employee experience manager

GOODWILL RETAIL SERVICES

<div><p>RESPONSIBILITY LEVEL:</p>
<p>
The Employee Experience Manager (EEM) is responsible for overseeing employee recruitment and development, driving store productivity, and ensuring sales and margin targets are met. This role includes managing back-of-house operations and the hardlines section on the sales floor. Additionally, the EEM handles communication channels (such as binders and boards), conducts career path check-ins, and ensures compliance with online training programs. Conducts research, evaluates data, and reports on findings, supporting the development and implementation of policies, procedures, and programs. Has familiarity with the Retail stores operations budget, may provide input into spending decisions, particularly as pertains to vendors, systems, and projects. Typically works on projects and initiatives that span 12 months 2 years.</p><br>
<p></p>
<p>
PRINCIPAL DUTIES:</p>
<p>
1. Focus on individual and store production goals while maximizing the value of all donations through sustainable practices and secondary market efforts to achieve budgeted sales and margin. Provide coaching to employees on their progress as needed.
</p><p>2. Manages the hiring and onboarding process for new hires. Regularly assesses new employees and conducts check-ins for progress and readiness.
</p><p>3. Oversees hardline product rotation to ensure a continuous flow of new merchandise and overall product availability.</p>
<p>
4. Supports the oversight of associates and non-exempt leadership providing adequate donation and/or POS coverage. Maintain customer service levels, donation coverage, sufficient flow of new quality product and store environment standards.</p>
<p>
5. Oversee the process to ensure all employees complete and comply with online training requirements. Monitor and support employee performance, providing feedback and development opportunities.</p>
<p>
6. Accurately enter report data on time and monitor team s accuracy of data entry and timeliness, providing coaching if necessary.</p>
<p>
7. Analyze report data and other relevant documentation to identify trends and areas for improvement, providing actionable insights to store leadership.</p>
<p>
8. Consistently communicate and implement policies and procedures, addressing any concerns from the team. Manage communication channels, including communication binders and boards to keep employees informed.</p>
<p>
9. Regularly monitor the sales floor to ensure compliance with operational standards and safety guidelines, maintaining a clean, organized, and customer-friendly environment.</p>
<p>
10. Recognize individual employee strengths and delegate challenging work assignments to enhance employee satisfaction, development, and overall productivity.</p>
<p>
11. Leading and Developing Talent: May partner with coworkers to advance their development.</p>
<p>
12. Project and Change Management: May serve as a team member, or subject matter expert, for formal or department projects. Contributes ideas and helps develop solutions, while balancing demands of project work and routine job responsibilities. Engages effectively in change affecting her/him, communicating appropriately with supervisor. Follows through on learning, skill building, and practice necessary to adapt to change.</p>
<p>
13. Problem Solving: Light supervision; works independently. Periodic review of work by manager or direct customer. Researches, analyzes, and evaluates situations and reports on findings. Solves advanced problems.
</p><p>14. Technical Skill: Advanced knowledge of professional principles and skills. Comprehensive knowledge of principles, practices and procedures of particular field of specialization.</p>
<p>
15. Community Engagement: Champions Goodwill s community engagement initiatives. Aware of Goodwill s community partner organizational and participates in volunteer opportunities as pertains to role and interest. Participates in industry/knowledge groups.</p>
<p>
16. Responsible for completing other job responsibilities/duties as assigned.</p><br>
<p></p>
<p>
REQUIREMENTS:</p>
<p>
1. Two years of college education or experience equivalency, and a minimum of 5 years experience.</p>
<p>
2. Forklift certification, if required at site.</p>
<p>
3. Work varied schedule and flexible hours; at least two closing shifts per week and every other weekend as scheduled. Additional nights and weekend shifts may be required to meet business needs.</p>
<p>
4. Must have a working phone that allows for communication accessibility.</p><br>
<p></p>
<p>
CORE CULTURAL COMPETENCIES:</p>
<p>
1. Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs.</p>
<p>
2. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments.
</p><p>3. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say.
</p><p>4. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed.</p>
<p>
5. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks.</p>
<p>
6. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments.</p><br>
<p></p>
<p>
PHYSICAL/SENSORY DEMANDS:</p>
<p>
Regularly lifts and/or moves up 10 pounds, frequently lifts and/or moves up to 20 pounds, occasionally lifts and/or moves up to 50 pounds. Moves about to accomplish tasks. Lift: Raises objects from lower to higher position or moves objects horizontally. Stoop, kneel crouch or crawl: Positions self to retrieve objects. Reach: Extending upwards or downwards to retrieve objects. Workers are subject to weather conditions (hot, humid, dry, cold etc.). Workers are subject to human blood, body fluids or tissue. Worker is subject to hazards: proximity to dangerous machinery, moving vehicles, electrical currents, chemicals, or high places. Required to stand for extended periods of time, required to hear and respond to warning devices on equipment, vision Required for while using computer keyboard and work with written and electronic information and to assess store and donation center operations, travel required.</p>
<p><i>
When determining placement within the salary range for this position Goodwill Greater Milwaukee &amp; Chicago considers education, experience, internal equity, market demands and other qualifying criteria. It is not typical for individuals to be hired at or near the top of the rage for their role and compensation decisions are dependent on facts and circumstances of each case.</i></p>
<p><i>
Certain roles are eligible to participate in an incentive plan. Participation in this plan does not guarantee an incentive payment and is subject to the terms and conditions of the plan, which are subject to change.</i></p>
<p><i>
In addition to compensation, we offer a competitive benefit program that may include medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more. The specifics of each benefit package will vary depending on factors such as full or part time jobs, contracted, temporary, or other job categories.</i></p>
<p>
Equal Opportunity Employer</p>
<p>
(SEW)(GWINT)</p></div>

Employee Experience Manager

<div><p><b>Before you apply to a job, select your language preference from the options available at the top right of this page.</b></p><p></p><p>
Explore your next opportunity at a Fortune Global 500 organization. Envision innovative possibilities, experience our rewarding culture, and work with talented teams that help you become better every day. We know what it takes to lead UPS into tomorrow&mdash;people with a unique combination of skill + passion. If you have the qualities and drive to lead yourself or teams, there are roles ready to cultivate your skills and take you to the next level.</p><p></p><p><b>
Job Description:</b></p><p>
The Global Employee Experience Manager leads the design and delivery of enterprise‑wide initiatives that strengthen culture, enable consistency, and support business outcomes across a global workforce. This role focuses on driving initiatives with enterprise impact by translating strategy, data‑driven, and operational insights into scalable, people‑centered experiences that improve organizational effectiveness and execution.</p><p></p><p>
Operating in a highly matrixed environment, the Global Employee Experience Manager partners closely with HR and business leaders to strengthen culture, experiment with new approaches and technologies, and deliver experience solutions through agile, iterative project work. This role requires strong executive presence, exceptional written and verbal communication skills, and working knowledge of data analytics and operational excellence.</p><p></p><p><b>
Requirements
</b></p><ul><li>Lives in the same geographic location (Atlanta) as the job or be willing to self-relocate to the area</li><li>
Possesses a master&rsquo;s degree (or international equivalent) in Human Resources, Organizational Development or Industrial‑Organizational Psychology</li><li>
Possesses 1-3 years of demonstrated experience in Organizational Effectiveness (OE), with success leading enterprise‑level or cross‑functional initiatives</li><li>
Demonstrates strong project management discipline including experience in agile or iterative delivery environments</li><li>
Possesses strong communication skills (written and verbal), with the ability to develop enterprise‑ready materials (e.g., frameworks, executive summaries, policy, activation tools) and confidently present recommendations, risks, tradeoffs, and impacts to leaders at all levels</li><li>
Demonstrates proven ability to influence and partner across a highly matrixed organization, effectively communicating with and influencing stakeholders at all levels without direct authority</li><li>
Exhibits strong planning, organization, and problem‑solving skills, with the ability to manage multiple priorities under changing conditions and tight timelines</li><li>
Shows willingness and availability to travel and work flexible schedules as required</li></ul><p></p><p><b>
Preferences
</b></p><ul><li>Possesses experience representing an organization in external forums, councils, or benchmarking groups, and translating external perspectives into internal value</li><li>
Possesses experience leading or supporting organizational assessments or redesigns to enable growth, transformation, or operating model shifts aligned to talent, performance management, and leadership development</li><li>
Displays working knowledge of data and analytics, with the ability to interpret insights and translate them into actions and recommendations</li><li>
Shows demonstrated innovative and experimental mindset, including experience piloting new approaches, testing emerging tools or technologies, and iterating based on outcomes and feedback</li><li>
Holds a current project management certification</li></ul><p></p><p><b>
Additional Information</b></p><ul><li>
This job is an internal grade 30E</li><li>
The last day for internal applicants to apply for this role is April 17, 2026 (11:59 PM EST)</li><li>
Relocation assistance may be available for this opportunity</li></ul><p></p><p><b>
Employee Type:</b></p>
Permanent<p></p><p>
UPS is committed to providing a workplace free of discrimination, harassment, and retaliation.</p><p></p><p><b>
Other Criteria:
</b></p><p>UPS is an equal opportunity employer. UPS does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity or any other characteristic protected by law.</p><p></p><p><b>
Basic Qualifications:</b></p><p>
Must be a U.S. Citizen or National of the U.S., an alien lawfully admitted for permanent residence, or an alien authorized to work in the U.S. for this employer.</p></div><p></p>

Global Employee Experience Manager

Code and Theory

<div><p>We're looking for an Employee Experience &amp; Operations Manager who thrives at the intersection of people, process, and culture. This role owns the full new hire journey - from the moment a candidate signs their offer letter through their first four weeks on the job - ensuring every person who joins our team feels welcomed, supported, and set up for success from day one.</p>
<p>
You'll be the connective tissue between new hires, their managers, mentors, and the broader People team - a thoughtful guide who knows how to coordinate moving parts with both precision and warmth. Beyond onboarding, you'll be a key operational resource for the organization, helping us run smoothly through process improvements, audits, and cross-functional projects.</p>
<div><p><b>
WHAT YOU'LL DO</b></p></div>
<ul>
<li>Own the end-to-end new hire journey from offer acceptance through the first 1&ndash;4 weeks, serving as the primary point of contact and advocate for each incoming team member</li>
<li>Design and continuously improve a structured, thoughtful onboarding program that balances logistics, culture, and role readiness</li>
<li>Partner closely with hiring managers and mentors before each start date to ensure they have a clear plan, the right resources, and the support they need to welcome and ramp their new hire effectively</li>
<li>Plan, facilitate, and iterate on new hire orientation sessions &mdash; making them engaging, informative, and reflective of our company values</li>
<li>Proactively identify and resolve any friction points in the onboarding experience, from access and tooling to introductions and first-week programming</li>
<li>Collaborate with senior HR leads to build and maintain onboarding automations that streamline logistics &mdash; from pre-boarding communications to equipment and systems setup</li>
<li>Help develop and manage an onboarding dashboard that gives the People team, managers, and leadership real-time visibility into new hire progress and completion</li>
<li>Handle centralized operations requests and needs across the People function, serving as a reliable resource for the team's day-to-day operational questions</li>
<li>Support periodic audits of HR processes and data, ensuring accuracy and compliance</li>
<li>Partner with Business Operations and other cross-functional teams on special projects as needed, bringing a people-first lens to operational challenges</li>
</ul>
<div><p><b>WHAT YOU'LL NEED</b></p></div>
<ul>
<li>Experience in People Operations, Coordination Employee Experience, or a closely related field</li>
<li>Strong project management instincts - you can juggle multiple new hire start dates, stakeholder needs, and operational tasks without dropping the ball</li>
<li>Experience working with HRIS platforms, onboarding tools, or workflow automation</li>
<li>Comfort with data and reporting -you can build a dashboard, track completion rates, and surface insights that drive decisions</li>
<li>Excellent communicator who can adapt your style whether you're guiding a nervous new hire, coaching a manager, or presenting to leadership</li>
<li>A genuine love for the &quot;operations&quot; side of people work -the systems, the processes, and the details that make everything run</li>
<li>Warmth, reliability, and good judgment -people trust you because you follow through</li>
</ul>
<div><p><b>ABOUT US</b></p></div>
<p>
Born in 2001, Code and Theory is a digital-first creative agency that sits at the center of creativity and technology. We pride ourselves on not only solving consumer and business problems, but also helping to establish new capabilities for our clients. With a global client roster of Fortune 100s and start-ups alike, we crave the hardest problems to solve. We have teams distributed across North America, South America, Europe, and Asia. The Code and Theory global network of agencies is growing and includes Kettle, Instrument, Left Field Labs, Create Group, Current, and TrueLogic.</p>
<p>
Striving never to be pigeonholed, we work across every major category: from tech to CPG, financial services to travel &amp; hospitality, government and education to media and publishing. We value the collaboration with our client partners, including but not limited to Adidas, Amazon, Con Edison, Diageo, EY, J.P. Morgan Chase, Lenovo, Marriott, Mars, Microsoft, Thomson Reuters, and TikTok.</p>
<p>
The Code and Theory network is comprised of nearly 2,000 people with 50% engineers and 50% creative talent. We&rsquo;re always on the lookout for smart, driven, and forward-thinking people to join our team.</p>
<p><i>
The target range of base compensation for this role is $75,000 - $85,000. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and location.</i></p></div><div></div>

Employee Experience & Operations Manager

Glean

<div>
 <strong>
  About Glean
  <br/>
  <br/>
 </strong>
 Glean is the Work AI platform that helps everyone work smarter with AI. What began as the industry&rsquo;s most advanced enterprise search has evolved into a full-scale Work AI ecosystem, powering intelligent Search, an AI Assistant, and scalable AI agents on one secure, open platform. With over 100 enterprise SaaS connectors, flexible LLM choice, and robust APIs, Glean gives organizations the infrastructure to govern, scale, and customize AI across their entire business - without vendor lock-in or costly implementation cycles.
 <br/>
 <br/>
 At its core, Glean is redefining how enterprises find, use, and act on knowledge. Its Enterprise Graph and Personal Knowledge Graph map the relationships between people, content, and activity, delivering deeply personalized, context-aware responses for every employee. This foundation powers Glean&rsquo;s agentic capabilities - AI agents that automate real work across teams by accessing the industry&rsquo;s broadest range of data: enterprise and world, structured and unstructured, historical and real-time. The result: measurable business impact through faster onboarding, hours of productivity gained each week, and smarter, safer decisions at every level.
 <br/>
 <br/>
 Recognized by Fast Company as one of the World&rsquo;s Most Innovative Companies (Top 10, 2025), by CNBC&rsquo;s Disruptor 50, Bloomberg&rsquo;s AI Startups to Watch (2026), Forbes AI 50, and Gartner&rsquo;s Tech Innovators in Agentic AI, Glean continues to accelerate its global impact. With customers across 50+ industries and 1,000+ employees in more than 25 countries, we&rsquo;re helping the world&rsquo;s largest organizations make every employee AI-fluent, and turning the superintelligent enterprise from concept into reality.
 <br/>
 <br/>
 If you&rsquo;re excited to shape how the world works, you&rsquo;ll help build systems used daily across Microsoft Teams, Zoom, ServiceNow, Zendesk, GitHub, and many more - deeply embedded where people get things done. You&rsquo;ll ship agentic capabilities on an open, extensible stack, with the craft and care required for enterprise trust, as we bring Work AI to every employee, in every company.
 <br/>
 <br/>
 <strong>
  About The Role
  <br/>
  <br/>
 </strong>
 Glean is seeking an Onboarding &amp; Training Lead to build and run a high-touch, scalable onboarding experience for new hires globally. In this role, you&rsquo;ll own the end-to-end new hire journey&mdash;from pre-boarding through the first 90 days&mdash;designing programs that are engaging, community-building, and tightly connected to our culture and ways of working. You&rsquo;ll also drive lightweight training initiatives, with a particular focus on manager enablement and core skills training, partnering closely with HRBPs, Recruiting, Workplace, and functional leaders to ensure new hires and managers have the tools, training, and clarity they need to be successful.
 <br/>
 <br/>
 <strong>
  You Will
 </strong>
 <br/>
 <br/>
 <ul>
  <li>
   Design and run new hire onboarding
  </li>
  <ul>
   <li>
    Own the company-wide onboarding strategy and calendar- from pre-boarding communications through day 1, week 1, and 30/60/90-day milestones for new hires globally.
   </li>
   <li>
    Elevate our in-person and hybrid onboarding experience, ensuring new hires feel welcomed, informed, and connected, whether they&rsquo;re joining an office hub or remotely.
   </li>
   <li>
    Facilitate live onboarding sessions (e.g., company overview, culture and values, tools and systems, &ldquo;how we work&rdquo; norms) and coordinate guest speakers from across the business.
   </li>
  </ul>
  <li>
   Drive follow-up touchpoints and community
  </li>
  <ul>
   <li>
    Implement structured 30/60/90-day touchpoints, including checklists, surveys, and manager prompts to ensure new hires are ramping effectively and have what they need to succeed.
   </li>
   <li>
    Stand up lightweight new hire communities (e.g., cohorts, buddy programs, new-hire office hours) and recurring connection points such as welcome events or new hire happy hours.
   </li>
   <li>
    Partner with Workplace and local office leads to ensure physical space, events, and onsite experiences reinforce a positive onboarding journey.
   </li>
  </ul>
  <li>
   Lead lightweight L&amp;D and manager enablement
  </li>
  <ul>
   <li>
    Coordinate and run monthly manager meetings and enablement sessions on core topics such as performance, feedback, 1:1s, and onboarding best practices.
   </li>
   <li>
    Curate and maintain a self-serve learning library (playbooks, templates, checklists, videos) for managers and new hires, leveraging tools like Glean, LinkedIn Learning, and internal documentation.
   </li>
   <li>
    Partner with functional enablement teams (e.g., Sales Enablement) to extend relevant role-based onboarding content into the company-wide experience where appropriate.
   </li>
  </ul>
  <li>
   Measure, improve, and report on impact
  </li>
  <ul>
   <li>
    Define and track key onboarding and learning metrics, such as time-to-productivity, new hire satisfaction in the first 90 days, and manager feedback on readiness.
   </li>
   <li>
    Use data and qualitative feedback to continuously iterate on programs, content, and delivery, ensuring we stay aligned with business needs and employee expectations.
   </li>
   <li>
    Partner with People Analytics and Systems teams to build simple dashboards or recurring reports that give leaders visibility into onboarding health and trends.
   </li>
  </ul>
  <li>
   Program operations and cross-functional partnership
  </li>
  <ul>
   <li>
    Own the operational backbone of onboarding: schedules, comms, registration flows, documentation, and internal FAQs, in partnership with HR Ops, IT, Workplace, and Recruiting.
   </li>
   <li>
    Ensure smooth handoffs between Recruiting, HR, IT, and managers so that laptops, access, workspace, and key systems are ready for new hires on day one.
   </li>
   <li>
    Maintain clear, accessible documentation for all onboarding and core learning programs, including process maps, facilitator guides, and participant materials.
    <br/>
   </li>
  </ul>
 </ul>
 <strong>
  About You
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   4+ years of experience in HR, People Ops, L&amp;D, or Employee Experience, with a strong focus on new hire onboarding, program management, or internal training in high-growth environments.
  </li>
  <li>
   Proven ability to design and run scalable programs end-to-end - from needs assessment and content design to facilitation, measurement, and iteration.
  </li>
  <li>
   Comfortable facilitating live sessions (virtual and in-person) with groups of managers and new hires; you bring energy, clarity, and structure to every session.
  </li>
  <li>
   Data-informed and operationally minded - you use metrics, surveys, and feedback to decide where to focus and how to improve.
  </li>
  <li>
   Strong cross-functional collaborator who can partner with HRBPs, Recruiting, Workplace, IT, and business leaders and influence without formal authority.
  </li>
  <li>
   Excellent written and verbal communication skills; able to translate complex information into simple, actionable guidance for new hires and managers.
  </li>
  <li>
   Comfortable in a fast-paced, ambiguous environment; you enjoy building, iterating, and improving as the company grows.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Location:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   This role is hybrid (4 days a week in our SF Bay Area offices)
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Compensation &amp; Benefits
  <br/>
  <br/>
 </strong>
 The standard base salary range for this position is $140,000 - $155,000 annually. Compensation offered will be determined by factors such as location, level, job-related knowledge, skills, and experience. Certain roles may be eligible for variable compensation, equity, and benefits.
 <br/>
 <br/>
 We offer a comprehensive benefits package including competitive compensation, Medical, Vision, and Dental coverage, generous time-off policy, and the opportunity to contribute to your 401k plan to support your long-term goals. When you join, you'll receive a home office improvement stipend, as well as an annual education and wellness stipends to support your growth and wellbeing. We foster a vibrant company culture through regular events, and provide healthy lunches daily to keep you fueled and focused.
 <br/>
 <br/>
 We are a diverse bunch of people and we want to continue to attract and retain a diverse range of people into our organization. We're committed to an inclusive and diverse company. We do not discriminate based on gender, ethnicity, sexual orientation, religion, civil or family status, age, disability, or race.
 <br/>
 <br/>
</div>


Onboarding & Training Lead

Trilogy Health Services

<div><div>At Trilogy, you&rsquo;ll experience a caring, supportive community that values each team member. We prioritize meaningful relationships, genuine teamwork, and continuous growth. With the stability of long-term care, competitive pay, and exceptional benefits, Trilogy offers a work environment where you&rsquo;re supported, appreciated, and empowered to thrive in your career. If you're ready to join a team committed to your success, Trilogy is where you belong and thrive!</div><div></div><div><br>
The Entry Level HR Associate (Employee Experience Manager) is primarily responsible for creating &ldquo;wow&rdquo; experiences for employees and candidates from recruitment to retirement by providing each person with the information, education and assistance needed throughout their candidacy and employment lifecycle.<br>
<br>
<b>Key Responsibilities</b></div><ul><li>
Oversee the execution of the new hire onboarding process to ensure a highly engaging and positive orientation experience, consistent with Trilogy&rsquo;s mission, vision, and values. Additionally coordinates all onboarding materials and communication.</li><li>
Promote, manage, and track training programs for all campus employees to ensure required regulatory training, apprenticeships, and certification information are completed.</li><li>
Serve as an ambassador of company recognition programs, events, and surveys.</li><li>
In partnership with campus leadership, assist in employee counseling, performance concerns, and other employment matters.</li><li>
Champion for our Benefits and Wellness Program, and DEIB initiatives at the campus, including communications, reporting, and activities.</li><li>
Maintain all campus-related employee, medical, and benefit information/files including background screening, onboarding, employment as well as leave of absence, unemployment, and workers&rsquo; compensation reporting.</li><li>
Review and ensure that employee deductions and reports are accurate in the payroll system on a weekly basis. Process payroll weekly.</li><li>
Manage time and attendance by verifying hours, missed punches, labor detail allocations and schedule discrepancies</li></ul><div><b>
Qualifications</b></div><ul><li>
High School Diploma or GED/HS preferred</li><li>
Associate degree preferred or equivalent combination of experience and knowledge</li><li>
Two (2) years&rsquo; experience in human resources and/or payroll. Healthcare, senior living industry, pharmacy or long-term care environment preferred</li><li>
Flexible schedule to include 2nd/3rd shift availability and weekends</li><li>
Proficient computer skills that include knowledge of Microsoft Office Suite products</li></ul></div>

Entry Level HR Associate

Ralph Lauren

<div><b>Ref#: </b>W175227<br>
<br>
<b>Department: </b>Human Resources<br>
<br>
<b>City: </b>Nutley<br>
<br>
<b>State/Province: </b>New Jersey<br>
<br>
<b>Location: </b>United States<br>
<br>
<b>Pay Range: </b>$65,000 - $129,225 annually; actual pay is dependent on experience and geographic location<br>
<br>
<b>Company Description
</b><div>Ralph Lauren Corporation (NYSE:RL) is a global leader in the design, marketing and distribution of premium lifestyle products in five categories: apparel, accessories, home, fragrances, and hospitality. For more than 50 years, Ralph Lauren's reputation and distinctive image have been consistently developed across an expanding number of products, brands and international markets. The Company's brand names, which include Ralph Lauren, Ralph Lauren Collection, Ralph Lauren Purple Label, Polo Ralph Lauren, Double RL, Lauren Ralph Lauren, Polo Ralph Lauren Children, Chaps, among others, constitute one of the world's most widely recognized families of consumer brands.
<br>
<br>
At Ralph Lauren, we unite and inspire the communities within our company as well as those in which we serve by amplifying voices and perspectives to create a culture of belonging, ensuring inclusion, and fairness for all. We foster a culture of inclusion through: Talent, Education &amp; Communication, Employee Groups and Celebration.<br>
</div><br>
<br>
<b>Position Overview
</b><div>The Manager, Employee Experience &amp; Culture, North America reports to the Head of Employee Experience &amp; Culture, North America and plays a critical role in activating and delivering Employee Experience &amp; Culture (EXC) strategies across the region.</div><div><br>
</div><div>
This role is responsible for implementing and rolling out programs as a part of the greater execution, managing projects, and drafting communications that translate data, insights, and strategy into meaningful employee experiences aligned to Our Purpose and The RL Way. This role partners closely with Global Employee Experience &amp; Culture as well as the Employee Learning Experience team, People Business Partners, and business leaders to diagnose opportunities, implement solutions, and measure impact across all phases of the Ralph Lauren Employee Experience Journey : Explore, Consider, Begin, Belong, Separate, and Reconnect.</div><div><br>
</div><div>
Driven by data, insights, and analytics, this role requires a solutions and task-oriented individual with strong project management and communication skills. This role supports NA enterprise -wide EXC initiatives that engage employees by elevating routine moments, eliciting emotion, prompting reflection, and strengthening connection across NA retail , distribution centers, corporate, and wholesale populations.</div><div><br>
</div><div>
This is a highly collaborative, action-oriented role that operates with an employee-first mindset, balancing speed, rigor, and partnership to drive measurable improvements in engagement, retention, and experience.</div><br>
<div></div>
<b>
Essential Duties &amp; Responsibilities
</b><div>Critical Success Factors
</div><div><ul><li>Tactically roll-out EXC initiatives with excellence, translating strategy into clear project plans, timelines, and deliverables
</li><li>Lead with data by leveraging global employee surveys, people insights, and analytics to identify priorities and measure impact for NA Region
</li><li>Draft clear, compelling communications that engages employees and leaders understand the why, what, and how of EXC initiatives
</li><li>Operate as a proactive partner to the Head of EXC, NA, anticipating needs, navigating stakeholders, and advancing priorities
</li></ul></div><div>Key Responsibilities &amp; Partnerships
</div><div><ul><li>Partner with the Global EXC Strategy and ELX teams to identify, diagnose, and prioritize employee experience opportunities within North America
</li><li>Support the creation and develop of sustainable actions, ensuring NA initiatives are implemented on time and with measurable impact
</li><li>Collaborate with NA People Business Partners (HR Generalists), NA Retail, DC &amp; Corporate Leadership, and communications teams to align on priorities and drive adoption
</li><li>Co-create and share global tools, resources, and best practices, adapting them to meet the needs of diverse employee populations in North America
</li><li>Maintain a strong pulse on the organization in North America, proactively navigating relationships to build trust, partnership, and momentum</li></ul></div><br>
<b>
Experience, Skills, and Knowledge
</b><div>Key Skill Sets &amp; Capabilities
</div><div><ul><li> Strong execution and project management skills, with the ability to operate proactively and independently
</li><li>Employee experience&ndash;first mindset with the ability to engage effectively across retail, distribution, and corporate environments
</li><li>Proven ability to build trust and credibility with leaders and cross-functional partners
</li><li>Excellent written and verbal communication skills
</li><li>Curiosity and awareness of retail and consumer-facing industry trends and evolving EXC best practices
</li><li>Comfort operating in a highly collaborative, team-driven environment where partnership is critical to success within the EXC and ELX team</li></ul></div></div><div></div>

Manager, Employee Experience & Culture, NA

BluestoneLogic

<div><p>BluestoneLogic is seeking a People Operations &amp; Office Manager to own the day-to-day employee experience, support recruiting coordination, and ensure our office runs smoothly.</p><p></p><p>
This role sits at the center of the company&mdash;working across hiring, onboarding, employee support, and office operations.</p><p></p><p>
We partner with Insperity (PEO) for HR infrastructure (payroll, benefits, compliance), so this role focuses on execution, coordination, and employee experience, not heavy HR policy design.</p><h3 class="jobSectionHeader"><b>
Key Responsibilities</b></h3><h4 class="jobSectionHeader"><b>
People Operations &amp; Recruiting</b></h4><ul><li>
Own onboarding from offer acceptance through Day 1</li><li>
Serve as the primary point of contact for employee questions and support</li><li>
Coordinate with Insperity on HR processes (benefits, compliance, etc.)</li><li>
Manage recruiting coordination:<ul><li>
Schedule interviews</li><li>
Communicate with candidates</li><li>
Ensure a smooth and professional candidate experience</li></ul></li><li>
Support hiring managers throughout the recruiting process</li><li>
Maintain accurate employee records and HR systems</li><li>
Assist with performance cycles and employee lifecycle processes</li></ul><h4 class="jobSectionHeader"><b>
Office Operations</b></h4><ul><li>
Manage day-to-day office logistics (supplies, vendors, workspace)</li><li>
Coordinate new hire setup (workspace, equipment, access)</li><li>
Plan and support team events and culture initiatives</li><li>
Maintain a clean, organized, and efficient office environment</li></ul><h4 class="jobSectionHeader"><b>
Administrative Support</b></h4><ul><li>
Provide scheduling and coordination support as needed</li></ul><h4 class="jobSectionHeader"><b>
How You Work</b></h4><ul><li>
Operate using checklists, trackers, and systems to stay organized</li><li>
Follow through consistently and ensure tasks are completed</li><li>
Proactively follow up with team members and leadership to keep work moving</li><li>
Take ownership of ensuring nothing falls through the cracks</li><li>
2&ndash;5 years of experience in People Operations, HR coordination, recruiting coordination, or office management</li></ul><ul><li>
Strong organizational skills and attention to detail</li><li>
Excellent communication and interpersonal skills</li><li>
Proactive, resourceful, and execution-oriented</li><li>
Comfortable handling sensitive information with discretion</li><li>
Ability to manage multiple priorities in a fast-paced environment</li></ul></div>

People Operations & Office Manager

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