People & Culture Business Partner

Who we areAt Crisis Text Line we believe that every person in crisis deserves to be heard, understood, and supported. Our mission is carried forward by people who lead with empathy, integrity, and a deep sense of responsibility to one another and the communities we serve.We are building a team of thoughtful, purpose-driven professionals who want their work to matter. Across every role, you’ll have the opportunity to contribute to meaningful impact, collaborate with committed colleagues, and help shape systems, programs, and experiences that strengthen our organization and the people who make our mission possible.The People & Culture Team is a trusted strategic partner dedicated to building an inclusive, high-performing workplace grounded in our core values. We support the organization through employee relations, talent management, compliance, and people strategy while partnering with leaders and employees to create thoughtful, people-centered outcomes. If you are passionate about strengthening workplace culture, supporting employees and leaders, and helping teams thrive, this is the place for you.RoleThe Manager, People & Culture is a culture steward and trusted HR partner who helps build and sustain a workplace where every employee can do their best work in service of our mission. This role supports a positive and inclusive workplace environment, provides guidance to managers and employees, and serves as a trusted resource on employee relations, employee experience, performance management, and workplace practices. This role plays a key part in strengthening employee engagement, manager effectiveness, organizational consistency, and employee experience across the full employee lifecycle. The Manager supports initiatives related to employee engagement, recognition, manager enablement, ERG partnership, and workplace culture while helping leaders navigate employee relations matters with empathy, discretion, and sound judgment. Reporting to the VP, People & Culture, this role partners closely with organizational leaders and the broader People & Culture team to support scalable, people-centered practices that strengthen organizational effectiveness, leadership capability, compliance, and workplace culture in a collaborative, fast-paced, mission-driven environment. This role does not currently have direct reports. Success in this role includes building trusted relationships across the organization, supporting fair and consistent people practices, strengthening manager capability, and helping employees feel supported, valued, and connected to the mission.Responsibilities Employee RelationsServe as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion.Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations.Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy.Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters.Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements.Culture & Engagement Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders.Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience.Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce.Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives.Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.Performance ManagementManage the performance review process from start to finish, including goal setting, mid-year and annual reviews, calibration conversations, timelines, reminders, and HRIS documentation.Coach managers on giving clear, actionable feedback; setting meaningful goals; recognizing strong performance; and navigating performance concerns with consistency and empathy.Partner with leaders on employee development, retention strategies, succession planning conversations, and career growth opportunities across teams.Support performance improvement and corrective action processes,