Employee Experience Manager
Employee Experience Manager
Reporting To: Director of Employee Experience and VP of HR
Relocation May Be Offered
Job
Summary:
The Employee Experience Manager position is a unique, high-impact role. Our focus is on key areas to improve its employee experience. The Employee Experience team is a small, agile group focusing on driving high-impact action throughout the organization using survey data, Kaizen events, and partnerships with key stakeholders. At present, the Employee Experience team has focused its efforts on driving action through its biannual Employee Experience Census survey and downstream Kaizen events. In addition to helping refine and execute the existing strategy, the Employee Experience Manager position will play a key role in developing the department into all phases of the employee lifecycle: Attraction, recruitment, retention & development, exit.
The role will initially focus on the biannual Employee Experience Census survey, assisting in execution, data interpretation, and partnering with stakeholders across the company to drive action. The role will progress into developing and implementing onboarding and exit surveys and partnering with leaders across the company to drive action. High-impact action will be facilitated at all levels in the company including corporate, divisional, and functional level. Key elements of the job include leveraging quantitative and qualitative survey data to close-the-loop and drive action plans with local and corporate leadership teams, assisting in root cause analysis and Kaizen events, providing expert insight into solutions, holding stakeholders accountable for implementing and sustaining action plans, and designing practices and processes that enhance each phase of the employee lifecycle. The position will collaborate with all functional areas of the business and will work alongside the Director of Employee Experience and VP of HR, as well as site-based and corporate Human Resources.
Key
Responsibilities:
Lifecycle Survey Administration (via Qualtrics)
- Employee Experience Census survey (biannual)
- Recruitment surveys
- Onboarding surveys
- Exit surveys
- User File Validation
Survey Development
- Recruitment surveys
- Onboarding surveys
- Exit surveys
Survey Data Interpretation & Report Out
- Employee Experience Census survey data interpretation at the executive, divisional, and functional levels:
- Trends
- Performance Gaps
- Recommended Focus Areas
- Monthly trend reports with divisional and functional leaders, and site-based HR.
- Onboarding Surveys: Trends, failure points, suggestive action.
- Exit Surveys: Trends, causes, suggestive action.
- Monthly trend reports with corporate HR and Executive team.
- Onboarding Surveys: Trends, failure points, suggestive action.
- Exit Surveys: Trends, causes, failure points, suggestive action.
- Generate predictive data report.
- Correlate survey data to employee turnover and engagement levels via the bi-annual EX Census survey data to determine relationships and establish mitigation plans.
- Generate Predictive validity report for the bi-annual Employee Experience Census survey.
Driving Business Results
- Assist in facilitating training and Kaizen events related to bi-annual Employee Experience Census survey, as well as onboarding and exit survey data.
- Dashboard and data training to all stakeholders
- Provide resources and thought partnership to key stakeholders to drive action.
- Survey close loop function and strategic action plan with local hiring managers divisional and functional leadership, site-based HR, corporate HR, and Executive team.
- Biannual Census Survey: Assist in action planning and accountability at corporate, divisional, and functional level. Host close-the-loop calls with stakeholders to ensure accountability. Partner with senior leaders to drive accountability.
- Onboarding Surveys: Assist in action planning and accountability to resolve issues and establish opportunities for improvement. Help establish systemic solutions for onboarding experience and process improvement at the local level. Work with Corporate HR to help establish and implement systemic methods for onboarding improvement at the global level.
- Exit Surveys: Help establish methods to mitigate future turnover locally and globally. Work with Corporate HR to help establish and implement systemic methods to mitigate future turnover.
- Frequency: Weekly
Program Development
- Leveraging survey data and best practices to collaborate with corporate and site-based Human Resources to assist in designing seamless, effective onboarding programs, exit processes, engagement initiatives, and recruitment practices.
The role is not limited to these functions, and long-term may expand into broader elements of employee experience and human resource management.
Qualifications/Skills:
- Bachelor s degree in Business Management, Organizational Development, or related field.
- Master s degree is a plus, but not required.
- Excellent communication and interpersonal skills
- 5 or more years experience in Employee Experience Management, Change Management Programs, HR or extensive project management.
- Demonstrable results as an Employee Experience practitioner.
- Ability to collaborate effectively with cross-functional teams, both in person and through digital platforms (e.g., Microsoft Teams)
- Ability to build strong relationships with cross-functional team members.
- Ability to execute in an agile work environment.
- Strong understanding of human resources practices
- Strongly attuned to employee experience trends and best practices
- Proficiency in onboarding and exit survey creation
- Proficiency in statistical analysis
- Experience in developing and implementing company-wide projects and initiatives
- Experience in Kaizen events and root cause analysis
- Ability to collaborate and achieve business results with diverse individuals and teams
- Ability to conduct statistical analyses in Excel
Key Competencies:
- Data Analysis
- Problem-Solving
- Critical thinking
- Strategic thinking
- Business Acumen
- Technical savviness
- Project management
- Creativity and innovation
- Adaptability
- Communication skills
- Empathy
- Collaboration
- Relationship Building
Travel Required: Yes
Time Allocation: 30% travel, 70% office
Take the next step in your career. APPLY NOW!
For additional information on this opportunity, or other positions of interest, contact Scott DeWitte with gpac Recruiting in Sioux Falls.
All qualified applicants will receive consideration without regard to race, age, color, sex (including pregnancy), religion, national origin, disability, sexual orientation, gender identity, marital status, military status, genetic information, or any other status protected by applicable laws or regulations.
GPAC (Growing People and Companies) is an award-winning search firm specializing in placing quality professionals within multiple industries across the United States since 1990. We are extremely competitive, client-focused and realize that our value is in our ability to deliver the right solutions at the right time.
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