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Employee Experience Manager
4 months ago
The Employee Experience Manager will be responsible for providing collaborative leadership, direction, and operational excellence, as well as leading a small team. The person in this role will serve as the lead in managing and monitoring employee experiences, providing high-quality employee relations and compliance counsel and consultative advice, coaching, and support aligned with advancing the strategy of the departments. They will have a significant impact on the organization and contribute to shaping a positive work environment and driving employee engagement, ultimately leading to improved organizational performance. They also perform a variety of professional, management, and analytical activities surrounding the development, implementation, and delivery of programs and services with emphasis on management and employee development, employee relations, culture and employee engagement, and organizational effectiveness and development.
Manage the daily operations and activities of assigned People & Culture (P&C) office staff; assign tasks and monitor workflow; review and evaluate work methods and procedures; recommend and implement improvements and modifications.
Select, train, motivate and evaluate assigned P&C employees; provide or coordinate staff training; work with employees to correct deficiencies; and implement discipline procedures, as necessary.
Provide expertise in change management initiatives and organizational transformation efforts through effective communication strategies and mitigation of resistance to change.
Participate in the development and administration of the P&C Department budget, goals and objectives; forecast staffing and funding needs; approve expenditures as authorized.
Perform strategic leadership responsibilities including the development and implementation of overarching employee experience strategies. Collaborate with ELT/SLT and leaders to align initiatives with the County’s vision and values.
Innovate and provide thought-leadership to solve complex problems, addressing organization challenges related to employee engagement, retention and organizational culture through data analysis, root cause analysis and innovation solutions.
Establish trusted partnerships and collaborate across internal and external stakeholders to drive
alignment and synergy across the organization.
Identify and track key metrics and assess the impact of interventions on organizational outcomes though data analysis, return on investment (ROI) and key performance indicators (KPI) as way to measure performance and effectiveness.
Performs other related duties as required.
Specific functional areas of focus of this position may include Employee Relations, Organizational Development, and/or Employee Engagement:
Employee Relations:
Provide coaching and counseling to assist HR Business Partners to define development goals, analyze behaviors of self and others, and learn new, more productive behaviors for their assigned client groups.
Provide interpersonal consulting, coaching, and counselling to managers and employees, particularly the areas of communication, leadership, cooperation, and conflict.
Help employees navigate work-related or personal challenges.
Provide thought-leadership to departments on effective leadership principles.
Proactively anticipates and identifies trends and effectively partners with internal stakeholders to provide solution driven results.
Act as a neutral third-party, conflict management mediator for management and employees.
Develop strategies to address employee concerns.
Focus on the legal and administrative aspects of an organization’s hiring policies and employee compensation and benefits packages, ensuring consistency across Departments.
Research and recommend systemic, policy, program, or procedural innovations or improvements.
Facilitate team assessments and trainings and provide consulting services.
Develop new policies, procedures and programs as needed.
Develop retention strategies and assist in development of career-pathing for departments.
Manage the coordination of unemployment compensation claims and hearings.
Demonstrate skills in investigation and resolution of employee relations and disciplinary actions.
Provide proactive advice, guidance, and mediation skills to both employees and managers.
Employ modern principles and practices of human resources program development and administration.
Oversee the administration of the Employee Relations management system.
Organizational Development:
Provide collaborative leadership, facilitation, and implementation of key initiatives to advance culture and engagement strategy through development and implementation of People & Culture initiatives.
Consult with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall organizational performance.
Provide change leadership directly and/or indirectly to support the roll-out of new initiatives, projects, administrative programs, and re-organization.
Guide people analytics, including the development of action plans and tracking systems to drive and monitor change initiatives.
Proactively anticipates and identifies trends and effectively partners with internal stakeholders to provide solution driven results.
Lead cultural transformation initiatives and foster a positive work environment that promotes collaboration, innovation, and continuous improvement.
Support the design, administration, and analysis of employee engagement surveys to measure progress, impact, and inform continuous improvement efforts. Gather and analyze employee feedback, identifying common themes in the feedback received.
Improve people and process outcomes, applying principles of organizational development and effectiveness to develop detailed project plans with clear deliverables.
Assesses organizational needs and effectiveness to ensure accomplishment of stated goals and objectives and achievement of customer satisfaction, by means of surveys, analysis of available data, and conferring with stakeholders.
Facilitates employee focus groups to identify and develop recommendations and action plans in response to input from various employee surveys and other sources.
Work with all levels of employees on change management challenges and initiatives, supporting communication strategies to ensure the successful adoption of programs and measure their impact.
Assist in development and management of the People & Culture Data Reporting Dashboard.
Oversee administration of the County’s Partnering for Success Philosophy.
Employee Engagement:
Provide collaborative leadership, facilitation, and implementation of key initiatives to advance culture and engagement strategy through development and implementation of initiatives in rewards and recognition and employee well-being.
Collaborate with organizational leaders to design and implement programs to increase employee engagement, enhance individual and team capabilities and achieve outstanding results. Critically assesses programs or initiatives that are no longer delivering on intended results or that are no longer sustainable, sunsetting those initiatives.
Provide insights and recommendations to refine and implement innovative approaches and solutions to meet evolving needs on culture, ensuring alignment of mission, vision and strategies.
Directs and supervises wellness program, including setting strategic direction of wellness programs and reviewing and approving annual education, classes, and health fairs.
Supervises two onsite employee fitness centers, including access and use guidelines and oversight of equipment maintenance.
Plan, develop, implement, and monitor the County’s wellness strategy, concentrating on the nature and quality of employee work experiences.
Improve employee satisfaction and engagement levels by directing initiatives that specifically aim to improve experience, morale, and engagement rates among employees.
Cultivate a workplace environment that supports employee growth and development, helping organizations succeed and attract top talent.
Manages the coordination of activities and organization-wide projects related to employee recognition and wellness (e.g., Employee of the Season, Employee of All Seasons, Team of the Season, Annual Employee Recognition Luncheon, Adams County Employee Night at the Fair, Annual Wellness Luncheon, wellness classes, health fairs, etc.).
Oversee administration of the County’s Rewards & Recognition programs and systems.
Oversee administration of the County’s Tuition Reimbursement program.
Proven experience as a Manager of HR, Organizational Development/Employee Relations or a similar role.
Strong understanding of organizational development, employee relations, and employee engagement principles, theories, and practices.
Excellent leadership and people management skills, with the ability to inspire and motivate others.
Exceptional communication and interpersonal skills, with the ability to build effective relationships at all levels of the organization.
Ability in driving continuous improvement in employee experience and organizational effectiveness through creativity, innovation, adaptability, and resilience.
Strong analytical and problem-solving skills, with the ability to think strategically and make data-driven decisions.
Ability to effectively manage multiple projects and priorities in a fast-paced environment.
In-depth knowledge of change management principles and methodologies.
Experience in designing and delivering engagement programs, training programs and workshops.
Proficient in using HR related systems and organizational development tools and technologies.
Demonstrated ability to work collaboratively and influence others.
Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:
Education and Training:
Bachelor's Degree from an accredited college or university with major course work in Human Resources Management, Public Administration, Organizational Development, or a related field.
A master’s degree in human resources management or a related field may equate for two (2) years of the required experience.
Experience:
Five (5) years professional human resources management/organizational development experience working directly in employee relations is required, preferably in a public organization.
Two (2) years progressive supervisory/leadership experience is required.
Experience working directly in employee relations, including strong knowledge of applicable laws, regulations, and best practices related to employee and labor relations, employee engagement and organizational development. Labor Relations experience (Collective Bargaining Agreement, grievance, negotiations) preferred.
License or Certificates:
SPHR/PHR or SHRM CP/SHRM SCP certification desired.
Possession of or the ability to obtain a valid Colorado Driver's License within 30 days of hire and insurance.
Background Check:
Must pass a criminal background check.
Other:
Ability to work in a standard office environment.
This role may drive 15 % of the time and a valid Colorado driver’s license and acceptable MVR is required.
Our organization follows a hybrid work structure where employees can work remotely or from the office, as needed, based on demands of specific tasks or personal work preferences. This position will require at least two days per week in the office and the ability to travel between Adams County office locations.
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