Senior Manager, People & Culture

Company Overview:

Walker-Miller Energy Services is a 26-year-old Detroit-based, core-values driven company committed to changing lives through energy efficiency. We create and manage customized energy waste reduction programs that help electric and gas utilities meet mandated energy savings goals.

Our experience driven philosophy of energy efficiency as economic development helps families and businesses save energy and save money. Through innovative, inclusive initiatives, we help build communities by creating local jobs, producing equitable energy savings for all rate payers, and spurring the growth of diverse local businesses.

Our operating philosophy is reflected in our core values. We refer to them as BEHIVE.

B - Boldly Go

E - Embrace Equity

H - Humble Confidence

I - Inclusive Stewardship

V - Value Reputation

E - Extraordinary Experience
Position Summary:

We are seeking a dynamic, strategic, and values-aligned Senior Manager, People & Culture to help lead and evolve our People & Culture function. This role will be responsible for leading and executing key People & culture programs across compliance, compensation, team member relations, learning and development, and culture-building initiatives. The ideal candidate is a mission-driven leader who thrives in a fast-paced, purpose-led environment and is passionate about building inclusive, high-performing teams.

Essential Responsibilities: This list of duties and responsibilities is not all-inclusive and may be expanded to include other duties and responsibilities, as management may deem necessary from time to time.

• Embrace and operate within our core
• Lead, mentor, and develop a high-performing team aligned with W-M's core values with a focus on Inclusive Stewardship.
• Serve as a strategic advisor to senior leadership on organizational design, workforce planning, and talent strategy.
• Champion a culture of psychological safety, ensuring equity and belonging are embedded in all people practices.
• Lead people strategy and talent management for client groups, including, but not limited to performance development and management, recognition activities, investigations, and team member relations.
• Recommend policies based on team member and business needs; and support the development, implementation & management of best-in-class HR policies, procedures & protocols.
• Act as a strategic business partner to people leaders across the Know and apply contemporary people strategy and relations tactics; and apply knowledge of local, state, and federal laws & regulations.
• Oversee HR policies and processes to ensure operational excellence and legal
• Maintain up-to-date knowledge of federal, state, and local employment laws and ensure company-wide adherence.
• Lead HR audits, risk assessments, and continuous improvement

Compensation & Total Rewards

• Develop and manage equitable compensation structures and benefits programs that attract and retain talent.
• Conduct market benchmarking and pay equity analyses to ensure fairness and
• Partner with Finance on workforce budgeting and forecasting.

Learning & Development

• Build and scale learning programs that support team member growth, leadership development, and organizational capability.
• Implement performance management systems that foster continuous feedback and
• Promote a culture of lifelong learning and internal

Talent Management & Team Member Engagement

• Lead succession planning, talent reviews, and high-potential talent development
• Design and implement team member engagement strategies that drive retention and
• Use data-driven insights (e.g., engagement surveys, turnover metrics) to inform people

Team Member Relations & Culture

• Serve as a trusted advisor on team member relations matters, ensuring fair and consistent resolution practices.
• Foster a culture of trust, transparency, and psychological
• Lead initiatives that reflect our commitment to inclusive excellence and community

Technology, Data & Innovation

• Leverage people analytics and HR metrics (e.g., turnover, engagement, performance, etc.) to inform strategic decisions and drive continuous
• Implement and optimize HR technologies (e.g., HRIS, LMS) to streamline workflows, enhance team member experience, and improve data integrity.
• Champion the use of automation and AI-driven tools to reduce administrative burden and increase HR team productivity.
• Develop dashboards and reporting tools to provide real-time insights to leadership on workforce trends and organizational health.
• Use predictive analytics to anticipate talent needs, identify retention risks, and support proactive workforce planning.
• Evaluate and integrate emerging HR tech solutions that align with business goals and enhance scalability.
• Foster a culture of data-driven decision-making across the People Operations

Minimum Qualifications:

• 10+ years of progressive HR leadership experience
• Proven experience managing cross-functional HR teams or initiatives in a mission-driven or growth-oriented organization
• Deep knowledge of employment law, HR best practices, and HRIS systems…