Employee Experience Manager

Company

Cox Communications, Inc.

Job Family Group

People Solutions

Job Profile

HR Business Partner Manager

Management Level

Manager - Non People Leader

Flexible Work Option

Hybrid - Ability to work remotely part of the week

Travel %

No

Work Shift

Day

Compensation

Compensation includes a base salary of $97,100.00 - $161,800.00. The base salary may vary within the anticipated base pay range based on factors such as the ultimate location of the position and the selected candidate’s knowledge, skills, and abilities. Position may be eligible for additional compensation that may include an incentive program.

Job Description

The Employee Experience Manager serves as a consultative advisor who provides a range of People Solutions services to employees and leaders throughout our Atlanta corporate offices.  Services will span the full Employee Experience for a large population spanning multiple functional areas. Key responsibilities include proactive labor relations, employee relations, performance management, business continuity, employee wellbeing, leaves, inclusion, diversity and equity, leadership training, employee onboarding, affirmative action plan, unemployment and adherence to all compliance, federal and state laws. Works collaboratively with leadership, employees and partners with regional and functional HR on the local HR strategy. Lead, design and implement initiatives that enhance the employee experience and provides a positive, inclusive and engaging work environment.  Reports directly to the Sr. Manager, Employee Experience.

PRIMARY RESPONSIBILITIES AND ESSENTIAL FUNCTIONS:

Translation of business strategy into local execution/community:

• Contributes to and supports the execution of Cox's business strategy within Atlanta market and local communities through an engaged and skilled local workforce and effective execution of people programs at the local level.  

• Strong partnership with local leadership and functional HR to understand the local talent needs and lead the implementation of events and initiatives to promote employee morale and wellness.

• Provide input into the strategic employee experience plans capturing unique needs for respective market and client group.

Champions of Company Culture and Employee Experience/Engagement:

• Custodian of culture, engagement and productivity, influencing leaders and employees in developing and sustaining a positive and inclusive workplace culture.

• Foster an inclusive and productive culture by monitoring employee sentiment to boost engagement, enhance the employee experience, and promote wellness.

• Guide and influence leaders and employees to develop and maintain a positive workplace culture.

• Promote the company culture and brand through participation in volunteer events, local nonprofits, and community programs.

• Lead or execute regional engagement strategies to enhance the employee experience. Identify improvement opportunities throughout the employee lifecycle and partner to drive positive changes.  Regularly monitor employee engagement and satisfaction through listening sessions and other mechanisms in place.

Employee and Labor Relations:

• Provide Employee Relations and Performance consultation, advice, expertise, and support across functions, leader groups, and locations. This includes all performance management to include appraisals, informal coaching, corrective actions, return to work, leaves, accommodations.  Handle employee investigations, escalations, ethics line cases, OFFCP audits, EEOC claims, unemployment claims, etc. 

• Provide coaching and training to managers, act as a mediator, and resolve issues collaboratively.

• Work independently with minimal supervision, overcoming barriers to drive resolutions.

• Conduct labor relations training, promote positive employee relations and ensure compliance with company policies and labor laws.

Inclusion, Diversity and Equity: 

• Lead and promote diversity, equity and inclusion initiatives, tools and resources to create a welcoming workplace across the region /enterprise. Elevate feedback to HR COEs to ensure initiatives reflect the voices of the region.

• May support creation of quality Affirmative Action plans to meet regulatory requirements; regularly review and update to ensure compliance and reflect the company’s commitment to IDE.

Employe