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The role also provides support and backup across Grow People Operations, Talent Acquisition, and Compensation, requiring strong working knowledge of payroll, benefits, HRIS, and recruiting processes to ensure alignment and continuity across all Grow People functions. Experience supporting multi-site, matrixed, and global organizations preferred, particularly within hospitality, retail, consumer goods, manufacturing, sports, entertainment, corporate, or other high-growth environments preferred.

The Sr. Manager, Grow People serves as a strategic partner to leaders across Krause Group, driving people strategies that enhance organizational effectiveness and the associate experience. This role operates primarily as an HR Business Partner in partnership with the Head of Grow People, with deep involvement in leadership coaching, associate relations, and organizational development. The role also provides support and backup across Grow People Operations, Talent Acquisition, and Compensation, requiring strong working knowledge of payroll, benefits, HRIS, and recruiting processes to ensure alignment and continuity across all Grow People functions. Principal Functions of the JobLeadership Coaching & Talent Development <ul><li>Serve as a trusted advisor to leaders, providing strategic guidance on employee relations, performance management, organizational effectiveness, team dynamics, and workforce planning </li></ul><ul><li>Coach leaders to strengthen communication, accountability, leadership effectiveness, and team performance outcomes </li></ul><ul><li>Guide leaders through complex performance conversations, conflict resolution, and associate development with confidence and consistency </li></ul><ul><li>Partner with leaders to identify and address capability gaps, strengthening leadership bench and organizational effectiveness </li></ul><ul><li>Support leaders through organizational change, including team transitions, communication strategies, and role clarity </li></ul><ul><li>Balance associate advocacy with business priorities to drive fair, consistent, and business-aligned outcomes </li></ul>Culture & Associate Engagement <ul><li>Lead and support global HR initiatives that strengthen associate engagement, inclusion, communication, and organizational culture </li></ul><ul><li>Own the planning, design, facilitation, and follow-through of the global Associate Voice Survey (AVS), ensuring actionable insights and measurable outcomes </li></ul><ul><li>Partner with leaders to translate engagement data into targeted action plans that improve team effectiveness and associate experience </li></ul><ul><li>Reinforce and operationalize Krause Group values and leadership expectations across teams and locations </li></ul><ul><li>Drive consistency in the associate experience across businesses, functions, and geographies </li></ul>Associate Relations, Compliance & Risk Management<ul><li>Lead complex associate relations matters, including investigations, performance concerns, and workplace conflict, ensuring timely, thoughtful, and well-documented resolution </li></ul><ul><li>Provide clear, confident guidance to leaders on performance management, corrective action, policy interpretation, and employment practices </li></ul><ul><li>Conduct investigations with professionalism, neutrality, sound judgment, and strong documentation standards </li></ul><ul><li>Partner with legal counsel and leadership on sensitive or high-risk matters </li></ul><ul><li>Ensure consistent and equitable application of policies, practices, and decisions across the organization </li></ul><ul><li>Analyze trends and proactively identify organizational risks, leadership gaps, and cultural concerns </li></ul>Organizational & Operational Effectiveness<ul><li>Lead and facilitate talent review, succession planning, and high-potential development processes </li></ul><ul><li>Drive calibration discussions and talent planning efforts to ensure alignment and consistency across teams </li></ul><ul><li>Partner with leaders on organizational design, workforce planning, and team effectiveness strategies </li></ul><ul><li>Leverage people data, trends, and insights to inform recommendations and influence decision-making </li></ul><ul><li>Promote and embed a culture of feedback, accountability, and continuous growth </li></ul><ul><li>Contribute to and lead enterprise-wide people initiatives and strategic projects </li></ul>Grow People Service Delivery<ul><li>Lead and support enterprise Grow People initiatives and cross-functional projects that enhance service delivery and associate experience </li></ul><ul><li>Partner with the Grow People Operations Manager to ensure efficient, scalable, and well-executed people processes, systems, workflows, and documentation </li></ul><ul><li>Influence the delivery of Grow People services across the organization, ensuring a high-quality, consistent, and aligned associate experience </li></ul><ul><li>Identify and drive improvements in onboarding, associate integration, role readiness, and transition processes through feedback, data, and operational partnership </li></ul><ul><li>Ensure alignment and consistency across onboarding, transitions, and offboarding practices while balancing business needs, culture, compliance, and experience </li></ul><ul><li>Collaborate with cross-functional partners to strengthen and scale people operations across the full associate lifecycle </li></ul><ul><li>Contribute to the development and maintenance of SOPs, tools, templates, and service standards that enable consistency and operational excellence </li></ul><ul><li>Maintain strong working knowledge of systems and processes, including ADP Workforce Now, to support continuity and informed decision-making </li></ul>Talent Acquisition (Support & Backup)<ul><li>Provide strategic and hands-on support in recruiting activities as business needs evolve, ensuring continuity and quality in hiring processes </li></ul><ul><li>Partner with leaders and TA to align on hiring needs, candidate profiles, and selection strategies </li></ul><ul><li>Contribute to candidate assessment, interview processes, and hiring decisions to ensure strong talent outcomes </li></ul><ul><li>Maintain working knowledge of ATS workflows and systems (e.g., ClearCompany) to effectively support recruiting operations </li></ul><ul><li>Step in as needed to support hiring efforts during high-volume periods or team transitions </li></ul>Compensation (Support & Partnership)<ul><li>Support compensation-related initiatives and projects, including market analysis, internal equity reviews, and job leveling efforts </li></ul><ul><li>Partner with leadership and TA to develop competitive and equitable offers aligned with compensation philosophy </li></ul><ul><li>Contribute to organizational compensation planning and design efforts as needed </li></ul><ul><li>Maintain awareness of compensation trends and practices to inform decision-making </li></ul>Supervisory ResponsibilitiesPosition has no formal leadership responsibilities and no direct reports. Qualifications<ul><li>Bachelor’s degree in Human Resources, Organizational Leadership, Business Administration, Psychology, or related field or equivalent combination of education and relevant professional experience.</li></ul><ul><li>7–10+ years of progressive Human Resources experience, including leadership responsibility across multiple HR disciplines. </li></ul><ul><li>Experience supporting multi-site, matrixed, and global organizations preferred, particularly within hospitality, retail, consumer goods, manufacturing, sports, entertainment, corporate, or other high-growth environments preferred. </li></ul><ul><li>Demonstrated experience supporting leaders in organizational effectiveness, leadership coaching, workforce planning, associate relations, and organizational change. </li></ul><ul><li>Strong experience partnering with senior leaders on talent strategy, organizational design, team effectiveness, and performance management. </li></ul><ul><li>Experience leading or supporting talent review, succession planning, associate engagement, and culture initiatives. </li></ul><ul><li>Working knowledge of employment law, associate relations, investigations, and organizational risk management. </li></ul><ul><li>Experience supporting or partnering on talent acquisition, compensation planning/design, and organizational workforce initiatives. </li></ul><ul><li>Demonstrated ability to balance strategic thinking with operational execution in a fast-paced and evolving environment. </li></ul><ul><li>Strong analytical, problem-solving, facilitation, and communication skills. </li></ul><ul><li>Experience working across multiple business lines, functions, or global environments preferred. </li></ul><ul><li>HRIS and people systems experience required; ADP experience preferred. </li></ul><ul><li>SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. </li></ul>Leadership Competencies<ul><li>Strong business acumen and ability to connect people strategies to operational outcomes. </li></ul><ul><li>Advanced associate relations and investigation experience. </li></ul><ul><li>Strong knowledge of employment law, compliance, and HR best practices. </li></ul><ul><li>Demonstrated ability to influence without direct authority. </li></ul><ul><li>Strong leadership coaching and consulting skills. </li></ul><ul><li>Excellent judgment, discretion, and problem-solving abilities. </li></ul><ul><li>Ability to navigate ambiguity and lead through change. </li></ul><ul><li>Exceptional verbal, written, and interpersonal communication skills. </li></ul><ul><li>Ability to build credibility and trust across all levels of the organization. </li></ul><ul><li>Experience managing sensitive and confidential information appropriately. </li></ul><ul><li>Strong project management and organizational skills. </li></ul><ul><li>Analytical thinking and data-informed decision-making capability </li></ul><ul><li>High level of professionalism, integrity, adaptability, and accountability </li></ul><ul><li>Experience utilizing HR metrics, trends, and analytics to support decision-making. </li></ul>Duties and responsibilities, as required by business necessity may be added, deleted, or changed at any time at the discretion of management, formally or informally, either verbally or in writing. Scheduling, assignments, and work location may be changed at any time, as required by business necessity. Krause Group believes in People First. We are an Equal Opportunity Employer building a culture of equity and inclusion.Krause Group PurposeOur purpose is to enhance the way people experience the world. Krause Group MissionOur mission is to nurture our family of brands, creating opportunities to do good in the world.Krause Group Values<ul><li>Agility- We challenge the status quo with open minds, flexibility, and speed. We are comfortable being uncomfortable. We view change as opportunity. </li></ul><ul><li>Courage -We take risks. We innovate. We win or learn. We push limits, disrupt norms, and define our ownpath. </li></ul><ul><li>Growth Mindset - We are building an organization and legacy that will outlive us. We are continuously learning. There is no final-destination, only the journey to be better than we were yesterday. </li></ul><ul><li>Inclusion -We actively seek and welcome alternative points of view. Diverse perspectives improve decision-making and make us all more successful. </li></ul><ul><li>Integrity - We do the right thing, even when it’s difficult. We do not take shortcuts and always take accountability. </li></ul><ul><li>Community Focused -We are committed to positively impacting our communities, stakeholders, and associates. We do good and encourage others to joinus. </li></ul>

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Senior Manager, Grow People (Business Partner) Krause Group

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