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 reected in our core values. We refer to them as BEHIVE.

B - Boldly Go

E – Embrace Equity

H - Humble Condence

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 benets 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 reect 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 workows, 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 Qualications:

• 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 (e.g. ADP and Workday).
• Strong analytical, communication, and change management
• Demonstrated commitment to equity, inclusion, and social
• Proven ability to successfully manage multiple projects at a time while paying strict attention to detail and deadlines; to include development and implementation of new
• Demonstrated ability to develop and execute strategy to achieve business outcomes
• Demonstrated ability to communicate, present and inuence credibly and effectively at all levels of the organization.
• Demonstrated experience with all aspects of human resource management including performance management, talent reviews, investigations, employee relations, compensation, learning and development, onboarding and
• Prociency with Human Resources Information Software (HRIS)

Required Knowledge, Skills and Abilities

• High emotional intelligence (EQ)
• High relational intelligence
• Excellent listening, negotiation, and presentation
• Excellent verbal and written communications
• Self-motivated and able to thrive in a results-driven
• Natural relationship builder with integrity, reliability, and
• Ability to prioritize among competing
• Critical thinking and problem-solving
• Encourage a positive work environment and culture for all team
• Strong employee relations expertise and natural employee
• Strong inuencing
• Natural team player and
• Strong service and customer
• Strong project management experience

Why Join Us?

At Walker-Miller Energy Services, you'll be part of a team that's not only transforming energy systems—but also transforming lives. We offer:

• Competitive compensation and benets
• A collaborative, inclusive culture
• Opportunities for growth and leadership
• A chance to make a real difference in the communities we serve

Travel Requirements

• Up to 25%

Physical Demands and Work Environment

• Required to sit, stand, walk; talk and hear; and ability to touch and handle tools and/or controls
• The team member is frequently required to stand, walk, kneel, crouch, and/or crawl
• Ability to lift up to 30 pounds
• Noise level is typically low to moderate

Note: Reasonable accommodations may be made for individuals with disabilities to perform the essential functions of this position.

The above information describes the general duties and requirements necessary to perform the principle functions of the position. This shall not be construed as a detailed description of all the duties and requirements that may be necessary in this position.

Walker-Miller Energy Services is an Equal Opportunity Employer.

At Walker-Miller Energy Services, we Embrace Equity by encouraging qualied candidates from all backgrounds and identities to apply for open positions! We have several optional questions about candidates' demographics, but they do not impact hiring decisions. In fact, all candidate demographic data is anonymized for compliance purposes and to reduce unconscious bias in the hiring process, so none of the information collected here will be attached to your individual application. We ask for this information because Walker-Miller is committed to inclusive recruitment practices, so we hold ourselves to a high standard in developing a candidate pool that is diverse in background, experience, and perspective.

Walker-Miller Energy Services participates in E-Verify. Which conrms employment authorization of all newly hired employees and most existing employees through an electronic database maintained by the Social Security Administration and Department of Homeland Security. For new hires, the E-Verify process is completed in conjunction with the Form I-9 Employment Eligibility Verication on or before the rst day of work. E-Verify is not used as a tool to pre-screen candidates. For up-to-date information on E-Verify, go to www.uscis.gov and click on 'E-Verify' located near the bottom of the page.

E-Verify Notice

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Right to Work Notice (Spanish)