Manager, Culture & Organization Design

Location: Maple Grove, MN
Schedule: Monday-Friday | Regular Business Hours
Work Arrangement: Full-Time, Onsite
Employment Type: Direct Hire
Compensation: $110,000-$140,000 annually, based on experience

**The ideal candidate will have at least 5 years+ experience in exclusively working on culture and employee engagment initiatves that protect company culture with a company scaling upwards quickly.**

About the Opportunity

Beacon Hill’s client is seeking a Manager, Culture & Organization Design to lead enterprise talent programs that strengthen employee development, leadership readiness, and organizational effectiveness. This role plays a key part in shaping how talent is identified, developed, and positioned for long-term success while ensuring organizational structures and workforce strategies support business objectives.

This is an excellent opportunity for a collaborative HR professional who enjoys building scalable talent initiatives, leveraging data to drive decision-making, and partnering with leaders to create high-performing teams. The ideal candidate combines strategic thinking with hands-on execution and thrives in a fast-paced, growth-oriented environment.

Job Duties

• Lead and enhance company-wide performance management initiatives, including goal setting, performance discussions, calibration activities, and review processes.
• Develop tools, resources, templates, and manager training materials that promote consistent and meaningful performance conversations.
• Analyze performance and workforce data to identify trends, opportunities, and recommendations that improve employee and organizational outcomes.
• Facilitate talent review and succession planning activities for critical positions and leadership roles across the organization.
• Partner with business leaders to assess organizational talent needs, identify high-potential employees, and address succession risks.
• Create and maintain succession plans, talent pipelines, readiness assessments, and talent review frameworks.
• Recommend and implement strategies that support leadership development, career progression, and workforce continuity.
• Design and manage employee development initiatives, including mentoring programs, high-potential talent programs, and career pathing frameworks.
• Collaborate with learning and development partners to align development opportunities with business needs, skill gaps, and talent priorities.
• Support internal mobility efforts by creating pathways for employee growth and advancement.
• Provide organizational design support by partnering with leaders on role clarity, workforce structure, span of control considerations, and organizational effectiveness initiatives.
• Contribute talent insights and workforce data to support organizational changes, growth strategies, restructuring efforts, and business transformation projects.
• Assist with job architecture, job leveling, and role design initiatives as needed.
• Manage talent management systems and HR technology platforms while ensuring data accuracy and integrity.
• Develop dashboards, reports, and metrics that provide visibility into talent performance, succession coverage, promotion activity, and retention trends.
• Present workforce insights, recommendations, and talent strategies to HR leadership and key stakeholders.

Qualifications

• Bachelor’s degree in Human Resources, Industrial/Organizational Psychology, Business, or a related field.
• 5+ years of experience in talent management, organizational development, human resources, or a related discipline.
• Demonstrated experience leading performance management, talent review, and succession planning processes.
• Strong project management skills with the ability to drive multiple initiatives and manage diverse stakeholder groups.
• Experience partnering with senior leaders on talent strategy and workforce planning discussions.
• Knowledge of organizational design principles, workforce structures, job architecture, or role design is preferred.
• Proficiency with HRIS and talent management platforms such as Workday, SuccessFactors, Lattice, or similar systems.
• Advanced analytical skills with the ability to interpret data and translate findings into actionable recommendations.
• Excellent communication, facilitation, and relationship-building abilities.
• HR certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are a plus.