Manager, Culture & Experience

We are hiring a Manager, Culture and Engagement to lead and operationalize strategic initiatives that strengthen Mariner’s culture, enhance associate engagement, and improve organizational effectiveness. This role functions as a strategic execution partner to HR leadership—similar to a chief of staff—with responsibility for driving key priorities forward, establishing structure and operating rhythms, and ensuring initiatives deliver measurable outcomes.

Approximately 75% of the role focuses on strategic initiatives, internal communications, program management, organizational design support, and change management. The remaining 25% centers on performance management processes and enabling leadership effectiveness. This role is not focused on events, perks, or social programming; rather, it builds the systems, frameworks, and workflows that enable culture at scale.

This position is open to candidates in any location. It is an exceptional opportunity for a current or former management consultant or strategy/project leader who thrives in fast-moving environments, excels at bringing clarity to ambiguity, and is motivated by delivering high-impact execution.

Responsibilities Strategic Initiatives & Organizational Effectiveness (Majority of Role)

• Lead and manage key strategic initiatives that advance culture, engagement, and organizational effectiveness across the firm.
• Develop structured frameworks, plans, and operating models to bring clarity, prioritization, and rigor to complex or ambiguous workstreams.
• Establish project governance, milestones, roadmaps, and communication cadences that ensure consistent progress and accountability.
• Conduct structured problem-solving and analysis to synthesize insights, articulate recommendations, and support decision-making.
• Manage the annual HR operating calendar, ensuring alignment, visibility, and timing of major programs and enterprise-wide deliverables.
• Develop internal HR and leadership communications that convey strategic priorities, change initiatives, and program updates with clarity and impact.
• Partner with cross-functional leaders to align on goals, risks, dependencies, and execution plans.

Organizational Design & Change Management

• Support organizational design efforts including documentation of structures, roles, workflows, and decision-rights.
• Drive change management planning and execution, including stakeholder engagement, adoption strategies, training materials, and communication frameworks.
• Contribute to building scalable systems and processes that enable culture, employee experience, and organizational health.

Performance Management (Approx. 25% of Role)

• Manage planning, coordination, and execution of the firm’s annual and midyear performance management cycles.
• Support development and refinement of performance tools, frameworks, and guidance for leaders and associates.
• Coordinate communications, training materials, and timelines to ensure a consistent and effective experience across the organization.

Stakeholder Engagement & Execution Excellence

• Serve as a trusted execution partner to HR leadership, acting as an extension of the team to ensure critical initiatives move forward.
• Build strong relationships with leaders and associates to drive alignment, surface insights, and remove barriers to progress.
• Prepare executive-ready presentations, reporting, and strategic updates that translate complex information into clear narratives.
• Handle high-priority or strategic operational tasks as needed to support HR leadership.

Qualifications

• Bachelor’s degree required.
• 3–5 years of experience in management consulting, strategy, PMO, organizational effectiveness, or a similar execution-focused role.
• Demonstrated ability to apply structured problem-solving, develop frameworks, and drive projects from concept through execution.
• Strong analytical, communication, and presentation skills, with the ability to influence and partner across levels and functions.
• Proven ability to operate effectively in environments with ambiguity, competing priorities, and multiple concurrent workstreams.
• High level of professional polish, judgment, and discretion.
• Proficiency in Microsoft PowerPoint and Excel; experience with project management tools a plus.
• No prior HR background required; interest and learning agility in people strategy and organizational effectiveness are essential.

Skills and Knowledge

• Strategic thinker with a strong execution orientation and ability to structure complex problems.
• Strong project and program management capabilities with attention to detail and operational rigor.
• Ability to synthesize data, stakeholder input, and organizational insights into clear recommendations.
• Ability to influence without authority and build productive relationships across functions.
• Exceptional written and verbal communication skills, including creation of executive-level materials.
• Commitment to confidentiality and professionalism in handling sensitive information.
• We welcome your interest in being a part of the Mariner team. We offer our associates an innovative and challenging place to work with camaraderie and teamwork. We are a growth-oriented, entrepreneurial culture that respects people and values talent, experience and ambition.

About the Team

At Mariner, the people behind the people make all the difference. That’s why our advisors have access to an in-house team of support for taxes, insurance, estate planning and more. In this role, you will partner closely with HR leadership and cross-functional stakeholders to advance strategic initiatives that drive organizational culture, engagement, and effectiveness.

Our compensation reflects the cost of talent across multiple US geographic markets. The base pay for this position across all US geographic markets ranges from $99,000.00/year to $130,000.00/year. Pay is based on a number of factors including geographic location and may vary depending on job-related knowledge, skills, and experience. Eligibility to participate in an incentive program is subject to the rules governing the program, whereby an award, if any, depends on various factors including, without limitation, individual and organizational performance. Roles may also be eligible for additional compensation and/or benefits.

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