People and Culture Manager

Position: People and Culture Manager

Status: Exempt

Reports to :Vice President of Operations and Organizational Effectiveness

Salary Range: $103,000-$121,000 per year

Type: Hybrid (Tuesday -Thursday in-office, optional remote Mon, Fri)

Apply At: peopleculturemanager@mmt.org

Deadline:Oct. 15, 2026

About Meyer Memorial Trust

One of the largest private funders in Oregon, Meyer Memorial Trust works to accelerate racial, social and economic justice for the collective well-being of Oregon’s lands and peoples. Established in 1982 from the estate of grocery store founder Fred G. Meyer, the Trust has awarded grants and program-related investments in excess of $1 billion

to more than 3,800 organizations. Meyer stewards an endowment of approximately $1 billion and deploys an annual grant making budget of $61 million across a range of issue-based portfolios and strategic initiatives.

Meyer staff bring a wide range of backgrounds, perspectives and experiences to their roles, but are united by the belief that transformative change is possible in Oregon. We strive to build a workplace where people can contribute fully, learn from one another and make a meaningful impact together.

Learn more about working at Meyer at mmt.org/careers.

Position Summary

The People and Culture Manager leads the day-to-day People and Culture function at Meyer, ensuring employees and managers have the support, practices, systems and resources they need to thrive and contribute effectively to the organization’s mission.

Reporting to the VP of Operations and Organizational Effectiveness and partnering closely with the People and Culture Generalist, the People and Culture Manager translates organizational and people priorities into effective practices across the employee life cycle. The Manager also serves as a trusted advisor to staff, providing guidance on organizational policies, practices and other workplace matters.

In partnership with the People and Culture team, the Manager helps advance organizational culture, employee engagement, workforce planning and other strategic people priorities. The role balances thoughtful strategy with hands-on execution to ensure People and Culture practices are equitable, consistent and aligned with Meyer’s values.

Duties and Responsibilities

People and Culture Leadership

• Manage the day-to-day People and Culture function, establishing priorities and ensuring effective delivery of people programs, practices, systems and employee support.
• Partner with the VP to translate organizational priorities, workforce needs, employee feedback and data into effective People and Culture strategies, initiatives and practices.
• Serve as a trusted advisor and resource to managers and employees on workplace matters, applying sound judgment, consistency, discretion and an equity-centered approach.
• Identify emerging workforce needs, trends and opportunities and recommend improvements that strengthen organizational effectiveness and the employee experience.

Talent Management

• Coach and advise managers on employee relations, performance, talent decisions, and effective, equitable and consistent people-management practices.
• Support the resolution of employee concerns and workplace issues with appropriate follow-through.
• Partner with hiring managers on staffing needs, job design, recruitment, selection, promotions and other talent decisions.
• Manage and continuously improve performance management practices, including goal setting, feedback, performance reviews and career development. Ensure staff have the tools and support they need to participate effectively.
• Manage key employee life cycle processes, including onboarding, employee changes, leaves, separations and exits.

Employee Experience and Development

• Partner with organizational leaders to support learning and development, recognition and retention.
• Support employee engagement efforts, including surveys and feedback processes. Help translate findings into organizational priorities and improvements.
• Manage postings, communications and resources that promote transparency, collaboration, knowledge-sharing and support the employee experience.

Compensation, Benefits and People Operations

• Under the direction of the VP, manage compensation and benefits programs, ensuring practices are effectively administered and clearly communicated.
• Oversee benefits, leaves, accommodations and related employee support. Coordinate with brokers, vendors, Finance and other partners as needed.
• Develop and maintain People and Culture policies and practices, and help ensure compliance with applicable federal, state and local employment requirements.
• Continuously improve People and Culture processes, systems, and practices based on employee needs, organizational priorities, and emerging practices.

Experience and Competencies

• At least five years of experience in human resources, People and Culture or a related field, with experience independently managing a broad range of HR responsibilities.
• Demonstrated experience advising and coaching managers on employee relations, performance management and other complex people matters.
• Demonstrated experience advancing equitable and inclusive practices across areas such as hiring, performance management, employee development and compensation.
• Strong working knowledge of employment laws and People and Culture practices, including compensation and benefits, leaves and accommodations, recruitment and employment compliance.
• Demonstrated ability to translate organizational priorities and employee needs into practical and effective People and Culture practices.
• Strong judgment and demonstrated ability to navigate sensitive and confidential matters with discretion, empathy, consistency and professionalism.
• Strong communication, coaching, relationship-building, problem-solving and conflict-resolution skills.
• Experience using workforce data, employee feedback and HR information systems to inform decisions and improve practices.
• Experience supervising, coaching or developing HR staff is preferred.
• Experience in nonprofit, philanthropic, mission-driven or similarly complex organizations is preferred.

Work Environment and Physical Demands

• Sit, stand or walk for extended periods; alternate positions as the work requires.
• Use hands to finger, handle or feel; and reach with hands and arms in any direction.
• Frequently lift and/or move up to 10 lbs; occasionally lift and/or move up to 25 lbs.
• Visual requirements include close vision, distance vision, color vision, peripheral vision and depth perception.
• Most work is conducted in a standard office environment.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.

Equal Opportunity Employer

Meyer Memorial Trust is an equal opportunity employer and is committed to creating an inclusive workplace in compliance with federal, state, and local laws, including the Americans with Disabilities Act (ADA). Meyer ensures equal opportunity for all employees and applicants regardless of race, color, age, gender identity or expression, sexual orientation, religion, marital status, national origin or ancestry, citizenship, immigration status, physical, mental or medical disability, veteran status; obligations related to service in the United States Armed Forces or any other reason protected by law.

We value the unique perspectives and experiences that individuals bring, particularly those from communities that have been historically underrepresented.

To Apply

Please submit a resume and cover letter to peopleculturemanager@mmt.org by 5 p.m. Oct. 15, 2026