Who we are
At 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.

Role
The 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 Relations

• Serve 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 Management

• Manage 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, including documentation, employee coaching conversations, and performance improvement plans (PIPs), ensuring fairness and consistency in application.
• Refine and maintain performance management tools, templates, guides, and processes so they are practical, easy to use, and aligned with organizational expectations across levels and functions.
• Analyze performance, engagement, retention, and turnover trends to identify organizational needs, uncover patterns, and recommend solutions that strengthen employee experience, manager effectiveness, and overall organizational health.

HR Compliance & Policy Support

• Support the development, communication, and consistent application of HR policies, the employee handbook, and related practices.
• Help ensure compliance with applicable federal and state employment laws and regulations, including FLSA, FMLA, ADA, EEOC, and Title VII, partnering with People & Culture leadership and counsel as needed.
• Coordinate mandatory compliance and harassment-prevention training, and support audits and reporting requests.
• Assist with unemployment claims and employment verifications as part of broader People & Culture operations.

Minimum Qualifications

• 6+years of progressive HR experience, with at least 2 years focused on employee relations or HR business partner work.
• Demonstrated experience conducting workplace investigations and managing sensitive employee relations matters with sound judgment and discretion 
• Strong knowledge of federal and state employment laws and HR compliance requirements.
• Superior communication and relationship-building skills, including experience supporting internal communications and leadership coaching.
• Strong project management, organizational, and change management skills.
• Experience with HRIS and applicant tracking systems (e.g., TriNet, ADP, UKG, Greenhouse, Lever, or similar platforms).

Preferred Qualifications

• Bachelor's degree or equivalent professional experience.
• PHR/SPHR or SHRM-CP/SHRM-SCP Certification.
• Experience training and facilitating workshops, preferred.
• Experience in nonprofit, healthcare, mental health, volunteer-driven settings, or volunteer experience.
• Experience supporting Employee Resource Groups (ERGs) or other employee-led groups, including programming, structure, and connection to organizational initiatives.

Reliable High-Speed Internet Required: Must have a stable high-speed internet connection to support seamless remote collaboration, virtual meetings, online job tasks, etc.

For United States-based candidates: 

The target salary range for this position, across the United States, is  $67,452-$84,084. Starting salary will vary based on location, qualifications, and prior experience. Candidates will learn the range specific to their location during the interview process. We pay competitively in the tech-forward nonprofit space and offer a robust benefits package.

Benefits & Well-Being

Crisis Text Line recognizes that we are all unique human beings with unique life circumstances, and our benefits package aims to be as flexible as possible to support your needs as you work to promote mental well-being for people, wherever they are. Our benefits package is thoughtfully designed with input from our team and from industry best practices.

Highlights include:

• Comprehensive medical, dental, and vision options that prioritize accessibility and financial peace of mind
• Employer-funded HSA contributions
• Generous PTO, sick time, and 19 paid holidays with a winter break
• 12 weeks of fully paid parental leave after 26 consecutive weeks of service
• Monthly internet and mental health stipends
• Annual Wellness Stipend
• Home office and professional development stipends
• 403(b) retirement plan with employer contribution
• Sabbatical after 3 years of service

Benefits are for U.S.-based employees; international benefits may vary.

Within the United States, only candidates in the following states will be eligible for employment: CA, CO, CT, FL, GA, IL, IN, IA, MD, MA, MI, MO, NJ, NM, NY, NC, OH, PA, TN, TX, UT, VA, WA.

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This is a remote-only position