Manager, Inclusion & Culture

Manager, Inclusion & Culture

Pella, Iowa (hybrid)

The Manager, Inclusion & Culture turns Pella’s inclusion and culture strategy into practical programs, leader capabilities and everyday employee experiences that strengthen engagement and business performance. This high-visibility role flexes across inclusion and culture priorities, partnering with HR and business leaders to help team members feel like they belong, can reach their full potential, and are a valued part of our collective success. The manager will translate strategy into practical action, build understanding and capability, use data to guide decisions, and help embed inclusive, high-performing practices into the way work gets done, advancing our culture and business performance.

CORE ACCOUNTABILITIES

• Translate Pella’s inclusion and culture strategy into enterprise programs and experiences. Design, implement, manage, administer and continuously improve initiatives that are practical, scalable and aligned with business goals.

• Strengthen the effectiveness and business impact of Pella’s Business Resource Groups by equipping leaders, aligning priorities, providing operational support and measuring results.

• Partner with HR teams to embed inclusion and Pella’s culture into leadership development, talent acquisition, talent development, internal mobility and other key employee experiences. Identify gaps, recommend practical improvements and support implementation.

• Partner with Corporate Communications to create clear, credible messaging that builds understanding, reinforces desired behaviors and connects inclusion and culture efforts to Pella’s strategy and performance.

• Stay current on relevant inclusion, culture and employee experience practices and emerging issues. Translate external insight into practical recommendations that align with business goals.

• Establish success measures and baselines for inclusion and culture efforts. Use employee listening, workforce data and program insights to identify opportunities, evaluate impact, report progress and recommend adjustments to leaders.

• Build leader and HR capability to navigate inclusion and culture topics through practical tools, learning, facilitation and consultation. Guide thoughtful dialogue and help leaders turn insight into action.

CAPABILITIES & QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.

• Demonstrated experience designing and advancing inclusion, culture or employee experience initiatives that improve how people experience work and contribute to business performance.

• Proven ability to design, launch, manage and improve enterprise programs, balancing strategic thinking with disciplined execution.

• Strong consulting and influencing skills, with the ability to build trust, challenge constructively and move work forward across levels and functions without direct authority.

• Curious, practical and solutions-oriented, with emotional intelligence, sound judgment, strong follow-through and attention to detail.

• Ability to create tools, programs and experiences that are simple, relevant and scalable across corporate, sales and manufacturing environments.

• Strong facilitation skills and demonstrated ability to navigate complex or sensitive topics with credibility, care, discretion and sound judgment.

• Ability to independently manage multiple priorities, anticipate challenges and drive work from concept through implementation.

• Strong communication, organization and change-management skills. Proficiency in Microsoft 365 applications, including Excel, PowerPoint and Copilot.

• Experience using employee listening, workforce or program data to identify insights, measure progress and translate findings into clear recommendations for leaders.

EDUCATION & EXPERIENCE

• Minimum of three to five years of progressive experience in inclusion, culture, employee experience, organizational development, talent or a related field, including responsibility for enterprise programs and cross-functional influence.

• Bachelor’s degree in Human Resources, organizational development, business management, or a related field, or an equivalent combination of education and relevant experience.

TRAVEL REQUIREMENTS

Ability to travel periodically (5-10%) within the U.S. and Canada and work effectively across manufacturing, office and remote environments. The expected travel percentage or frequency should be confirmed before posting.