xPL Culture Manager - Offsite Manufacturing

Division:
xPL Offsite

Project Location(s):
Decatur, AL 35602 USA

Minimum Years Experience:
10

Travel Involved:

Job Type:
Regular

Job Classification:
Experienced

Education:
Bachelors Degree

Job Family:
Construction

Compensation:
Salaried Exempt

Position Summary:
The xPL Culture Manager isresponsible for developing and sustaining a high-performance, values-drivenculture across a non-union manufacturing operation. This role plays a criticalpart in strengthening trust, engagement, accountability, and an inclusive andrespectful workplace at all levels, especially among frontline employees andsupervisors.

The xPL Culture Manager ensures thatemployees feel heard, respected, included, and fairly treated, whilereinforcing leadership behaviors that support safety, quality, productivity, and retention. This role acts as a bridge between leadership and the shop floor,helping proactively address concerns and foster a workplace where all employeescan contribute and succeed.

Key Responsibilities:

Culture Development, Inclusion & Respect

Define and operationalize company values into clear, actionable behaviors that promote an inclusive and respectful workplace. Partner with plant leadership to embed inclusive behaviors into daily management routines (tier meetings, shift huddles, performance discussions).

Identify cultural gaps related to respect, fairness, and inclusion, and lead targeted improvement initiatives.
Leverage information about Worker Experiences, Vandalism and Graffiti Policy, and Bias Motivated Events (BME) Protocols to inform and educate XPL leadership and workers about beneficial impacts of actions to support an inclusive and respectful workplace.
Participate in Plant Response actions and response during Vandalism and Graffiti or Bias Motivated Event incident.

Frontline Engagement & Employee ExperienceDesign engagement strategies that ensure all employees across shifts, roles, and backgrounds feel included and valued.
Lead regular listening efforts (pulse surveys, floor walks, small group discussions) with an emphasis on psychological safety and open dialogue.
Ensure feedback is acknowledged and acted upon in a visible and equitable way.

Leadership Effectiveness & Accountability
Coach supervisors and managers on consistent, fair, and respectful leadership practices.
Build leadership capability in inclusive behaviors, communication, conflict resolution, and bias awareness.
Reinforce expectations that leaders create safe, respectful, and harassment-free work environments.

Safety Culture & Engagement
Partner with Safety and Operations leaders to strengthen a proactive, behavior-based safety culture.
Reinforce employee ownership of safety, including stop-work authority and hazard identification.
Support and participate in safety initiatives such as observations, audits, near-miss reporting, and safety committees.
Promote an environment where employees feel psychologically safe to report concerns, near misses, and incidents without fear of retaliation.

Employee Relations & Workplace Climate
Act as a proactive partner in maintaining a positive, inclusive employee relations environment.
Identify patterns or risks related to fairness, respect, or potential workplace concerns, and address them early.
Partner with HR to ensure concerns are handled consistently, respectfully, and in alignment with company values

Communication & Transparency
Improve clarity, accessibility, and consistency of communication across all levels and shifts.
Ensure messaging is inclusive, easy to understand, and reaches all employees effectively.
Ensure safety expectations, incidents, and lessons learned are communicated clearly and constructively.
Support supervisors in delivering respectful, two-way communication.

Recognition & Culture Reinforcement
Develop recognition programs that reinforce behaviors such as teamwork, respect, inclusion, safety, and continuous improvement.
Ensure recognition practices are equitable and inclusive across all employee groups and shifts.

Change Management
Support adoption of operational changes while maintaining trust, inclusion, and respect.
Help leaders communicate changes in a way that considers diverse perspectives and minimizes disruption.

Metrics & Continuous Improvement
Track and analyze culture indicators including engagement, retention, absenteeism, and inclusion-related feedback.
Partner with Safety and Operations to connect culture initiatives with safety performance outcomes.
Use data to identify gaps in the employee experience and drive continuous improvement.
Align culture and inclusion efforts with operational performance outcomes.

#LI-ZO1

• Required:
  Bachelor's degree in Human Resources, Sociology, Organizational Development, Business, or related field
  10+ years of experience in culture, HR, employee engagement, or organizational development
  Experience in a manufacturing or industrial environment with a large hourly workforce
  Demonstrated success improving employee engagement and fostering inclusive, respectful workplaces
  Preferred:
  Experience in non-union workforce environments
  Background in cultural development
  Background in employee relations and workplace investigations or conflict resolution
  Key Competencies
  Ability to build trust with a diverse, frontline workforce
  Ability to study and analyze behaviors, develop, implement and change behavioral strategies and foster development in the workforce.
  Strong commitment to building a safety first, inclusive and respectful workplace
  Skilled at influencing workforce and leadership behavior and holding individuals accountable
  High visibility, hands-on approach with regular floor presence
  Strong interpersonal, coaching, and conflict resolution skills
  Sound judgment in sensitive or complex workplace situations
  Ability to translate feedback into meaningful, fair, and practical action
  Success Measures
  Data Analytics showing root cause issues that need to be addressed and corrected
  Cultural development programs developed, communicated effectively, implemented, continuously improved and results oriented data.
  Improved employee engagement and inclusion-related survey results
  Increased retention and reduced voluntary turnover across employee groups
  Positive trends in employee feedback related to respect, fairness, and trust
  Reduction in employee relations issues and escalation trends
  Stronger leadership effectiveness in creating inclusive, respectful teams
  Alignment between culture, safety performance, and operational outcomes.
  Physical Demands:
  The physical demands described here are representative of those that mustbe met by an employee to successfully perform the essential functions of thisjob. Reasonable accommodations may be made to enable individuals withdisabilities to perform the essentialfunctions. Performance of the required duties will require physical ability toclimb permanent and temporary stairs, passenger use of construction personnel hoists, abilityto climb laddersand negotiate work areas under construction. Specificvision abilities required by this job include close vision, peripheralvision, depth perception, and the ability to adjust focus. Performing this jobrequires use of hands to finger, handle, or feel objects, tools or controls,sit, talk and hear, stand, climb, balance, stoop, kneel, crouch, or crawl.Employee must occasionally lift and/or move heavy weight.
  Work Environment:
  The workenvironment characteristics described here are representative of those anemployee encounters while performing the essential functions of the job.Reasonable accommodations may be made to enable individuals with disabilitiesto perform essential functions. While performing the duties of this job, theemployee regularly works on-site at the construction work site where theemployee is exposed to moving mechanical parts; high precarious places; fumesor airborne particles; outside weather conditions and risk of electrical shock.The noise in these work environments is usually moderate to very loud.