Manager - People & Culture

About AiDASH
AiDASH is leading the PreventionFirst™movement for electric utilities and transforming grid resilience through its pioneering platform that unifies vegetation, asset, storm, and wildfire intelligence. Powered by SatelliteFirst™ Inspection & Monitoring, AiDASH delivers comprehensive visibility across the entire grid at the right frequency and budget, using the right data modality. More than 200 customers trust AiDASH to keep the lights on, spend where it counts, and defend every decision, Securing Tomorrow across every mile of the grid. Learn more at www.aidash.com.

The PreventionFirst movement is growing, and so is the recognition behind it. In 2026, Forbes named AiDASH one of America's Best Startup Employers for the 4th consecutive year, and TIME included AiDASH among America's Top GreenTech Companies for the 3rd year in a row. Deloitte Technology Fast 500™ ranked AiDASH No. 12 in the San Francisco Bay Area, and No. 59 overall in their selection of the top 500 for 2024. 

Join us in Securing Tomorrow Together! 

The Role

We don't believe P&C creates impact by starting with policies, processes, or frameworks, but by understanding the business and the people deeply enough to influence real decisions.  

In this role, you won't be expected to jump in and ‘fix’ things on day one. Instead, you'll be expected to listen, observe, learn, and build context - about the vision, business, the teams, and the individuals who make the work happen. 

What excites us is not how many P&C programs you've run, but

• How well you understand why businesses behave the way they do 

• How you read people beyond what they say out loud 

• How confidently you can translate that understanding into sound, practical people decisions 

This role is for someone who wants to earn trust before driving change, and who sees P&C not as a support function, but as a business-critical craft. 

How you’ll make an impact

Understanding Before Action 

• Your first responsibility is context. 

• You'll spend time understanding how the business operates, how value is created, where teams struggle, and what truly motivates people here. Only then will you begin shaping people practices. 

Being a Real Business Partner 

• You'll work closely with business stakeholders - not as a support, but as a thinking partner. 

• That means forming opinions, asking hard questions, and offering people-related advice that is grounded in business reality, not HR theory. 

Performance That Actually Means Something 

• You'll own and evolve the performance management ecosystem - from goal setting to feedback to outcomes. 

• Not as a ritual, but as a system that helps people grow, leaders lead better, and the business perform stronger. 

The rest of this description is on the employer’s own page.