Employee Experience Manager I/II/III - 005105

Summary:

This position functions as an internal consultant and business expert in driving talent management practices, delivering employee experience programs, and developing the capacity of leaders, individuals, and teams to meet organization's business goals and objectives. The Employee Experience (EX) Manager implements and leads talent management practices to positively impact the employee life cycle and support and drive business outcomes. The incumbent partners with key stakeholders to assure activities and outcomes align with business need.

Essential Accountabilities:

Level I

• Provides consultation to leaders by contributing to and driving the analysis, design, development, implementation, and evaluation of leadership development, employee development, and organizational development programs and services designed to improve the employee experience and strengthen our Lifetime Way Culture.
• Supports initiatives to advance overall employee experience within the organization including organizational culture, change management, organizational structure, talent management practices, and team effectiveness.
• Supports high level projects with corporate-wide scope and high impact on business outcomes including research, detailed planning, and execution of large corporate-wide initiatives and systems.
• Designs and delivers programs and services that align with Lifetime Healthcare Companies (LTHC) mission, culture, strategy, and defined business outcomes. Consults, as needed, with various levels of management and teams. Performs needs analysis to determine root cause, design, and implement solutions and evaluate outcomes using proven OD and EE methods.
• Collects and analyzes data from organizational assessments. Based on results consults with leaders and makes recommendations for change and improvement.
• Evaluates effectiveness of programs, services, and interventions to assure stakeholder needs are met and continuous improvement is present.
• May be responsible for one or more of the following: Design of data collection, complex data analysis, reporting and recommendations, predictive modeling, ROI calculations, divisional scorecard development, strategy alignment and reporting, and research for the purpose of needs analysis, trending, and benchmarking.
• Administers and manages HR infrastructure resources (Lifetime Way Recognition System, Gallup Surveys and Tools) to enhance the employee experience. Leverages these tools to drive OD and EE interventions to positively impact the employee life cycle.
• Collaborates with all HR functions to better position HR to deliver "Best in Class" employee experience.
• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies' mission and values, adhering to the Corporate Code of Conduct, and leading to the Lifetime Way values and beliefs.
• Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.
• Regular and reliable attendance is expected and required.
• Performs other functions as assigned by management.

Level II (in addition to Level I Accountabilities)

• Leads initiatives to advance culture development, change management, organizational structure, and team performance through the design and deployment of organizational development programs and services based on needs assessment, proven theory, and best practice. Researches and implements new infrastructure resources to enhance the employee experience. Leverages tools to drive OD and EE interventions and positively impact the employee life cycle.
• Leads high level projects with corporate-wide scope and high impact on business outcomes including research, detailed planning, and execution of large corporate-wide initiatives and systems.
• Designs and delivers programs, services and interventions that align with proven theory and practice to support team, employee, and leadership effectiveness.
• Leads the design, implementation, and evaluation of corporate talent management initiatives (Succession planning, Performance Appraisals, goal setting, etc.) and partners with HR Business Partners to support the delivery into functional units.
• Acts as a corporate Coach in accordance with Lifetime Healthcare Companies Internal Coaching practice and in accordance with the guiding principles and ethical standards of the International Coach Federation.
• Leads multiple complex projects utilizing project management skills and manages many key priorities with autonomy and appropriate partnership across HR COE's and key stakeholders in the organization.
• Remains current with trends in the employee experience field. Continuously upgrades professional skills and self-leadership.

Level III (in addition to Level II Accountabilities)

• Consults on the design, implementation, and evaluation of corporate talent management initiatives (Succession planning, Performance Appraisals, goal setting etc.) and partners with HR Business Partners to support the delivery into functional units.
• Leads the development and implementation of Talent Management infrastructure, initiatives, and systems (i.e., Performance LTH, Succession Planning Human Capital Development, etc.) to ensure a best-in class employee experience, smooth operations, and desired business outcomes.
• Leads journey mapping and leverage additional human centered design principles to understand the employee experience and diagnose appropriate OD solutions to positively impact the experience.

Minimum Qualifications:

NOTE: We include multiple levels of classification differentiated by demonstrated knowledge, skills, and the ability to manage increasingly independent and/or complex assignments, broader responsibility, additional decision making, and in some cases, becoming a resource to others. In addition to using this differentiated approach to place new hires, it also provides guideposts for employee development and promotional opportunities.

All Levels

• Bachelor's Degree in Business Management, Organizational Management, Organizational Development, Adult Education, Human Resources, or related field. In lieu of degree, 6 years of related experience will be considered.
• Three or more years' related experience in organizational development, adult learning, organizational management, strategic planning in the corporate arena, or related field.
• Experience with developing programs, activities, and interventions within organizations, beginning with current state diagnosis through application of OD and EE interventions and follow up. This includes the development of programs and services, and applying models including theory, concepts, and frameworks.
• Working knowledge of OD theories, concepts, and frameworks that are related to the art and science of organizational development and change.
• Experience in adult learning competencies to include needs assessment, instructional design, presentation, group facilitation, a variety of delivery methodologies, and learning transfer evaluation.
• Proficient in organizational assessment, data collection, and scorecard to support integration of HR programs, services and policies with organizational needs and business outcomes.
• Demonstrated ability to consult with HR leadership, HR Business Partners, and other key stakeholders to assess organization current state, stakeholder needs, identify opportunity and create tools are resources.
• Adept in process design, team project management, problem solving, influencing and strong analytical skills required.
• Demonstrated ability to execute on assigned duties in a timely and accurate manner.
• Strong interpersonal, communication, presentation, and facilitation skills.
• Proficient in Microsoft Office products, to include Word, Excel, Access, and PowerPoint. Ability to learn other computer applications, as necessary.

Level II (in addition to Level I Qualifications)

• Five or more years' related experience in organizational development, adult learning, organizational management, strategic planning in the corporate arena, or related field.
• Certification in Human Resources to an accredited institution (SHRM or HCI) preferred.
• Certified in 1 or more of the following areas: DDI, Coaching, Leadership 360 Coaching, Meyers Briggs MBTI assessment, Meyers Briggs FIRO assessments, Clifton Springs Strengths, Vital Smarts training, Human Centered Design, Project Management Institute, or other relevant leadership or development certifications.
• Ability to formulate strategic concepts, theories, and opinions and execute on them.
• Strong leadership traits, sound judgement, and the ability to work independently.
• Ability to support journey mapping and leverage additional human centered design principles and practices to understand the employee experience and diagnose appropriate OD solutions to positively impact the experience.
• Demonstrated skill in conflict resolution, decision making, influence, interpersonal relations, oral communication, problem solving, results orientation, systems thinking, written communication, multi-tasking, prioritization, group presentations, group process facilitation, and project management.
• Proficient in adult learning competencies to include needs assessment, instructional design, presentation, group facilitation, a variety of delivery methodologies, and learning transfer evaluation.
• Demonstrated ability to lead focused areas within the Employee Experience space.
• Demonstrated ability to make decisions and manage competing priorities in the best interest of the employee experience.

Level III (in addition to Level II)

• Seven or more years' related experience in organizational development, adult learning, organizational management, strategic planning in the corporate arena or related field.
• Advanced degree in Organizational Development, Organizational leadership, Human Resources, or MBA preferred.
• Certification in Human centered design or other CX or employee experience field.
• Expertise in adult learning competencies to include needs assessment, instructional design, presentation, group facilitation, a variety of delivery methodologies, and learning transfer evaluation.
• Human centered design experience or experience design experience.
• Ability to develop a holistic view of performance problems, identify root causes, and suggest and implement OD based solutions.
• Demonstrated ability to make decisions and manage competing priorities in the best interest of the employee experience.
• Strong business acumen and understanding of the impact of OD and Talent Management programs on overall corporate performance and employee experience.

Physical Requirements:

• Ability to work while sitting and/or standing at a workstation viewing a computer and using a keyboard, mouse and/or phone for three (3) or more hours at a time.
• Ability to travel across the Health Plan service region for meetings and/or trainings as needed.

One Mission. One Vision. One I.D.E.A. One you.

Together we can create a better I.D.E.A. for our communities.

At the Lifetime Healthcare Companies, we're on a mission to make our communities healthier, and we can't do it without you. We know diversity helps fuel our mission and that's why we approach our work from an I.D.E.A. mindset (Inclusion, Diversity, Equity, and Access). By activating our employees' experiences, skills, and perspectives, we take action toward greater health equity.

We aspire to reflect the communities we live in and serve, and strongly encourage people of color, LGBTQ+ people, people with disabilities, veterans, and other underrepresented groups to apply.

OUR COMPANY CULTURE:

Employees are united by our Lifetime Way Values & Behaviors that include compassion, pride, excellence, innovation and having fun! We aim to be an employer of choice by valuing workforce diversity, innovative thinking, employee development, and by offering competitive compensation and benefits.

In support of the Americans with Disabilities Act, this job description lists only those responsibilities and qualifications deemed essential to the position.

Equal Opportunity Employer

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)