Talent & Culture Manager (51221)

Gradian is an engineering-led, full-line thermal solutions partner serving data center and other mission-critical, commercial, and industrial markets. Headquartered in Maple Grove, MN, with additional facilities across North America, we design and manufacture liquid cooling systems, air handling equipment, heat rejection units, and modular, factory-assembled thermal management solutions.

Gradian was founded through the unification of four complementary, established brands: MAS HVAC, Daedex, DeepCoolAI, and EcoChillers. Together, we act as a single-source provider, deploying cooling technologies as scalable systems optimized for efficiency, spatial constraints, and overall performance. With a vertically integrated engineering and manufacturing model, we pair rapid design turnaround with precision fabrication, so customers can move faster on complex projects where reliability, timeline, and quality all matter.

Position Summary

We're looking for a Manager, Talent & Culture to lead the design and execution of programs that help employees grow, perform, and build long-term careers with us, while ensuring the organization has the leadership bench strength it needs for the future. This role sits at the intersection of talent management and organizational effectiveness — owning performance management, succession planning, and development programs, with a secondary focus on how roles, structures, and talent processes align to support the business.

This is a hands-on role for someone who enjoys building programs from the ground up, partnering closely with HR Business Partners and business leaders, and translating people strategy into practical, scalable processes.

Key Responsibilities

Performance Management

• Own and continuously improve the annual/ongoing performance management cycle, including goal-setting, check-ins, calibration, and year-end review processes
• Design tools, templates, and manager guides that make performance conversations more effective and consistent
• Analyze performance data to identify trends, calibration issues, and opportunities for improvement
• Train and support managers on giving effective feedback and conducting fair, meaningful reviews
  
  

Succession Planning & Talent Reviews

• Lead annual talent review and succession planning processes for key roles and leadership levels
• Partner with senior leaders to identify high-potential talent, critical roles, and succession risks
• Build and maintain succession plans, 9-box talent grids, and talent pipeline reporting
• Recommend development actions and readiness timelines for identified successors
  
  

Talent Development

• Design and manage development programs (e.g., high-potential programs, mentoring, career pathing frameworks)
• Partner with L&D to ensure development offerings align with identified talent and skill gaps
• Support career pathing and internal mobility frameworks
  
  

Organizational Design Support

• Partner with HRBPs and business leaders on org structure questions that intersect with talent (e.g., succession-driven restructuring, span of control, role clarity)
• Provide talent data and insights to inform organizational design decisions during growth, restructuring, or change initiatives
• Support job architecture and leveling work as needed
  
  

Program Management & Analytics

• Manage talent management systems/tools (e.g., HRIS talent modules, performance platforms) and ensure data integrity
• Build dashboards and reporting to track talent metrics: performance distribution, succession coverage, high-potential retention, promotion rates
• Present findings and recommendations to HR leadership and business stakeholders
  
  

Required Qualifications

• 3 years of experience in HR, talent management, or organizational development, with direct ownership of performance management and/or succession planning processes
• Strong project management skills; comfortable owning end-to-end programs with multiple stakeholders
• Experience partnering with senior leaders on talent reviews or succession discussions
• Working knowledge of organizational design principles (structure, spans/layers, role design) is a plus
• Proficiency with HRIS/talent management platforms (e.g., Workday, SuccessFactors, Lattice) and strong Excel/data analysis skills
• Excellent facilitation, communication, and stakeholder management skills
• Ability to balance structured process design with the flexibility needed for different business contexts
• Bachelor's degree in HR, I/O Psychology, Business, or related field; advanced degree or HR certification (SHRM-CP/SCP, PHR/SPHR) a plus
  
  

Preferred Qualifications

• Experience in a high-growth, start-up, or post-merger / integration environment.
• Experience building culture across multiple sites or a distributed workforce.
• Familiarity with recognition platforms, engagement survey tools, and HRIS systems.
• HR or organizational development certification (e.g., SHRM-CP/SCP, PHR, or Prosci change management).
  
  

Benefits

• Medical, vision, and dental plans
• Short-term and long-term disability insurance
• Group term life insurance coverage
• HSA, FSA, and Dependent Care plans available
• 8 paid holidays, 4 floating holidays, and generous PTO policy
• 401k matching
• Company paid events
• Annual safety shoe allowance
• Education assistance program
  
  

EEO Statement

Gradian Thermal Solutions is committed to creating a diverse and inclusive workplace where all individuals are treated with respect and dignity. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, marital status, veteran status, political affiliation, or any other legally protected status.

Employment decisions at Gradian are based on merit, qualifications, and business needs. We prohibit discrimination and harassment of any kind and actively promote a culture of fairness, equity, and opportunity.

We also provide reasonable accommodations for qualified individuals with disabilities and for sincerely held religious beliefs, practices, or observances, in accordance with applicable laws.