclusive behaviors into daily management routines (tier meetings, shift huddles, performance discussions).

Identify cultural gaps related to respect, fairness, and inclusion, and lead targeted improvement initiatives.
Leverage information about Worker Experiences, Vandalism and Graffiti Policy, and Bias Motivated Events (BME) Protocols to inform and educate XPL leadership and workers about beneficial impacts of actions to support an inclusive and respectful workplace.
Participate in Plant Response actions and response during Vandalism and Graffiti or Bias Motivated Event incident.
Frontline Engagement & Employee Experience
Design engagement strategies that ensure all employees across shifts, roles, and backgrounds feel included and valued.
Lead regular listening efforts (pulse surveys, floor walks, small group discussions) with an emphasis on psychological safety and open dialogue.
Ensure feedback is acknowledged and acted upon in a visible and equitable way.
Leadership Effectiveness & Accountability
Coach supervisors and managers on consistent, fair, and respectful leadership practices.
Build leadership capability in inclusive behaviors, communication, conflict resolution, and bias awareness.
Reinforce expectations that leaders create safe, respectful, and harassment-free work environments.
Safety Culture & Engagement
Partner with Safety and Operations leaders to strengthen a proactive, behavior-based safety culture.
Reinforce employee ownership of safety, including stop-work authority and hazard identification.
Support and participate in safety initiatives such as observations, audits, near-miss reporting, and safety committees.
Promote an environment where employees feel psychologically safe to report concerns, near misses, and incidents without fear of retaliation.

Employee Relations & Workplace Climate
Act as a proactive partner in maintaining a positive, inclusive employee relations environment.
Identify patterns or risks related to fairness, respect, or potential workplace concerns, and address them early.
Partner with HR to ensure concerns are handled consistently, respectfully, and in alignment with company values
Communication & Transparency
Improve clarity, accessibility, and consistency of communication across all levels and shifts.
Ensure messaging is inclusive, easy to understand, and reaches all employees effectively.
Ensure safety expectations, incidents, and lessons learned are communicated clearly and constructively.
Support supervisors in delivering respectful, two-way communication.
Recognition & Culture Reinforcement
Develop recognition programs that reinforce behaviors such as teamwork, respect, inclusion, safety, and continuous improvement.
Ensure recognition practices are equitable and inclusive across all employee groups and shifts.
Change Management
Support adoption of operational changes while maintaining trust, inclusion, and respect.
Help leaders communicate changes in a way that considers diverse perspectives and minimizes disruption.
Metrics & Continuous Improvement
Track and analyze culture indicators including engagement, retention, absenteeism, and inclusion-related feedback.
Partner with Safety and Operations to connect culture initiatives with safety performance outcomes.
Use data to identify gaps in the employee experience and drive continuous improvement.
Align culture and inclusion efforts with operational performance outcomes.

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