employee communications manager

Disrupt.com (formerly Gaditek)

<div>
 
 
 
 Overview of the role:
 
 
 
 
 
 
 
 We&rsquo;re looking for an
 
 Internal Communications Manager
 
 who can connect people, purpose, and progress. You&rsquo;ll be the beating heart of how we communicate inside Disrupt. Working alongside the Head of PR and Communications, you&rsquo;ll shape how our teams stay informed, inspired, and aligned across geographies, ventures, and functions. You&rsquo;ll own the internal narrative &mdash; the stories that celebrate wins, explain change, and keep every employee connected to the bigger mission we are on. You&rsquo;ll design the systems and rhythms that make information flow naturally: from leadership updates and all-hands to culture moments and venture milestones. You&rsquo;ll also partner closely with the Chief Storyteller, People, and venture leads to ensure every message feels clear, consistent, and distinctly Disrupt.
 
 
 You&rsquo;ll play a key role in translating business strategy into employee understanding and action, ensuring every Disruptor knows where we&rsquo;re headed, why it matters, and how their work contributes.
 
 
 This role is for someone who sees communication as culture &mdash; who understands that how we share information is how we build trust, treating the internal audience as the primary audience.
 
 
 Expectations from the role
 
 <ul>
 <li>
 
 Lead Internal Communications Strategy:
 
 Design and implement an internal comms roadmap that keeps employees across Disrupt and its ventures connected, informed, and inspired.
 </li>
 <li>
 
 Own the Agenda:
 
 Take full ownership of the internal communications strategy. From planning to execution, measurement, and iteration. Operate with founder-level accountability: proactively identify gaps, propose solutions, and drive alignment without waiting for direction.
 </li>
 <li>
 
 Drive Narrative Clarity:
 
 Translate company strategy, key updates, and leadership priorities into clear, engaging, and actionable communications that inspire confidence and alignment.
 </li>
 <li>
 
 Own Core Channels:
 
 Manage and evolve internal platforms: from Slack and newsletters to the intranet and town halls: ensuring they are vibrant, two-way spaces for information and feedback. And be on the lookout for optimizing them.
 </li>
 <li>
 
 Plan and Deliver Key Moments:
 
 Shape internal events, all-hands, leadership communications, and cultural activations that reinforce connection and pride across teams.
 </li>
 <li>
 
 Support Venture Comms:
 
 Develop an internal communications playbook and partner with venture teams to ensure updates, milestones, and announcements align with the broader Disrupt narrative and best practices.
 </li>
 <li>
 
 Measure and Improve:
 
 Define and report on engagement KPIs (open rates, participation, sentiment) to demonstrate tangible improvements in communication effectiveness and employee connection. Build feedback loops and pulse mechanisms to stay ahead of employee sentiment and engagement.
 </li>
 <li>
 
 Build Rhythm and Transparency:
 
 Develop content calendars and storytelling frameworks that turn business updates into meaningful, human stories.
 </li>
 <li>
 
 Advise and Coach:
 
 Support senior leaders and managers in communicating authentically and effectively with their teams.
 </li>
 <li>
 
 Cross-Functional Collaboration:
 
 Partner closely with People, GTM, and Ventures to ensure internal communication supports business priorities and culture evolution.
 </li>
 <li>
 
 Experiment and Learn:
 
 Explore new formats, tools, and channels to keep communication fresh, inclusive, and high-impact across a diverse workforce.
 </li>
 <li>
 
 Tech-Enabled Comms
 
 : Leverage modern communications tools, analytics dashboards, and emerging AI capabilities to improve media monitoring, trend analysis, and message optimization.
 </li>
 </ul>
 <li>
 </li>
 
 
 
 Qualifications and Requirements:
 
 
 
 <ul>
 <li>
 7&ndash;10 years of experience in internal communications, employee engagement, or organizational storytelling (ideally in tech, startups, or fast-growth environments).
 </li>
 <li>
 Proven experience managing cross-functional communication programs for dispersed or global teams.
 </li>
 <li>
 Strong writing and editing skills: able to turn complex updates into clear, human stories that people
 
 want
 
 to read.
 </li>
 <li>
 Confident working with leadership on sensitive, strategic, or culture-shaping communications.
 </li>
 <li>
 Experience designing communication systems, rhythms, or campaigns that drive alignment and engagement.
 </li>
 <li>
 Skilled in digital tools and platforms (Slack, Notion, Miro, Slido newsletters, etc.).
 </li>
 <li>
 Analytical mindset with experience tracking engagement metrics and improving based on insight.
 </li>
 <li>
 Hands-on and proactive &mdash; you combine strategic thinking with a &ldquo;let&rsquo;s make it happen&rdquo; attitude.
 </li>
 </ul>
 
 
 
 
 
 
 Who You Are:
 
 
 
 <ul>
 <li>
 You believe communication
 
 is
 
 culture.
 </li>
 <li>
 You understand that no external message succeeds without internal clarity first.
 </li>
 <li>
 You think like an owner. Proactive, curious, and accountable.
 </li>
 <li>
 A natural storyteller with a sharp sense for tone, timing, and truth.
 </li>
 <li>
 Calm under pressure, creative under constraint.
 </li>
 <li>
 Trusted by leadership, championed by employees.
 </li>
 <li>
 Able to influence across levels. From C-suite to early-career talent &ndash; building trust through empathy and clarity.
 </li>
 <li>
 Obsessed with flow, connection, and authenticity.
 </li>
 <li>
 Purpose-driven, pragmatic, and fun to collaborate with.
 </li>
 </ul>
 
 
</div>

Internal Communications Manager

Tata Electronics

<div>
 
 
 About the Role
 
 
 
 
 
 
 We are seeking a passionate Employee Experience Specialist to lead and shape the end-to-end employee journey, fostering a positive, engaging, and inclusive workplace culture. You will own initiatives that enhance employee engagement, wellbeing, and retention&mdash;from recruitment through onboarding, development, and beyond. This strategic, people-centric role is essential in creating a world-class employee experience that drives motivation, productivity, and loyalty.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 Employee Journey Strategy &amp; Design
 
 
 <ul>
 <li>
 Map and continuously improve the entire employee lifecycle, identifying key moments that matter (Candidate, Onboarding, Development, Retention, Exit).
 </li>
 <li>
 Design and implement programs, policies, and initiatives that provide a seamless, positive experience at each stage.
 </li>
 <li>
 Partner across HR, leadership, and internal teams to align initiatives with company goals and culture.
 </li>
 </ul>
 
 
 Culture &amp; Engagement
 
 
 <ul>
 <li>
 Act as a custodian of company culture, ensuring core values are embodied across the organization.
 </li>
 <li>
 Develop and manage employee engagement strategies, including pulse surveys, annual engagement surveys, and action planning.
 </li>
 <li>
 Foster community and belonging through recognition programs, internal communications, and cultural events.
 </li>
 </ul>
 
 
 Onboarding &amp; Integration
 
 
 <ul>
 <li>
 Own and evolve onboarding programs to ensure new hires receive a warm, effective introduction that sets them up for success.
 </li>
 <li>
 Collaborate with hiring managers to create personalized onboarding experiences and mentorship/buddy systems.
 </li>
 </ul>
 
 
 Feedback &amp; Voice of the Employee
 
 
 <ul>
 <li>
 Create and manage multiple channels for employee feedback, such as surveys, focus groups, stay interviews, and exit interviews.
 </li>
 <li>
 Analyze qualitative and quantitative data to identify trends, insights, and opportunities for improvement.
 </li>
 <li>
 Present actionable recommendations to leadership for continuous enhancement of the employee experience.
 </li>
 </ul>
 
 
 Workplace Experience &amp; Wellbeing
 
 
 <ul>
 <li>
 Curate in-office or remote/hybrid workplace experiences that promote productivity, collaboration, and employee wellbeing.
 </li>
 <li>
 Champion wellness initiatives addressing mental, physical, and financial health needs.
 </li>
 </ul>
 
 
 Recognition &amp; Retention
 
 
 <ul>
 <li>
 Design meaningful, inclusive employee recognition programs aligned with company values.
 </li>
 <li>
 Analyze retention data to inform strategies that improve employee retention and reduce turnover.
 </li>
 </ul>
 
 
 Internal Communications &amp; Employer Branding
 
 
 <ul>
 <li>
 Partner with Marketing and HR to ensure clear, engaging internal communications.
 </li>
 <li>
 Support employer branding efforts to attract and retain top talent.
 </li>
 </ul>
 
 
 Change Management &amp; Continuous Improvement
 
 
 <ul>
 <li>
 Lead change management initiatives to drive culture transformation and continuous workplace improvements.
 </li>
 <li>
 Collaborate with Learning &amp; Development to align training and development programs with evolving employee needs and company culture.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 
 
 Required:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.
 </li>
 <li>
 15+ years of experience in HR, employee engagement, organizational development, or related roles.
 </li>
 <li>
 Proven ability to design and implement employee experience programs such as onboarding, engagement, and recognition.
 </li>
 <li>
 Strong understanding of the employee lifecycle and experience management best practices.
 </li>
 <li>
 Proficiency with HRIS systems, engagement survey platforms and data analysis tools.
 </li>
 <li>
 Excellent interpersonal, communication, and facilitation skills.
 </li>
 <li>
 Analytical mindset with ability to interpret data and present actionable insights.
 </li>
 <li>
 Ability to influence stakeholders and collaborate across teams effectively.
 </li>
 </ul>
 
 
 Preferred:
 
 
 <ul>
 <li>
 Experience with change management, culture transformation, and DEI initiatives.
 </li>
 <li>
 Background in employer branding and internal communications.
 </li>
 <li>
 Experience in high-growth tech or creative environments.
 </li>
 <li>
 Certifications in Change Management, Project Management (PMP/Agile), or Coaching.
 </li>
 <li>
 Experience managing or mentoring junior team members.
 </li>
 </ul>
 
 
</div>

Employee Experience Manager

Equity Residential

<div>At Equity Residential, we're dedicated to creating thriving communities, and we invite you to be part of our team. Embracing values like Diversity, Sustainability, and Total Wellbeing, we foster a workplace culture of authenticity and collaboration.
How We Deliver a Winning Performance:
<ul><li>Question Authority
</li><li>Walk the Talk
</li><li>Share Knowledge
</li><li>Listen, not just Hear
</li><li>See the Glass Half Full
</li><li>Take Educated Risks
</li><li>Enjoy the Ride
</li><li>Share the Spotlight
</li><li>Do the Right Thing
</li><li>Test Your Limits
</li></ul>We Care About Your Total Wellbeing:
<ul><li>Physical Wellbeing: Medical, dental, and vision care
</li><li>Social Wellbeing: 10 paid holidays, annual vacation time, paid sick leave, new parent benefits
</li><li>Financial Wellbeing: 401(k) Retirement Savings Plan, Rent Discounts, Competitive Compensation
</li><li>Community Wellbeing: Paid Community Service Hours
</li><li>Career Wellbeing: Leadership Development
</li><li>Learn more about our Total Wellbeing program here.
</li></ul>What You&rsquo;ll Be Doing:
The Employee Relations (ER) Manager centralizes Equity Residential's approach to ER, ensuring consistency and rigor in managing workplace issues. This role leads complex investigations into misconduct and policy violations, manages case data, and provides technical guidance on investigation procedures and policy governance. The ER Manager partners with HR Business Partners to implement proactive interventions aimed at mitigating and preventing workplace issues.
ESSENTIAL FUNCTIONS :
Employee Relations Case Management &amp; Investigations
<ul><li>Serves as the primary point of contact for employee relations issues and manages the case life cycle from intake to resolution.
</li></ul><ul><li>Conducts impartial, thorough, and timely investigations into complaints (e.g., harassment, discrimination, misconduct, policy violations), maintaining accurate and confidential documentation and partners with Legal on high-risk or escalated matters.
</li></ul><ul><li>Maintains investigation standards, tools, and templates for rigor and consistency.
</li></ul><ul><li>Coaches and advises managers on performance documentation, accountability, difficult conversations, and recommendations for corrective actions or termination.
</li></ul><ul><li>Ensures a consistent and proactively communicated employee experience throughout the investigation process.
</li></ul>People Insights &amp; Trend Analysis
<ul><li>Leverages employee relations data and analytics to identify trends and emerging risks, reporting findings and recommendations to HR leadership and providing insights to HR Business Partners for proactive intervention, workforce planning, and manager development.
</li></ul><ul><li>Ensures consistent and thorough tracking and documentation of all employee relations issues in the case management database.
</li></ul><ul><li>Provides an ER perspective during organizational changes and transitions.
</li></ul>Compliance and Risk Mitigation
<ul><li>Serves as a key advisor to HR leadership on employee relations matters, organizational dynamics, risk mitigation, and policy interpretation; this includes advising leaders on complex scenarios like policy/misconduct violations and owning the maintenance and modernization of ER-related policies and investigation standards.
</li></ul><ul><li>Stays informed about industry trends, emerging threats, and all applicable local, state, and federal laws regarding employee issues and investigative best practices to inform and adapt ER strategies.
</li></ul><ul><li>Ensures compliance with all applicable local, state, and federal employment laws and regulations, including Equal Employment Opportunity (EEO) requirements, and oversees the interactive process related to ADA and other reasonable accommodation obligations.
</li></ul>The Company may revise this job description from time to time as business needs require. It is not intended to be an exhaustive listing of all the functions of the job, nor limit the Company&rsquo;s right to assign other functions to an employee in this position. This job description does not constitute a written or implied contract of employment.
JOB QUALIFICATION REQUIREMENTS:
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business, or a related field.
</li></ul><ul><li>Paralegal certificate or equivalent paralegal experience strongly preferred.
</li></ul><ul><li>7-10 years of progressive HR experience, specifically including employee relations and investigations.
</li></ul><ul><li>Strong working knowledge of employment laws (federal, state, local).
</li></ul><ul><li>Exceptional documentation and rigorous fact-finding skills.
</li></ul><ul><li>Strong interpersonal, coaching, and conflict-resolution skills.
</li></ul><ul><li>Ability to synthesize complex data and identify trends for proactive intervention.
</li></ul><ul><li>HR certification (PHR, SPHR) preferred.
</li></ul>Machines, Tools and Equipment, Software : Computer w/Internet and email capabilities, telephone, photocopier. Google Suite, Oracle Fusion and ER case management software. 
SALARY: $107,383 to $131,245 per year; in addition to base salary, a discretionary annual % bonus is provided.
The successful candidate's starting pay will be determined based on job-related skills, experience, and qualifications.
PHYSICAL AND VISUAL ACTIVITIES:
Ability to hear and speak well enough to converse verbally over the phone, in virtual meetings and in-person (expressing or exchanging ideas by means of the spoken or written word). Ability to interpret, evaluate and communicate detailed written or verbal instructions to others accurately and easily. Able to see well enough to use the computer effectively and read written communications. May be required to climb stairs depending on the property structure.
The above describe the physical and visual activities that are commonly associated with the performance of the essential functions of this job. &ldquo;Commonly associated&rdquo; is not intended to mean always or only. Reasonable accommodation will be provided as required by law to enable otherwise qualified employees with a known disability to perform the essential functions of the job.
WORKING ENVIRONMENT: Office environment with hybrid work schedule, in office 4 days per week and1 day work from home. Up to 10% travel may be required.</div>

Employee Relations Manager

International Education Corporation

<div>We are looking for an experienced Employee Relations Manager to oversee and manage employee relations matters across our multi &ndash; state organization. The Employee Relations Manager will investigate complaints and workplace grievances, provide manager support, oversee performance management, coordinate training and development, and ensure compliance with employment laws and regulations. The Employee Relations Manager will develop and implement HR strategies utilizing HR metrics for decision-making. This position is based out of our corporate office in Irvine, CA and is 100% on-site.
<ul><li>Lead sensitive internal investigations regarding alleged policy violations and employee relations matters.</li><li>Provide guidance and support to managers and employees on various issues, such as grievances, disputes, disciplinary actions, layoffs, and terminations.
</li><li>Partner closely with in-house Counsel regarding sensitive employee relations matters, when necessary.</li><li>Draft and execute disciplinary letters and investigation reports.</li><li>Build and facilitate trainings related to management development, performance management and other ER-related topics.</li><li>Track and analyze data to identify employee relations trends, diagnose issues, and design and implement remediations.</li><li>Balance organizational risk with employee experience by assessing risks and ensuring alignment with business decisions while maintaining commitment to final outcomes.</li><li>Oversee and manage the annual performance review process, providing guidance to managers on employee development, and support career growth initiatives.</li><li>Provide guidance on the interpretation of policies and procedures, counseling, disciplinary action, staffing and performance appraisals</li><li>Assist in the development and implementation of employee engagement and retention strategies.</li><li>Provide input and solutions to help improve and/or introduce policies and programs that impact the employee lifecycle, from hiring through offboarding.
</li><li>Provide strategic support, thought partnership and coaching, to all levels of the organization.</li><li>Ensure compliance with federal, state, and local labor laws, including -specific employment regulations such as CFRA, PAGA, and wage and hour laws.</li><li>Ensure alignment with accreditation standards and requirements</li><li>Collaborate with HR teams and business leaders to proactively address employee concerns and mitigate risks.</li><li>Initiate exit interviews with employees leaving the company to assess overall success of the employment relationship and opportunities for improvement.</li><li>Maintain a high level of confidentiality and professionalism when handling sensitive information.</li><li>Provide support and back-up to other areas of the Human Resources department as needed.</li><li>Other duties as assigned</li></ul>
Qualifications: 
<ul><li>5+ years experience leading complex investigations</li><li>Excellent communication, conflict resolution, and interpersonal skills, demonstrating an ability to earn trust and work successfully on a broad spectrum of employee relations issues.</li><li>Experience managing grievances and conducting investigations in a multi-site multi-state organization.</li><li>Ability to establish and maintain effective working relationships at all levels and across functions within the organization.</li><li>Ability to remain tactful, and calm, in controversial and/or confrontational situations.</li><li>Experience designing, implementing, and delivering effective learning strategies and employee development programs preferred.</li><li>Strong analytical abilities, with the ability to use data-driven insights to form decisions and drive results.</li><li>Thorough understanding of state and federal employment laws.</li><li>High attention to detail and ability to manage multiple, competing priorities simultaneously.</li><li>Strong understanding of key HR concepts and practices (employment law, compliance, engagement, retention, and performance).</li><li>Bachelors degree in Employee Relations, Human Resources or related field preferred.</li></ul>
The Team 
International Education Corporation (IEC) is the parent company for U.S. Colleges, United Education Institute, Sage Truck Driving Schools and UEI College. Our mission is to drive personal and community transformation by empowering students to make a positive and enduring life change. We are consistently searching for like-minded compassionate professionals who strive to be the best in their respective fields. Our top candidates share our commitment to helping students build the skills to create a future of which they can be proud. We operate with a vigilant focus on five strategies and drivers of success: growth, quality, regulatory compliance, one standard of excellence, and financial effectiveness.
Want to join us? Apply Now!
At IEC, we don't just embrace diversity we crave it. We have purposefully built a team of talented people not only with different ethnic and cultural backgrounds, but professional diversity as well. We believe that a team of people with diverse backgrounds and experiences bring different perspectives and ideas to the table as we endeavor to help our students succeed. What will you bring?
Our students are making an investment in their futures, and joining the IEC team is an investment in your future. We are an employee-owned company with mentorship, training, and career pathways in every department. You chart your own success at IEC.
The Perks 
We are engaged in meaningful, purposeful work that is transforming lives and communities every day. In addition, our team members enjoy a host of perks including ownership in the company. What does that mean? IEC has a structured Employee Stock Ownership Program (ESOP), where employees earn shares of the company every year; the longer you're part of our team, the more shares you earn. When you're ready to retire, IEC buys those shares back so you can live out your retirement dreams. Other employee benefits include Medical, Dental, Vision, Disability and Life Insurance; a generously matched 401(k) plan; and accrued paid-time-off and 10 company holidays every year. The biggest perk of all? The monumental sense of pride as you help students overcome obstacles to improve their lives. We live for that.</div>

Mary Free Bed Rehabilitation Hospital

<div>Employee Engagement Program Administrator
<div>**This is a 24-month position**
Mary Free Bed Summary
</div>We have the great privilege of helping patients and families re-build their lives. It&rsquo;s extraordinarily meaningful work and the reason we greet the day with optimism and anticipation. When patients &ldquo;Ask for Mary,&rdquo; they experience a culture that has been sculpted for more than a century. Our hallmark is to carefully listen to patients and innovatively serve them. This is true of every employee, from support staff and leadership, to clinicians and care providers.
Mary Free Bed is a not-for-profit, nationally accredited rehabilitation hospital serving thousands of children and adults each year through inpatient, outpatient, sub-acute rehabilitation, orthotics and prosthetics and home and community programs. With the most comprehensive rehabilitation services in Michigan and an exclusive focus on rehabilitation, Mary Free Bed physicians, nurses and therapists help our patients achieve outstanding clinical outcomes. The growing Mary Free Bed Network provides patients throughout the system with access to our unique standard of care.
Mission Statement
Restoring hope and freedom through rehabilitation.
Employment Value Proposition
At Mary Free Bed, we take pride in our values-based culture:
<ul><li>Focus on Patient Care. A selfless drive to serve and heal connects all MFB employees.
</li><li>Clinical Variety and Challenge. An inter-disciplinary approach and a top team of professionals create ever-changing opportunities and activities.
</li><li>Family Culture. We offer the stability of a large organization while nurturing the family/team atmosphere of a small organization.
</li><li>Trust in Each Other. Each employee knows that co-workers can be trusted to make the right decision for our family, patients, staff, and community.
</li><li>A Proud Tradition . Years of dedicated, quality service to our patients and community have yielded a reputation that fills our employees with pride.
</li></ul>Summary
The Employee Engagement Program Administrator is a key member of the HR team responsible for driving employee engagement strategies across Mary Free Bed. This role manages the full lifecycle of the Press Ganey employee engagement survey, including setup, deployment, troubleshooting, and analysis. The Administrator will transform survey data into actionable insights and recommendations for leadership and managers to strengthen engagement and retention.
Beyond survey administration, this position will lead project management and reporting for HR initiatives, ensuring progress is tracked and communicated regularly to the HR department and Senior Executive leadership. The role will also oversee the Request for Proposal (RFP) process for selecting and implementing a new employee engagement platform. Additionally, the Administrator will support engagement-related communications, manager action planning, and other HR projects that enhance the employee experience. 
Essential Job Responsibilities
Press Ganey Survey Administration &amp; Analysis
<ul><li>Configures and deploys annual employee engagement surveys using Press Ganey.
</li><li>Serves as the primary liaison with Press Ganey for technical setup, timelines, and troubleshooting.
</li><li>Monitors survey participation and resolve issues promptly to ensure accurate data collection.
</li><li>Analyzes survey results and prepare comprehensive reports for leadership, managers, and teams.
</li><li>Develops actionable recommendations based on survey insights to improve engagement and retention.
</li><li>Supports managers in creating and executing action plans based on survey results.
</li></ul>Employee Engagement Strategy &amp; Communication
<ul><li>Collaborates with HR leadership to design &amp; implement engagement initiatives aligned with organizational goals.
</li><li>Creates and distributes communication materials to promote engagement programs and encourage survey participation.
</li><li>Develops toolkits and resources for managers to foster team engagement.
</li><li>Coordinates recognition programs and other activities that enhance employee experience.
</li></ul>Project Management &amp; RFP Administration
<ul><li>Leads the RFP process for selecting a new employee engagement platform, including drafting requirements, coordinating vendor evaluations, and managing timelines.
</li><li>Serves as the primary point of contact for vendors during the RFP process and implementation phase.
</li><li>Ensures successful integration and adoption of the selected platform across the organization.
</li><li>Maintains detailed project plans, timelines, and deliverables for all engagement-related initiatives.
</li></ul>Tracking &amp; Reporting
<ul><li>Monitors progress on HR initiatives and maintain accurate tracking systems.
</li><li>Provides regular updates and progress reports to the HR department and Senior Executive leadership.
</li><li>Prepares dashboards and presentations summarizing engagement metrics and project status.
</li><li>Identifies trends and recommend strategies for continuous improvement.
</li></ul>Additional Responsibilities
<ul><li>Stays current on best practices and emerging trends in employee engagement and survey methodologies.
</li><li>Ensures compliance with data privacy and confidentiality standards during survey administration and reporting.
</li><li>Partners with HR team members on cross-functional projects that impact employee experience.
</li><li>Supports organizational culture initiatives and contribute to HR strategic planning.
</li><li>Completes other duties as assigned.
</li></ul>Customer Service Responsibilities
Demonstrate excellent customer service and standards of behaviors as well as encourages, coaches, and monitors the same in team members. This individual should consistently promote teamwork and direct communication with co-workers and deal discretely and sensitively with confidential information.
Responsibilities in Quality Improvement
Contribute by identifying problems and seeking solutions. Promote patient/family satisfaction where possible; participates in departmental efforts to monitor and report customer service.
Essential Job Qualifications
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s preferred).
</li><li>At least 3 years of experience in HR, employee engagement, or related roles.
</li><li>Strong project management skills and experience with RFP processes is a plus.
</li><li>Proficiency with survey platforms and data analysis tools.
</li><li>Excellent communication and presentation skills.
</li><li>Ability to juggle multiple priorities in a fast-paced environment.
</li></ul>Physical Requirements for Essential Job Qualification
Levels :
<ul><li>None (No specific requirements)
</li><li>Occasionally (Less than 1/3)
</li><li>Frequently (1/3 to 2/3)
</li><li>Majority (More than 2/3)
</li></ul>Remain in a stationary position: Majority
Traverse or move around work location: Occasionally
Use keyboard: Frequently
Operate or use department specific equipment: None
Ascend/Descend equipment or ladder: None
Position self to accomplish the Essential Functions of the role: None
Receive and communicate information and ideas for understanding: Frequently
Transport, position, and/or exert force:
Up to 10 pounds: Occasionally
Up to 25 pounds: _____
Up to 50 pounds: _____
Up to 75 pounds: _____
More than 100 pounds: _____
 Other weight: Up to___ pounds _____
 Other: _____
Compensation based on experience, starting from $32.05.
Consistent with the Americans with Disabilities Act (ADA), it is the policy of Mary Free Bed Rehabilitation Hospital to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. If reasonable accommodation is needed, please contact the Talent Acquisition team at recruitment@maryfreebed.com .
Mary Free Bed is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, age, genetic information, veteran status, disability or other legally protected characteristic.</div>

Employee Engagement Program Administrator

edari

<div>
 
 We are currently seeking a
 
 Senior Compliance Manager
 
 who will be responsible for managing the Business Compliance function relating to AML, ensuring all companies, business activities and individuals are adhering to licensing, employment regulations and policies by enforcing rules, as well as providing guidance on compliance matters.
 
 
 
 
 
 Our client based in
 
 Dubai
 
 , is a leading Government Authority in the UAE.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Provide recommendations to the improvements of the Business Compliance departmental policies.
 </li>
 <li>
 Manage the implementation of procedures and controls covering all areas of compliance activity to ensure all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service.
 </li>
 <li>
 Ensure compliance with inspection criteria and that all necessary amendments are implemented in accordance with updates to federal, state, and zone regulations.
 </li>
 <li>
 Manage the execution of compliance visits according to the established schedule to assess adherence to standards and report any areas of non-compliance.
 </li>
 <li>
 Oversee investigations of third-party non-compliance reports and ensure appropriate corrective action.
 </li>
 <li>
 Oversee the investigation of regulated activities to ensure full compliance with regulations and the relevant international and local standards.
 </li>
 <li>
 Supervise the development of penalty recommendations for violations and non-compliance to ensure the effective enforcement of applicable regulations.
 </li>
 <li>
 Investigate incidents in the areas of jurisdiction prior to issuing penalties in accordance with the regulations.
 </li>
 <li>
 Oversee compliance with AML regulations and to alert knowledge or suspicion of money laundering activities.
 </li>
 <li>
 Responsible to ensure a culture of an efficient AML/CTF compliance.
 </li>
 <li>
 Provide recommendations to the improvement of the AML compliance policy and workflow.
 </li>
 <li>
 Manage the implementation of procedures and controls covering all areas of AML activity to ensure all relevant procedural / legislative requirements are fulfilled while delivering a quality, cost - effective service.
 </li>
 <li>
 Plan and monitor all the AML visits by ensuring adherence to the inspection criteria during the inspection visits.
 </li>
 <li>
 Conduct AML visits along with the team when required.
 </li>
 <li>
 Oversee and assure that businesses operating within the authority's jurisdiction comply with UAE AML legislation in order to ensure transparency and that the comprehensive Business Compliance Framework is in alignment with the AML, CTF, and ESR obligations.
 </li>
 </ul>
 
 
 
 
 
 Knowledge, skills &amp; experience:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Business Administration, Financial Management, Audit or relevant specialisation.
 </li>
 <li>
 A minimum of 6 years of experience in a similar role with at least 3 years of management experience.
 </li>
 <li>
 Knowledge of local and Free Zone laws, rules, and regulations in the region.
 </li>
 <li>
 Experience in compliance best practices.
 </li>
 <li>
 Experience in leading teams/working groups and managing multiple stakeholders.
 </li>
 <li>
 Excellent English/Arabic language and communication and excellent interpersonal skills
 </li>
 <li>
 If from a government sector, must be from a real estate / municipality / investment / government services visa background.
 </li>
 <li>
 If from a private sector, must be from real estate / airline industry / free zone / telecommunication / entertainment &amp; retail.
 </li>
 </ul>
</div>

Senior Compliance Manager - Emiritization

Orascom Development Egypt

<div>
 
 
 
 Job Summary:
 
 
 
 
 
 
 
 The Internal Communications, Employee Engagement Senior Manager is responsible for leading internal communications, employee engagement, and employer branding to strengthen OD&rsquo;s culture, alignment, and employee experience.
 
 
 
 
 
 
 
 Responsibilities:
 
 
 
 
 
 
 <ol>
 <li>
 
 HR Communications &amp; Employee Engagement Strategy
 
 </li>
 </ol>
 <ul>
 <li>
 Develop and lead the internal communications and employee engagement strategy aligned with OD&rsquo;s HR priorities, culture, and business strategy.
 </li>
 <li>
 Translate OD&rsquo;s HR initiatives (performance cycle, talent programs, policies, change initiatives, employee experience improvements) into clear, engaging communications.
 </li>
 <li>
 Design and deliver engagement campaigns that drive participation, belonging, and alignment with OD values.
 </li>
 <li>
 Establish and maintain effective two-way communication and feedback channels (pulse surveys, listening sessions, focus groups, digital feedback tools) and turn insights into action plans with stakeholders.
 </li>
 </ul>
 
 
 B) Culture, Change &amp; Leadership Communications
 
 
 <ul>
 <li>
 Partner with senior leadership to cascade key messages and support change management communication across OD.
 </li>
 <li>
 Create toolkits and communication packs for managers to enable consistent messaging and stronger people leadership.
 </li>
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 Support HR crisis/critical communications (employee relations-sensitive topics) to protect trust, transparency, and organizational reputation.
 </li>
 </ul>
 
 
 C) Employee Experience &amp; Internal Events
 
 
 <ul>
 <li>
 Lead the planning and execution of employee engagement initiatives and internal events (e.g., Ramadan, New Year, recognition, town halls, culture activations).
 </li>
 <li>
 Partner with HRBP, Admin, and relevant functions to ensure high-quality employee experience and strong participation.
 </li>
 </ul>
 
 
 D) Employer Branding &amp; Talent Attraction (with TA + Marketing)
 
 
 <ul>
 <li>
 Own the employer branding strategy within HR, aligned to OD&rsquo;s EVP and culture narrative.
 </li>
 <li>
 Partner with Talent Acquisition to create talent attraction campaigns and strengthen candidate engagement across key channels.
 </li>
 <li>
 Collaborate with Marketing to ensure brand consistency across career websites, social channels, and recruitment content.
 </li>
 <li>
 Develop authentic employee stories, testimonials, and culture content to support attraction and retention.
 </li>
 <li>
 Track &amp; report employer branding and recruitment marketing effectiveness, recommending improvements based on data.
 </li>
 </ul>
 
 
 E) Governance, Budget &amp; Stakeholder Management
 
 
 <ul>
 <li>
 Manage the internal communications and engagement calendar, approvals, and content governance (tone of voice, templates, standards).
 </li>
 <li>
 Manage the assigned budget and oversee vendors/agencies (events, content, design, platforms) ensuring quality and ROI.
 </li>
 <li>
 Partner with HRBPs and function leaders to ensure communications reflect employee realities and business priorities.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 
 Knowledge, Skills &amp; Experience:
 
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in HR, Business, Communications, or related field (master&rsquo;s is a plus)
 </li>
 <li>
 
 10+ years of experience
 
 in HR with strong exposure to employee engagement, internal communications, culture, and employer branding.
 </li>
 <li>
 Proven experience partnering with executive stakeholders and managing sensitive HR communications.
 </li>
 <li>
 Strong writing/storytelling skills; Arabic &amp; English is a must.
 </li>
 <li>
 HR stakeholder management and business partnering.
 </li>
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 Culture and engagement program design.
 </li>
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 Change management communications.
 </li>
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 Strong content creation and storytelling.
 </li>
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 Data-driven insights and action planning.
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 High discretion, ownership, and attention to detail.
 </li>
 </ul>
 
 
</div>

Internal Communications & Employee Engagement Director

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