Manager, Employee Experience

Position Title: Manager, Employee Experience

Position Type: Regular Full-Time

Department: Global Human Resources

Location: Washington, DC - Hybrid (Tuesday and Wednesday in the office)

Contact: Corus International, Global Talent Acquisition, hrhq@corusinternational.org

Salary Range: $68,000 - $85,000 - $102,000

Corus International provides a competitive, growth-oriented, yet fiscally responsible compensation program. When determining an offer for employment, multiple factors are considered including relevant years of experience, education, skills, internal equity, and budget. Our overall approach is to target the minimum to midpoint for starting salaries, based on these factors.

Additionally, Corus provides a comprehensive and competitive employee benefit package to protect our valued and dedicated staff and their families. Our benefits include three medical plan options with comprehensive prescription drug coverage, low-cost dental coverage with 100% paid vision insurance. Corus also provides a generous retirement plan and PTO to include vacation, sick, holiday, parental, jury, international travel, and bereavement leave; employer-sponsored basic life/AD&D insurance; employee wellness incentives, and employee work/life balance and assistance programs.

Position Summary:

The Manager, Employee Experience is part of the Global Human Resources (GHR) team and is a critical member of the Employee Experience Center of Excellence. The Manager, Employee Experience is responsible for designing and implementing global initiatives that enhance employee engagement, foster a positive organizational culture, and align with Corus' values and strategic goals. This role collaborates closely with global HR Business Partners (HRBPs) to ensure programs are effectively localized and meet regional needs.

Responsibilities:

Drive Employee Engagement:

• Design and manage global employee engagement initiatives, including feedback mechanisms, surveys, and action planning.
• Develop and implement recognition programs to celebrate employee achievements and milestones to include the annual President's Award, Service Award and Special Performance Award programs.
• Support business units/department leaders in implementing action items targeting improved engagement.
• Serve as the administrator for Corus' global employee engagement platform, CultureAmp; ensuring system set up, running reports, and following up on survey responses. Provide support to global HR team with optimizing use of CultureAmp.
• Direct and administer Corus' performance management program, including goal setting, mid-year check-ins, 360° feedback, and year-end evaluation. Coordinate with Learning & Development manager on activities for the performance management process including drafting communications, creating presentation materials, preparing the performance feedback system, and deriving insightful data analytics to guide process improvement and needed trainings.

Implement Global Well-being and DEI Initiatives:

• Develop and execute well-being programs to support employees' mental, physical, and emotional health, in collaboration with HRBPs and other GHR team members.
• Champion diversity, equity, and inclusion (DEI) through global initiatives, ensuring alignment with Corus' values.
• Support the DEI Council in operationalizing DEI Road Map across the organization.

Promote Organizational Culture and Values:

• Lead efforts to foster a positive and inclusive organizational culture that aligns with Corus' mission and values.
• Actively promote Corus' values while also operationalizing business unit/dept shared values.
• Embed organizational values into employee engagement initiatives, communications, and programs.

Global HR Communications:

• Conceptualize, develop, and launch a Global HR newsletter, establishing it as a key communication tool to share updates, initiatives, and resources while fostering engagement and inclusivity across diverse global audiences.
• Lead HR-related communication strategies to enhance employee experience and to provide updates, including changes to policies, new initiatives, engagement survey results and actions, learning and development opportunities, and updates to employee recognition programs.

Collaborate with Global HRBPs:

• Partner with HRBPs to adapt global engagement and culture programs for regional relevance.
• Gather and incorporate feedback from HRBPs to refine initiatives and ensure successful implementation.

Measure and Report Success:

• Track program