Senior People and Culture Partner VASA Fitness•2.9 Orem, UT Job Details $95,000•$115,000 a year 6 hours ago Benefits Paid parental leave Paid holidays Health insurance Dental insurance 401(k) Parental leave Vision insurance Gym membership Qualifications Employee engagement program (employee development activity) Performance management strategy HR analytics HR legal compliance Employee retention Recruitment and selection Talent pipeline development Bachelor's degree HR compliance Employee retention strategy Data analytics Employment law in talent management Employee engagement Data-driven decision making Employee relations strategy Strategic thinking in HR leadership Strategic workforce planning

Full Job Description Position:

People & Culture Partner (HR Manager)

Department:

People and Culture Reports To:

Senior Director of Human Resources (People & Culture)

Direct Reports:

NA Location:

Colorado Corp Office FLSA Status:

Exempt Compensation :

$95,000•$115,000 Annually, Plus Bonus Potential!

JOIN OUR TEAM

At VASA Fitness, we want to create an uplifting experience for everyone by offering inclusive, accessible, and on-trend fitness. The foundation of our brand is rooted in a culture centered on unity, passion, love, integrity, fun, and trust. Because our culture is alive—embodied by members and team members alike—VASA is a place where lives are changed because of authentic connections made within our supportive community.

BENEFITS

All employees receive two complimentary gym memberships-one for themselves and another to give away-plus 401k options. Additional benefit packages are available for employees who work 30+ hours per week.

Salaried Employees :

Flexible Vacation Plan, Paid Holidays, Paid Parental Leave, and Health, Dental, Vision Benefits Come join VASA Fitness and join a passionate, fun, and united team! Proud to be a 'Great Place to Work' certified company! PURPOSE The Senior People & Culture Partner (SPCP) is a key strategic HR leader responsible for driving organizational performance through people. This role goes beyond tactical HR support to influence business outcomes at scale by shaping workforce strategy, building leadership capability, driving engagement, and solving complex people challenges. The SPCP is a trusted thought partner to senior field leadership, guiding talent strategy, succession planning, organizational effectiveness, and engagement initiatives that reduce turnover and strengthen retention.

KEY RESPONSIBILITIES

Strategic Business Partnership Serve as a senior-level advisor and thought partner to field leadership (VP of Ops, Regional Directors, DMs, GMs), embedding people strategies into long-term business and operational planning. Anticipate and identify systemic people challenges (turnover, performance, engagement) and design innovative, scalable solutions. Use workforce analytics, trend data, and insights to influence senior leaders and drive decision-making. Coach leaders to strengthen their leadership effectiveness, particularly around change leadership, team performance, and accountability. Partner cross-functionally with People Leadership, Legal, Loss Prevention, and Corporate teams to ensure strategic alignment of HR initiatives with business outcomes. Talent Strategy & Development Lead succession planning and leadership pipeline development across markets, ensuring strong bench strength and career progression opportunities. Partner with leadership to execute long-term workforce planning and proactively address future capability needs. Drive organizational talent reviews, creating measurable development plans that accelerate high-potential talent and close capability gaps. Identify skill and leadership gaps; support development with targeted coaching, feedback, and HR-related training. Design and facilitate leadership development programs that prepare leaders for advancement and strengthen organizational capability. Performance Management Design and implement strategic approaches to performance management that improve accountability and elevate organizational performance. Consult with leaders on systemic performance challenges, ensuring timely and effective resolution. Partner with senior leadership to create performance management frameworks that reinforce culture, align to business goals, and retain top talent. Apply the VASA Core 4 characteristics consistently when coaching leaders and evaluating performance Employee Relations & Compliance Provide expert-level counsel on sensitive and high-impact employee relations issues, ensuring consistency, fairness, and legal compliance. Promote a consistent and legally compliant employee experience across markets. Act as a trusted resource for operation leaders navigating difficult people challenges. Talent Acquisition & Workforce Planning Partner with Talent Acquisition leadership to design strategic hiring approaches that strengthen leadership pipelines and reduce turnover. Provide executive-level input into GM, DM, and Regional Director candidate assessments to ensure alignment with long-term organizational needs. Support workforce expansion, new market entry, and large-scale hiring strategies with an eye toward cultural alignment and retention. Partner with Learning & Development Team to provide training to new leaders on effective hiring and selection practices, with a focus on identifying candidates who align with VASA's culture and values. Organizational Effectiveness & Change Management Lead large-scale change management initiatives, ensuring adoption, engagement, and sustainability. Translate organizational strategy into actionable people initiatives that drive performance and engagement. Use data and feedback loops to assess organizational effectiveness and continuously evolve people programs for greater impact. Culture & Engagement Champion a culture of engagement, inclusion, accountability, and recognition rooted in the VASA Core 4. Analyze engagement, exit, and turnover data to design and implement strategies that measurably improve morale, retention, and organizational health. Lead initiatives that build a connected and motivated workforce, driving employee engagement at scale.

Requirements:

MINIMUM QUALIFICATIONS 7

•10 years of progressive HR experience, including at least 3 years as a strategic business partner to senior leaders. Bachelor's degree in Human Resources, Business Management, or related field required (Master's degree preferred). Advanced proficiency in workforce analytics, data storytelling, and strategic workforce planning. Demonstrated success in succession planning, leadership pipeline development, and progression planning. Experience designing and executing strategic solutions for turnover reduction, employee engagement, and performance management. In-depth knowledge of HR practices, methods, and processes across all functional areas (talent acquisition, comp/benefits, employee relations, performance, development). Strong knowledge of federal and state employment laws and compliance requirements. Proven ability to act as a strategic partner to executives and influence senior-level decision-making. Ability to thrive in a dynamic, fast-paced environment while balancing strategic initiatives with operational needs.

PREFERRED QUALIFICATIONS

Excellent written and verbal communication skills with executive presence. Strong ability to influence, consult, and build trust with senior leaders. Experience leading large-scale organizational change and engagement strategies. Ability to design and deliver leadership development initiatives. Recognized expertise in conflict resolution, organizational effectiveness, and employee engagement strategy. Strong facilitation and presentation skills for both large and small audiences.

WORK ENVIRONMENT

Work is typically done in a club with varying hours based on business needs. While performing the club duties of this job, the team member is regularly exposed to moving mechanical parts. The noise level in the environment is occasionally loud. Ability to work a varied schedule to support the needs of the business, including frequent extended workdays, weekends and holidays may be required.

PHYSICAL AND MENTAL ACTIVITIES AND REQUIREMENTS

Physical Stamina:

Ability to handle physical tasks, including lifting and working in various environments.

Talking :

Especially where one must frequently convey detailed or important instructions or ideas accurately, loudly, or quickly.

Physical Strength :

Non-Sedentary work, standing and walking most of the time. Must be able to lift, push, pull, and move a minimum of 50 pounds.

Reasoning Ability :

Ability to deal with a variety of variables under limited standardization. Able to interpret various instructions and relay instructions to clients.

Attendance :

This is an essential duty of the position. Employees must work regularly scheduled shifts during business hours to assist members and sell services in-person. This position description intends to describe the general nature and level of work being performed by people assigned to this job. It is not intended to include all duties and responsibilities. The order in which duties and responsibilities are listed is not significant. VASA Fitness is an

Equal Opportunity Employer Compensation:

$95,000•$115,000 Annually, Plus Bonus Potential! Pay Transparency In order to support the Fair Compensation Strategy by the US Govt., HR Dept., clients are required to adhere to "Pay Transparency Law"; in the impacted states; that have mandated the employers to list the salary ranges in Job advertisements or postings for job opportunities and Job promotions.