employee experience 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

Trilogy Health Services

<div>JOIN TEAM TRILOGY:
<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>
WHAT WE'RE LOOKING FOR:
<div>
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. 
 
Key Responsibilities</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>
Qualifications</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>
WHERE YOU'LL WORK : Location: US-IN-Indianapolis LET'S TALK ABOUT BENEFITS:
<div>
Our comprehensive Thrive benefits program focuses on your well-being, offering support for personal wellness, financial stability, career growth, and meaningful connections. This list includes some of the key benefits, though additional options are available.</div><ul><li>
Medical, Dental, Vision Coverage &ndash; Includes free Virtual Doctor Visits, with coverage starting in your first 30 days.</li><li>
Get Paid Weekly + Quarterly Increases &ndash; Enjoy weekly pay and regular quarterly wage increases.</li><li>
Spending &amp; Retirement Accounts &ndash; HSA with company match, Dependent Care, LSA, and 401(k) with company match.</li><li>
PTO + Paid Parental Leave &ndash; Paid time off and fully paid parental leave for new parents.</li><li>
Inclusive Care &ndash; No-cost LGBTQIA+ support and gender-affirming care coordination.</li><li>
Tuition &amp; Student Loan Assistance &ndash; Financial support for education, certifications, and student loan repayment.</li></ul> 
<div></div>
GET IN TOUCH: Heidy (317)-951-9648 APPLY NOW:
<div>
Since our founding in 1997, Trilogy has been dedicated to making long-term care better for our residents and more rewarding for our team members. We&rsquo;re proud to be recognized as one of Fortune&rsquo;s Best Places to Work in Aging Services, a certified Great Place to Work, and one of Glassdoor&rsquo;s Top 100 Best Companies to Work. At Trilogy, we embrace who you are, help you achieve your full potential, and make working hard feel fulfilling. As an equal opportunity employer, we are committed to diversity and inclusion, and we prohibit discrimination and harassment based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. 
 
NOTICE TO ALL APPLICANTS (WI, IN, OH, MI &amp; KY): for this type of employment, state law requires a criminal record check as a condition of employment.</div></div><div></div>

Entry Level HR Associate

Schwazze

<div>Who We Are: Schwazze (SHHwahZZ) is a purpose-driven, vertically integrated cannabis operator. We are building a leading seed-to-sale company with best-in-class dispensaries and exceptional cultivation, manufacturing, and wholesale capabilities. Driven by a high-performance culture, we combine customer focus and data-driven insights to unlock the plant&rsquo;s full potential and improve the human condition. 


At Schwazze, you are not just an employee&mdash;you are part of a purpose-centered, performance-driven team where your contributions matter, your growth is supported, and your potential is limitless. We lead with integrity, connection, engagement, excellence, and empowerment, fostering a culture where people thrive, communities flourish, and the industry moves forward. These values define our commitment to creating a supportive, positive workplace while delivering exceptional customer experiences. 


For more information, please visit our website: www.schwazze.com 


Job Title: Regional Manager, People Relations &amp; Culture

Salary Range: $115,000 &ndash; $130,000

Type: Full-Time, Exempt

Location: Denver, Colorado (Main Office) | Boulder, CO (Satellite Office) 


Position Objective

The Regional Manager, People Relations &amp; Culture is the senior leader responsible for setting the standard for employee relations excellence, cultural consistency, and people-first leadership across Colorado and New Mexico. Reporting to the Vice President, People &amp; Culture, this role provides advanced strategic partnership to the business while leading, mentoring, and developing a team of People &amp; Culture Business Partners. 


This leader serves as the organization&rsquo;s authority on complex employee relations, documentation integrity, and defensible decision-making. The Managing Director ensures fairness, consistency, and dignity in how people matters are handled, while strengthening trust, accountability, and alignment across leaders and teams. 


The role plays a critical leadership function in M&amp;A integration, culture cohesion, and operational discipline. Through field presence, data-driven insight, and cross-functional collaboration, this leader reinforces a consistent, high-performing workplace culture rooted in Schwazze&rsquo;s core values. 

<h1 class="jobSectionHeader">
Essential Functions</h1> 


People &amp; Culture Business Partner Team Leadership &ndash; 30%
<ul><li> Lead, coach, and develop a team of People &amp; Culture Business Partners, ensuring consistent, high-quality partnership across all assigned regions and functions.</li></ul>
<ul><li> Establish and maintain standards of excellence for ER case handling, documentation quality, leader guidance, and communication practices.</li></ul>
<ul><li> Provide real-time coaching, case review, and professional development to continuously elevate Business Partner capability and judgment.</li></ul>
<ul><li> Align team priorities to enterprise needs, ensuring consistency across states, locations, leaders, and employee populations.</li></ul>
<ul><li> Foster a culture of accountability, collaboration, and values-driven leadership within the People &amp; Culture team.</li></ul>
<ul><li> Ensure strong alignment and collaboration between People Operations, Training &amp; Development, and the Business Partner team to deliver cohesive people practices, shared resources, and consistent messaging.</li></ul> 


Employee Relations Strategy, Documentation &amp; Compliance Oversight &ndash; 30%
<ul><li> Serve as the senior escalation point for all complex or high-risk employee relations matters, ensuring timely, fair, and legally defensible outcomes.</li></ul>
<ul><li> Review, edit, and approve termination documentation, corrective actions, investigation summaries, and related materials to ensure accuracy, consistency, and alignment with company standards.</li></ul>
<ul><li> Own the oversight and integrity of the ER Tracker, ensuring accurate categorization, thorough documentation, and actionable data.</li></ul>
<ul><li> Act as the escalation partner for ADA matters, sensitive investigations, workplace conflicts, and policy interpretation.</li></ul>
<ul><li> Generate separation agreements and partner with legal counsel as needed for sensitive or high-risk exits. Analyze ER trends, hotspots, and systemic issues, proactively advising the Vice President, People &amp; Culture on risk mitigation, training needs, and policy or practice improvements.</li></ul> 


Culture Leadership, Employee Experience &amp; Organizational Consistency &ndash; 20%
<ul><li> Design and execute culture strategies that reinforce core values, psychological safety, trust, and connection across the organization.</li></ul>
<ul><li> Partner with leaders to strengthen communication quality, engagement, and clarity of expectations.</li></ul>
<ul><li> Guide Business Partners and leaders in delivering consistent employee journey experiences from onboarding through development, performance management, and exit.</li></ul>
<ul><li> Partner closely with Training &amp; Development to identify learning needs surfaced through ER trends, turnover analysis, field observations, and culture gaps, ensuring training directly supports behavioral and cultural expectations.</li></ul>
<ul><li> Collaborate with Training &amp; Development and People Operations to align onboarding, communications, and culture-building initiatives across retail, cultivation, distribution, and corporate environments.</li></ul>
<ul><li> Lead people-side change management efforts, ensuring clarity, stakeholder alignment, and adoption during organizational shifts.</li></ul>
<ul><li> Act as a visible culture ambassador, modeling values-driven leadership in decisions, coaching, and day-to-day interactions.</li></ul> 


Field Leadership, Relationship Building &amp; Operational Partnership &ndash; 10%
<ul><li> Maintain regular field presence across Colorado and New Mexico through site visits with retail, cultivation, distribution, and corporate teams.</li></ul>
<ul><li> Build strong, trusted relationships with leaders and employees by understanding operational realities, constraints, and cultural dynamics firsthand.</li></ul>
<ul><li> Represent People &amp; Culture in key operational meetings, leadership forums, and site-level engagements.</li></ul>
<ul><li> Partner with operations leaders to anticipate people risks, workforce needs, and opportunities to strengthen culture and performance.</li></ul> 


Culture Integration &ndash; 10%
<ul><li> Support due diligence and integration planning for acquired teams, including culture alignment, communication strategy, and organizational mapping.</li></ul>
<ul><li> Partner with leaders and Business Partners to onboard acquired employees into Schwazze&rsquo;s culture, expectations, and values.</li></ul>
<ul><li> Ensure consistent adoption of policies, ER processes, and values-aligned behaviors across newly acquired operations.</li></ul>
<ul><li> Provide leadership coaching and culture integration guidance to minimize disruption, build trust, and support retention during transitions.</li></ul> 


Please note that the percentage allocations are a general estimate and may vary based on business needs and priorities. Additional duties may be required as needed to support overall operations.
Education and Experience Requirements
<ul><li> Bachelor&rsquo;s degree in Human Resources, Organizational Development, Business Administration, or a related field required; Master&rsquo;s degree preferred.</li></ul>
<ul><li> 8-10 years of progressive HR or People &amp; Culture experience, including multi-site leadership and field-based partnership.</li></ul>
<ul><li> Deep expertise in employee relations, including investigations, corrective action, ADA accommodation, termination processes, and defensible documentation.</li></ul>
<ul><li> Demonstrated experience developing, mentoring, and elevating HR or People &amp; Culture Business Partners.</li></ul>
<ul><li> Proven capability in culture leadership, organizational change, and building credibility with leaders and frontline teams.</li></ul>
<ul><li> High proficiency in HRIS, data reporting, and ER case management or tracking tools.</li></ul>
<ul><li> Strong cross-functional partnership skills, with the ability to collaborate effectively with Training &amp; Development, People Operations, Legal, and business leadership.</li></ul>
<ul><li> Exceptional communication, judgment, and professional maturity.</li></ul>
<ul><li> Highly detail-oriented with strong organizational skills and the ability to manage complex, concurrent priorities.</li></ul>
<ul><li> Demonstrated commitment to high excellence, continuous improvement, and people-first leadership.</li></ul>
<ul><li> Cannabis industry experience preferred but not required.</li></ul>
<ul><li> M&amp;A integration experience, particularly on the people side, strongly preferred.</li></ul> 


Working Conditions
<ul><li>
Hybrid schedule with up to two remote days and three on-site or in-field days.</li><li>
Travel to New Mexico may be required based on business needs.</li><li>
Reliable transportation is required for travel between locations.</li><li>
Ability to obtain and maintain an active Marijuana Enforcement Division (MED) badge in the state of Colorado.</li></ul>
Benefits
<ul><li> Medical/Dental/Vision Insurance</li></ul>
<ul><li> Pet Insurance</li></ul>
<ul><li> EAP Programs</li></ul>
<ul><li> Paid Time Off</li></ul>
<ul><li> Paid Parental Leave</li></ul>
<ul><li> Employee Discount at all Schwazze Retail locations</li></ul> 


Schwazze is committed to fairness and equality of opportunity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. 


To be considered for this position your application must be submitted by March 3rd, 2026. If after said date the position is not filled, applications will be accepted until the position is filled.</div>

Regional Manager, People Relations & Culture

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

IDP Education Ltd

About IDP IDP is the global leader in international education services, delivering global success to students, test takers and our partners, through trusted human relationships, digital technology and customer research. An Australian-listed company, we operate in more than 50 countries around the world. Our team is comprised of over 7,000 people of various nationalities, ages and cultural backgrounds. Proudly customer-first, our expert people are powered by global technology. Together, we offer unmatched services, helping local dreams become realities, all over the world. Learn more at Role purpose The People Experience Manager - UAE, is responsible for driving all people related matters and managing the day-to-day implementation of People Experience initiatives and policies in both operational and strategic levels in order to achieve high performance and high engagement organisation.The role will be working closely with the Country Director (CD), Regional People Experience Director (RPxD) and the People Experience teams in both Dubai and Abu Dhabi offices, to develop and deliver a number of programs and campaigns aiming to provide our people with the best employment experience.The role will be based in Dubai and will cover in some instances IDP's branch across UAE. It will require occasional travels within and outside the country. Detailed Description People Data & Process Integrity <ul><li>Accountable for accuracy and up-to-date data of people information in SuccessFactors (SF).</li><li>Collaborate with the RPxD and SF team in designing, testing and implementing new modules in SF.</li><li>Drive an adoption of the internal social media, JAM, to deliver a great people experience through regular content contributions and active participation in relevant discussions and topics.</li><li>Effectively identify opportunities to digitise people process administration to increase effectiveness and enhance employment experience.</li></ul> Talent Acquisition & On-boarding <ul><li>Manage and facilitate the talent acquisition process by collaborating with both internal (hiring managers, CD, RPxD) and external (internal recruiting team, IDP Career Portal, recruitment agencies, job posting websites, candidates) parties through an effective use of the dedicated Application Tracking System (JobScore) to attract, recruit and hire high quality talent into the organisation.</li><li>Ensure an effective and efficient talent acquisition process to provide a positive experience for hiring managers as well as candidates.</li><li>Conduct analysis, assess recruitment results, and identify areas of opportunity and change. Use the data to evaluate sourcing effectiveness, determine progress and process improvement.</li><li>Manage onboarding and induction program to provide new joiners with a smooth and seamless onboarding experience. Ensure that new joiners are properly oriented about the company.</li></ul> Compensation & Benefits <ul><li>Oversee payroll data preparation, and coordinate with the Finance department to ensure pay is made to the employees correctly and on time.</li><li>Manage the administration and monitoring of benefits programs such as provident fund, life, medical, dental insurance, pension plans, and leave entitlements, etc.</li><li>Lead and facilitate the annual salary and bonus review process by working closely with the CD and RPxD.</li><li>Collaborate with Finance department in checking information and liaising with relevant authorities for Social Security and tax purposes.</li></ul> Rewards & Culture <ul><li>Manage, facilitate and promote the Company's employee recognition programs in Global and Country levels.</li><li>Directly support the County Director to create a collaborative work environment cross department through effective internal communications via such channels as emails, bulletin boards, newsletters, town hall, social events, and instant messaging groups, etc.</li><li>Encourage and advise managers to effectively manage and drive team's performance through the use of the Company's performance management tool (RISE).</li></ul> Capability & Performance <ul><li>Act as focal point for organising training and development activities in the country (e.g. STAR/ SUCCEED programs).</li><li>Monitor and follow up with employees on mandatory training completion/e-Policy acknowledgement in SF.</li><li>Collect training requirements and support CD and RPxD in conducting training need analysis and setting up delivery/implementation plan for both internal and external training courses e.g. leadership training, digital marketing training and conferences, etc.</li></ul> Policies, Compliance and Others <ul><li>Oversee the administration of Visa and work permit related issues such as application, renewal, cancellation, appealing and updating required employee information to relevant governmental agencies.</li><li>Ensure all policy and procedures, HR Manual and employee handbook are up to date.</li><li>Provide guidance on local employment legislation as and when requested by the CD and employees.</li><li>Oversee the statutory compliance related to people (payments and reporting, Manpower reports to Ministry of Manpower, etc.).</li></ul> Required Experience Essential Requirements:<ul><li>Bachelor's degree or higher in HR Management, Business Studies/Administration/Management or related field</li><li>Must have 2 years' experience in similar role for a medium to large Multinational organisation</li><li>Based in Dubai</li><li>Excellent fluency in English to collaborate with global teams</li><li>Sound understanding of the principles underpinning great employee experiences and labour laws</li><li>Effective communication and interpersonal skills, and able to engage effectively with all levels of the organisation</li><li>Highly organised, meticulous, able to prioritise and multitask with minimal supervision</li><li>Demonstrated ability to manage internal and external relationships</li><li>High degree of initiative and advanced problem-solving skills</li><li>Proficient in Microsoft suite, especially Excel and PowerPoint</li></ul>Desirable Requirements:<ul><li>Proactive to implement process improvements</li><li>Experience working in MNC with matrix organisation setting</li><li>Experience in SAP and payroll processing</li><li>Proactive personality with positive influence on our people</li></ul> Seniority level <ul><li>Entry level</li></ul> Employment type <ul><li>Full-time</li></ul> Job function <ul><li>Business Development and Sales</li><li>Industries</li><li>Education Administration Programs</li></ul>We're unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.<img src="https://www.jobg8.com/Tracking.aspx?2BLAx2Vk0CYAyvAg91A3144mg2ISImvAg" width="0" height="0" />

People Experience Manager- UAE

Builders Insurance Group

<div>Integrity. Care. Trust. Compassion. Expertise.
Do these words resonate with you?
These values of Builders culture create success in all we do. We strive to provide deeply supportive partnerships to our customers, agents, and each other.
Builders is proud to be named among the Great Places to Work. Our award-winning culture has earned top marks in Company Direction, Employee Appreciation, Work-Life Balance, Leadership, and Compensation and Benefits. Our strong culture keeps us Built Strong in a forever-changing world, and our AM Best A Rating is evidence of our financial strength.
Position Summary 
At our company, we believe people are the most valuable long‑term investment we can make. The People Engagement Partner plays a critical role in keeping that investment strong&mdash;fueling engagement, strengthening retention, and making sure employees feel connected, supported, and excited about where we&rsquo;re headed. Think of this role as part strategist, part culture architect, and part champion for a workplace where people actually love to come to work.
Responsibilities
<ul><li>Take the pulse of the organization - You&rsquo;ll run employee surveys and turn the results into actionable engagement strategies&mdash;not just charts, but real plans that lift morale and performance.</li><li>
Build engagement programs that move the needle - From pitching new ideas, to allocating budgets, to measuring results&mdash;you&rsquo;ll lead initiatives that make work better, smarter, and more human.</li><li>
Own and evolve the onboarding experience - You&rsquo;ll own and continually sharpen our onboarding program, keeping it fresh, relevant, and reflective of what great companies are doing (and what our people need).</li><li>
Keep our benefits and wellness offerings competitive - Working with vendors, you&rsquo;ll help ensure our benefits stay modern and meaningful. You&rsquo;ll also design wellness programming and oversee existing programs&mdash;including reimbursement perks that help employees stay balanced.</li><li>
Strengthen internship and mentorship opportunities - You&rsquo;ll help shape programs that create real learning, real connections, and real talent pipelines.</li><li>
Tell our story from the inside out - You&rsquo;ll work with internal communications to share internal messages that align employees with our mission, values, and goals.</li><li>
Support diversity, equity, and inclusion initiatives - You&rsquo;ll collaborate on efforts that support an inclusive employee experience.</li><li>
Bring our culture to life - You&rsquo;ll plan team‑building events, celebrations, and those moments that make working here feel like more than just a job.
</li><li>Jump in where needed - And like any great teammate, you&rsquo;re flexible and ready to support new challenges as they come.</li></ul><ul><li>
A Bachelor&rsquo;s degree in Psychology, HR, or related field&mdash;or equivalent experience that shows you&rsquo;re ready for the work.</li><li>
Five or more years of HR or related experience, with meaningful time spent on engagement-driven work.</li><li>
A service-oriented mindset and a commitment to delivering a top-tier employee experience.</li><li>
Tech curiosity&mdash;you&rsquo;re quick to learn a new HRIS and excited about better tools and smarter processes.</li><li>
The ability to make complex benefits concepts accessible and easy to understand.</li><li>
Strong communication skills and a clear respect for confidentiality.</li><li>
Excellent organizational instincts&mdash;you juggle a lot and still catch the details.</li><li>
Comfortable navigating Microsoft Office and other digital tools to optimize workflow.</li><li>
The ability to build trust, rapport, and strong working relationships across the company.</li></ul>
Let&rsquo;s talk benefits!<ul><li>
Competitive Salary</li><li>
Bonus Structure</li><li>
Profit Sharing</li><li>
Medical, Dental, Vision Insurance
</li><li>Employer Paid Short Term Disability</li><li>
Employer Paid Long Term Disability</li><li>
Employer Paid Life Insurance</li><li>
Voluntary Life Insurance
</li><li>401K with Company Match</li><li>
PTO
</li></ul>About Builders
Builders is a mid-sized mutual with remarkable strengths. Rated A by AM Best, Builders has forged rock-solid financial strength and a reputation for reliability and fairness in fulfilling our promises to customers. Kind, collaborative, and customer-centric, our experienced and passionate teams foster a rewarding atmosphere of excellence, trust, and mutual respect, meriting the &ldquo;Culture Excellence&rdquo; honors from Top Workplaces. Flexible and highly personal, our experts leverage deeply supportive partnerships with knowledgeable independent agencies to drive better services and protection for policyholders.
Our financial excellence, amazing people, and powerful partnerships build outstanding outcomes and peace of mind for our agents and their clients. This is what we mean by Insurance Built Strong&reg;.
Builders Insurance Group is an Equal Opportunity Employer. We welcome applicants from all walks of life and don't discriminate based on any protected status. Join us in creating a diverse and inclusive workplace! If, during the application process you need assistance, or an accommodation due to a disability, please contact peopleops@bldrs.com.</div>

People Engagement Partner

Koton

<div>
 
 In 1988, we started our journey with a small store in Kuzguncuk, Istanbul. Today, we continue as a global fashion brand with over 7.900 employees, more than 450 stores, and online sales channels, operating in 72 countries.
 
 
 We are driven by our vision
 
 &ldquo;
 
 
 With our strong brand fueled by our fast and agile business model, we will reach 1 billion customers worldwide with our products by 2030.
 
 &rdquo;
 
 
 Guided by our mission
 
 &ldquo;
 
 
 
 Making fashion trends accessible for the world
 
 
 
 &rdquo;
 
 , we deliver trends to our customers just in time - in line with our motto,
 
 &ldquo;
 
 
 
 Trend in Time
 
 
 
 .&rdquo;
 
 
 
 
 
 
 At Koton, we build success on our values, because &ldquo;
 
 
 Achieving success with our values is woven into our fabric!
 
 
 
 '
 
 "
 
 
 
 
 
 ✔
 
 Fast and Efficient
 
 
 
 ✔
 
 Customer-Centric
 
 
 
 ✔
 
 Passionate
 
 
 
 ✔
 
 Quality-Focused
 
 
 
 ✔
 
 One Team
 
 
 
 ✔
 
 Respectful
 
 
 
 
 
 
 Ready to shape the future of talent and culture at one of Turkey&rsquo;s leading fashion brands?
 
 
 
 
 
 At
 
 Koton
 
 , we don&rsquo;t just set fashion trends we redefine how people grow, engage and thrive at work. We are looking for a
 
 Employer Branding Executive
 
 who will play a pivotal role in building inspiring development journeys and positioning Koton as a top employer in the fashion industry.
 
 
 
 
 
 In this dynamic role, you will lead impactful initiatives across our headquarters, retail and logistics teams while also supporting our global organization designing learning strategies that unlock employee potential and crafting a bold employer brand narrative that reflects who we are and where we&rsquo;re going.
 
 
 
 
 
 
 Qualifications
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Communication, Business Administration, Psychology or related fields,
 </li>
 <li>
 Minimum 6 years of experience in employer branding, internal communication or employee experience,
 </li>
 <li>
 Proficiency in English,
 </li>
 <li>
 Strong communication skills with a solution-oriented, innovative and proactive working style
 </li>
 <li>
 High energy, passion and a positive, dynamic approach to work,
 </li>
 <li>
 Strong analytical thinking skills; able to interpret data, generate insights and prepare effective reports,
 </li>
 <li>
 Ability to manage multiple projects simultaneously, fast, efficient and collaborative with strong alignment to the &ldquo;One Team&rdquo; culture,
 </li>
 <li>
 Experience in digital communication, intranet and social media management skilled in content creation and platform administration,
 </li>
 <li>
 Experience working with creative agencies, capable of preparing briefs, managing processes and ensuring output quality,
 </li>
 <li>
 Preferably experienced in university clubs or student communities.
 </li>
 </ul>
 
 
 
 
 
 
 
 Job Description
 
 
 
 
 
 <ul>
 <li>
 Develop and implement employer branding strategies that strengthen employee engagement and bring the company&rsquo;s EVP to life across all touchpoints,
 </li>
 <li>
 Create and publish content for employee career accounts and internal platforms that highlight authentic employee stories and showcase the company culture,
 </li>
 <li>
 Produce compelling visual and written content that strengthens the company&rsquo;s narrative as an employer of choice,
 </li>
 <li>
 Keep digital communication platforms&mdash;such as intranet, internal feeds and career social media accounts&mdash;updated, user-friendly and engaging,
 </li>
 <li>
 Support the planning and execution of internal events and activities designed to increase employee participation and strengthen cultural connection,
 </li>
 <li>
 Take an active role in designing and improving employee experience initiatives that reinforce organizational values and enhance the everyday work environment,
 </li>
 <li>
 Collaborate with creative agencies to develop high-quality content and manage briefing processes to ensure accurate execution of communication campaigns,
 </li>
 <li>
 Analyze employee insights and engagement data to guide communication planning and improve experience-driven projects,
 </li>
 <li>
 Create content roadmaps and promotional plans for internal communication portals and career-related digital channels,
 </li>
 <li>
 Build and maintain relationships with universities and young talent communities to strengthen talent attraction and employer visibility,
 </li>
 <li>
 Coordinate internal clubs, social communities and employee groups to foster connection, belonging and a positive workplace experience,
 </li>
 <li>
 Develop communication plans that highlight internal initiatives, learning opportunities and employee achievements,
 </li>
 <li>
 Partner closely with HR and leadership teams to align communication themes with cultural priorities and long-term people strategies.
 </li>
 </ul>
 
 
</div>

Employer Branding Executive

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