<p><strong>Manager, Talent & culture</strong></p> <p><strong>Who We Are</strong>:<br>Atlas Energy Solutions Inc. (NYSE: AESI) is a leading solutions provider to the energy industry. Atlas’ portfolio of offerings includes oilfield logistics, distributed power systems, and the largest proppant supply network in the Permian Basin. With a focus on leveraging technology, automation, and remote operations to enhance efficiencies, Atlas is centered around a core mission of improving human beings’ access to hydrocarbons that power our lives and, by doing so, maximizing value creation for our shareholders.</p> <p><strong> </strong><strong>The Role:</strong></p> <p>Atlas Energy Solutions is looking for a <strong>Manager, Talent & Culture</strong> 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.</p> <p>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.</p> <p><strong>What You'll Do:</strong></p> <p><strong>Talent Management & Succession Planning</strong></p> <ul> <li>Own enterprise talent reviews, succession planning, and high-potential talent identification.</li> <li>Develop frameworks to assess performance, potential, readiness, and critical talent.</li> <li>Partner with HR Partners and business leaders to identify talent gaps and succession risks.</li> <li>Drive individual development planning and career growth opportunities.</li> <li>Support internal mobility, career pathways, and talent pipeline development.</li> <li>Track succession readiness, bench strength, internal movement, and critical talent retention.</li> </ul> <p><strong>Performance Management</strong></p> <ul> <li>Own the enterprise performance management framework, including goal setting, performance reviews, and ongoing feedback.</li> <li>Establish consistent processes that reinforce accountability and differentiate performance.</li> <li>Equip managers with tools and training to conduct effective performance and development conversations.</li> <li>Integrate performance outcomes into talent reviews, succession planning, and development programs.</li> <li>Monitor performance management effectiveness, completion rates, and opportunities for improvement.</li> </ul> <p><strong>Employee Experience & Listening</strong></p> <ul> <li>Own the enterprise employee listening strategy, including engagement surveys, pulse surveys, onboarding feedback, and exit insights.</li> <li>Lead the annual employee experience survey, including administration, analysis, reporting, and action planning.</li> <li>Translate employee feedback into actionable recommendations for business leaders.</li> <li>Partner with HR Partners to establish accountability for engagement action plans.</li> <li>Develop dashboards to monitor participation, engagement trends, and progress against priorities.</li> <li>Lead "You Said, We Did" communications to demonstrate how employee feedback drives meaningful change.</li> <li>Support workplace recognition initiatives, including Top Workplaces.</li> </ul> <p><strong>Leadership Development</strong></p> <ul> <li>Design and execute leadership development programs for frontline supervisors, emerging leaders, managers, and senior leaders.</li> <li>Identify leadership capability gaps through talent reviews, performance outcomes, and employee feedback.</li> <li>Develop programming focused on coaching, accountability, communication, decision-making, and change leadership.</li> <li>Partner with business leaders and subject matter experts to ensure programming reflects operational needs.</li> <li>Manage leadership development calendars, program delivery, vendor partnerships, and learning resources.</li> <li>Establish measures to evaluate program effectiveness, leadership capability, and application of learning.</li> </ul> <p><strong>Program Management & Organizational Effectiveness</strong></p> <ul> <li>Develop scalable processes, tools, and resources that support consistent execution across the enterprise.</li> <li>Partner with HR Partners, Talent Acquisition, Total Rewards, and business leaders to align talent initiatives.</li> <li>Manage program timelines, communications, stakeholder engagement, and implementation plans.</li> <li>Leverage HR technology and reporting tools to improve employee and manager experiences.</li> <li>Establish KPIs and dashboards to measure talent program effectiveness and business impact.</li> </ul> <ul> <li>Continuously evaluate and improve programs to support Atlas's evolving business needs</li> </ul> <p><strong>Requirements:</strong></p> <ul> <li> <p>Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or related field.</p> </li> <li> <p>5+ years of progressive HR experience, with demonstrated experience in talent management, organizational development, or t