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People Culture Manager Jobs (NOW HIRING)

BDO USA

People & Culture Manager

Ridgeland, MS · On-site

The People & Culture Manager is responsible for serving as a partner to the leadership and management teams within the various business lines and practices within region of support by providing ...

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 ...

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 ...

AccorHotel

People & Culture Manager

Telluride, CO · On-site

Reporting to the Regional People & Culture Manager, responsibilities and essential job functions include but are not limited to the following: * Lead endtoend recruitment and hiring processes ...

RES

People and Culture Manager

Denver, CO · Hybrid

Summary: The People & Culture Manager serves as the primary People & Culture partner for business leaders and management teams, typically supporting Director and VP level leaders. The role is ...

RES

People and Culture Manager

Denver, CO · On-site +1

Summary: The People & Culture Manager serves as the primary People & Culture partner for business leaders and management teams, typically supporting Director and VP level leaders. The role is ...

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People Culture Manager information

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$55.5K

$90.6K

$121.5K

How much do people culture manager jobs pay per year?

As of Aug 26, 2026, the average yearly pay for people culture manager in the United States is $90,625.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,500.00 and $98,500.00 per year, depending on experience, location, and employer.

How does a People Culture Manager typically collaborate with other departments to drive organizational initiatives?

A People Culture Manager frequently works cross-functionally with departments such as HR, Operations, and Leadership to align people strategies with business goals. This involves facilitating workshops, leading change management efforts, and supporting managers in implementing company values and employee engagement programs. Collaboration is essential for ensuring that culture initiatives resonate across all teams and drive consistent, positive experiences throughout the organization. Effective People Culture Managers act as a bridge, translating leadership vision into actionable programs while gathering feedback from various departments to refine these initiatives.

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

To thrive as a People Culture Manager, you need expertise in HR practices, organizational development, and employee engagement, often supported by a degree in human resources or a related field. Familiarity with HRIS platforms, performance management systems, and certifications like SHRM-CP or PHR is typically valuable. Exceptional interpersonal skills, emotional intelligence, and the ability to foster inclusive environments distinguish outstanding professionals in this role. These skills are crucial for shaping positive workplace culture, driving employee satisfaction, and aligning people strategies with business goals.

What is the difference between People Culture Manager vs HR Coordinator?

AspectPeople Culture ManagerHR Coordinator
ResponsibilitiesDeveloping company culture, employee engagement, and organizational developmentHandling administrative HR tasks, onboarding, and record keeping
Required CredentialsTypically a bachelor’s degree in HR, psychology, or related field; experience in culture and engagement rolesUsually an associate or bachelor’s degree; HR certifications are a plus
Work EnvironmentStrategic, collaborative, often involved in leadership teamsAdministrative, operational, supporting HR functions

The People Culture Manager focuses on shaping and maintaining a positive organizational culture and employee engagement, while the HR Coordinator handles day-to-day HR administrative tasks. Both roles are essential in HR but differ in scope and strategic involvement.

What does a People Culture Manager do?

A People Culture Manager is responsible for developing and maintaining a positive workplace culture, overseeing employee engagement, and implementing policies that promote diversity and inclusion. They often collaborate with HR teams, utilize tools like employee surveys, and focus on fostering a productive and inclusive environment to support organizational goals.

What does a People Culture Manager make?

A People Culture Manager typically earns a salary that ranges from $60,000 to $120,000 annually, depending on experience, location, and company size. They focus on employee engagement, organizational culture, and HR initiatives, often requiring skills in communication, leadership, and HR software tools.
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People Culture Manager jobs near you
Infographic showing various People Culture Manager job openings in the United States as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $90,625 per year, or $43.6 per hour.

People & Culture Manager

Ridgeland, MS • On-site

BDO USA
Administrative Assistance Services • 10K+ employees

8.4

Company rating: 8.4 out of 10

Based on 28 frontline employees who took The Breakroom Quiz

7th of 23 rated bookkeepers and accountants

Good employer

Recommended by parents

Respectful managers

Learn more about BDO USAexternal

Full-time

Retirement

This job post has expired 3 days ago. Applications are no longer accepted.

Job description


Job Summary:
The People & Culture Manager is responsible for serving as a partner to the leadership and management teams within the various business lines and practices within region of support by providing counsel on procedure and policy interpretation, recruiting and retention strategies and employee relations issues. In this role, the People & Culture Manager is charged with the administration of regional and local compensation and reward/recognition programs, proactively assessing and identifying talent and development needs, driving and/or delivering of leadership and soft-skills training and monitoring human resources compliance.
Job Duties:
Strategic:
  • Provides advice and counsel to the regional and local leadership and management teams within assigned offices
  • Ensures delivery of value-added services and programs in support of the business goals and strategies, as well as national human resources strategies
  • Partners with People & Culture Director in managing the people & culture budget for assigned offices
  • Works with OBLLs and RBLLs on manpower planning and forecasting staffing needs

General and Risk Management:
  • Ensures all employee relations matters are handled in a professional, appropriate and legally compliant manner; escalating appropriate issues to the People & Culture Director, as needed
  • Assists with the implementation and dissemination of national, regional and local people & culture policies and programs
  • Collaborates with the legal department and the People & Culture Director in investigations and other employee relations matters
  • Partners with legal counsel and considers risks and rewards for the firm, above self, and involves the proper professionals to mitigate risk
  • Participates in the annual internal quality control inspection process
  • Participates in quarterly forecasting with Regional Controllers

Talent Acquisition:
  • Partners with regional and local business line and practice leadership to assess and develop forecasting needs for professional opportunities
  • Collaborates with regional campus and experienced recruiting members to assist in the facilitation of regional and local campus and experienced hiring process
  • Attends and/or lead campus and experienced recruiting events and assist in the identification and selection of appropriate client service professionals
  • Assists the Immigration Specialist in managing the international candidate and secondment process at the regional and local levels

On-boarding, Retention and Turnover:
  • Coordinates the involuntary termination process and completes all appropriate documentation and compliance tasks to limit any future litigation exposure
  • Conducts exit interviews in association with voluntary termination process
  • Compiles periodic personnel reports and analysis to be presented to business line and practice leadership and management teams
  • Provides necessary personnel information to Resource Center to facilitate regional and local occurrences of hiring, data changes and terminations
  • Partners with business line and practice leadership to evaluate and provide appropriate approval of formal flexible plan request
  • Development of a client service-oriented firm culture that emphasizes quality, continuous improvement, and high performance.

Talent Development:
  • Partners with Regional Talent Development Manager to identify and analyze training and professional development needs of regional and local client and support service professionals
  • Attends local management and scheduling meetings to identify gaps in development and/or training needs
  • Oversees performance feedback, career counseling and goal setting processes and leads mid-year and year-end calibration processes

Total Rewards and Compensation:
  • Manages the annual merit and bonus assessment process for internal salary equity
  • Involved in compensation discussions with business line leaders during recruitment and retention conversations with internal clients

Other duties as required:
  • Other duties as required

Qualifications, Knowledge, Skills and Abilities:
Education:
  • Bachelors degree in Human Resources, Industrial Relations, Business Management or other relevant field required
  • Advanced degree beneficial

Experience:
  • Seven (7) or more years of broad-based Human Resources Generalist experience including strategic HR plans and policy required
  • Overseeing multiple office locations required
  • Two (2) years of prior management or supervisory experience preferred

License/Certifications:
  • PHR or SPHR beneficial

Software:
  • Proficiency in the use of Microsoft Office applications and database systems

Other Knowledge, Skills & Abilities:
  • Excellent analytical skills
  • Excellent communication skills and ability to foster and maintain relationships with professionals at all levels within the organization
  • Ability to act as a strategic partner to regional and local business line and practice leadership and management teams
  • Ability to assess situations and professionals to effectively resolve employee relations matters in a timely and composed manner
  • Strong project and time management skills and sense of "ownership" for project assignments and regional responsibilities
  • Knowledge of federal and state personnel laws and their appropriate use
  • Excellent written communication skills
  • Ability to maintain a high level of confidentiality and professionalism in all matters
  • Ability to deliver presentations and facilitate meetings/training sessions
  • Ability to work well with a team as well as independently

About Us
At BDO, how we show up matters. We build strong relationships by supporting one another, our clients, and our communities with care, curiosity, and a commitment to helping one another grow and succeed. Here, you'll find meaningful work, leaders invested in your success, and opportunities to build a career around what matters most to you.
Our purpose is to be the people our clients count on to grow with confidence and achieve what matters most. Our values guide how we bring that purpose to life each day. Together, they shape how we work with one another, serve our clients, and create meaningful impact.
BDO provides assurance, tax, and advisory services to clients across the U.S. and around the world. No matter your role, you'll be part of a team helping clients navigate complexity and move forward with clarity.
We are proud to be an ESOP company, offering participants a stake in the firm's success through beneficial ownership and a unique opportunity to enhance their financial well-being. As a qualified retirement plan, the ESOP is a meaningful addition to our comprehensive compensation and Total Rewards benefits* offerings. It also reinforces an ownership mindset that strengthens our connection to one another, our clients, and the future we're building together.
Learn more about our benefits: BDO Total Rewards encompass more than traditional benefits. Click here to find out more!
*Benefits may be subject to eligibility requirements.
Equal Opportunity Employer, including disability/vets
Click here to find out more!
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About BDO

Sourced by ZipRecruiter

At BDO, culture is the first order of business. We succeed when we cultivate a conscious and caring corporate culture that puts people at the center of everything we do. In essence, the business of our business is to help people thrive every day. This mindset powers our growth by supporting the development of our people, the success of our clients, and the betterment of our communities. It means taking an expansive view of what’s possible, and committing ourselves to achieving exceptional outcomes. At BDO, we are cultivating a culture where our professionals thrive in their work of providing middle market leaders with insight-driven perspectives and assurance, tax and advisory services, helping companies take business as usual to better than usual.

Industry

Administrative assistance services and accounting services

Company size

10,000+ Employees

Headquarters location

Chicago, IL, US

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