Manager, Talent & Culture (Austin)

Atlas Energy Solutions is looking for a Manager, Talent & Culture to lead enterprise talent management, performance management, employee experience, and leadership development programs. This role will build scalable people programs that support our growth, strengthen leadership capability, and help create a high-performance culture.

You’ll partner closely with HR Partners and business leaders to turn business priorities into practical talent strategies, using data and employee insights to improve engagement, retention, development, and organizational effectiveness.

• →Best People and Team. Great Place to Work , Hire Vets, Top Place to Work For – Austin American Statesman
• →Your Well-Being is a Priority. 100% covered Medical, Dental, and Vision
• →Invest in Your Future. 401K with company match, immediate vesting
• →Relax and Recharge. Paid time off (non-rotational roles), 15+ company paid holidays

Equal Opportunity Employer Statement:
Atlas Energy Solutions is an equal opportunity employer and is committed to providing equal employment opportunity to all applicants and employees. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, pregnancy, gender identity or expression, sexual orientation, genetic information, citizenship status, veteran or military status, or any other characteristic protected by applicable federal, state, or local law.This commitment applies to all aspects of employment, including recruiting, hiring, training, promotion, compensation, benefits, and termination.

Reasonable Accommodation
Atlas Energy Solutions provides reasonable accommodations to qualified individuals with disabilities and those with pregnancy-related conditions in accordance with applicable law.

 Job Disclaimer
This job description is not intended to be all-inclusive and may be modified at any time based on business needs.

• Own enterprise talent reviews, succession planning, and high-potential talent identification.
• Develop frameworks to assess performance, potential, readiness, and critical talent.
• Partner with HR Partners and business leaders to identify talent gaps and succession risks.
• Drive individual development planning and career growth opportunities.
• Support internal mobility, career pathways, and talent pipeline development.
• Track succession readiness, bench strength, internal movement, and critical talent retention.

• Own the enterprise performance management framework, including goal setting, performance reviews, and ongoing feedback.
• Establish consistent processes that reinforce accountability and differentiate performance.
• Equip managers with tools and training to conduct effective performance and development conversations.
• Integrate performance outcomes into talent reviews, succession planning, and development programs.
• Monitor performance management effectiveness, completion rates, and opportunities for improvement.

• Own the enterprise employee listening strategy, including engagement surveys, pulse surveys, onboarding feedback, and exit insights.
• Lead the annual employee experience survey, including administration, analysis, reporting, and action planning.
• Translate employee feedback into actionable recommendations for business leaders.
• Partner with HR Partners to establish accountability for engagement action plans.
• Develop dashboards to monitor participation, engagement trends, and progress against priorities.
• Lead "You Said, We Did" communications to demonstrate how employee feedback drives meaningful change.
• Support workplace recognition initiatives, including Top Workplaces.

• Design and execute leadership development programs for frontline supervisors, emerging leaders, managers, and senior leaders.
• Identify leadership capability gaps through talent reviews, performance outcomes, and employee feedback.
• Develop programming focused on coaching, accountability, communication, decision-making, and change leadership.
• Partner with business leaders and subject matter experts to ensure programming reflects operational needs.
• Manage leadership development calendars, program delivery, vendor partnerships, and learning resources.
• Establish measures to evaluate program effectiveness, leadership capability, and application of learning.

• Develop scalable processes, tools, and resources that support consistent execution across the enterprise.
• Partner with HR Partners, Talent Acquisition, Total Rewards, and business leaders to align talent initiatives.
• Manage program timelines, communications, stakeholder engagement, and implementation plans.
• Leverage HR technology and reporting tools to improve employee and manager experiences.
• Establish KPIs and dashboards to measure talent program effectiveness and business impact.

• Continuously evaluate and improve programs to support Atlas's evolving business needs

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or related field.

• 5+ years of progressive HR experience, with demonstrated experience in talent management, organizational development, or talent and culture programming.

• Experience designing and implementing performance management, succession planning, and leadership development programs.

• Experience managing employee engagement surveys and translating results into actionable insights.

• Strong project management, analytical, and program execution capabilities.

• Ability to influence leaders and collaborate across functions and business units.

• Experience leveraging HRIS, learning management systems, and employee listening platforms.

• Experience supporting a growing, multi-site, industrial, manufacturing, or operationally intensive organization preferred.

• SHRM-CP, SHRM-SCP, PHR, SPHR, or relevant talent development certification preferred.

• Completion and effectiveness of enterprise talent reviews and succession planning.
• Improved succession readiness and retention of critical talent.
• Performance management participation and process effectiveness.
• Employee survey participation, engagement trends, and action plan completion.
• Leadership development participation, effectiveness, and demonstrated capability improvement.
• Increased internal mobility and employee development opportunities.
• Consistent adoption of talent programs across business segments.