Job Description

ITMC is seeking a People Development & Culture Manager to help us scale our organization by improving onboarding, hiring quality, training effectiveness, and employee development— without operating as a traditional HR or compliance function.

This role focuses on human capital optimization : ensuring employees are well-trained, well-supported, and effectively utilized, while reducing operational friction and management overhead.

The ideal candidate is hands-on, practical, and comfortable working across departments to help people perform at their best.

Key Responsibilities

Recruiting Support & Candidate Screening

• Review and screen a high volume of inbound applications
• Conduct initial screening calls and structured first-round interviews
• Evaluate candidates for role alignment, communication skills, and cultural fit
• Shortlist and recommend qualified candidates to hiring managers
• Partner with managers to improve hiring consistency and quality
• (Final hiring decisions remain with managers and leadership)

Onboarding & Training

• Design and maintain structured onboarding programs for new hires
• Reduce time-to-productivity across roles
• Develop and deliver cross-functional training focused on:
  • Productivity
  • Communication
  • Role clarity
  • Operational consistency
• Ensure training materials are practical, current, and adopted

Culture & Employee Development

• Reinforce company values and expectations through coaching and training
• Act as a trusted, neutral internal coach and sounding board
• Surface recurring development needs and organizational friction points
• Translate feedback into actionable development plans

Performance Enablement & Calibration Support

• Support the design and improvement of performance review frameworks
• Coach managers on effective feedback and development conversations
• Participate in calibration discussions with managers
• Identify inconsistencies or bias across teams
• Recommend development actions and training interventions
• (This role does not assign ratings, make compensation decisions, or manage disciplinary actions)

Utilization & Productivity Optimization

• Observe and analyze workload and role utilization patterns using light analytics
• Identify bottlenecks, inefficiencies, and skill mismatches
• Provide recommendations to leadership and managers
• Focus on system-level improvements rather than individual tracking

What This Role Is Not

• Not responsible for HR compliance, payroll, benefits, or employment law
• Not a disciplinary or performance evaluation authority
• Not a replacement for department managers
• Not a policy or legal HR role

Formal HR compliance is handled by external HR partners and executive leadership.

Qualifications

Required

• 5+ years of experience in people development, training, enablement, operations, recruiting support, or organizational development
• Experience screening and interviewing candidates
• Strong coaching, facilitation, and listening skills
• Ability to work across departments with influence (not authority)
• Comfort working in a fast-paced, growing organization
• Excellent written and verbal communication skills

Preferred (Not Required)

• Experience in technology, professional services, or consulting environments
• Background in learning & development, operations, or internal consulting
• Familiarity with performance review and calibration processes

Additional Information

Key Success Factors

• Strong team player who collaborates effectively and follows established execution methods and company culture.
• Versatile communicator who adjusts messaging based on audience, expectations, and time constraints—able to be detailed when needed and concise when required.
• Strong time awareness with the ability to manage multiple priorities and timelines simultaneously.
• Commitment to reliability, accountability, and customer trust

All your information will be kept confidential according to EEO guidelines.