People Experience Manager

Description

I. Job Purpose:

The People Experience Manager leads BIG Construction in cultivating a work environment that embodies our core values of DRIVE, TRUST, IDEAS, and BUILD. This role is dedicated to establishing a culture of commitment to relationship-driven success and the highest standards of quality. By spearheading initiatives that enhance employee engagement, satisfaction, and growth, the People Experience Manager ensures that BIG Construction is not just a place to work, but a place to thrive and innovate.

II. Key Responsibilities:

• Employee Experience Strategy: Partner with various teams to create and      execute a comprehensive employee experience strategy that aligns with BIG      Construction’s objectives, focusing on boosting employee engagement, satisfaction,      and productivity. DRIVE initiatives that foster a positive work      environment.
• Rotational Talent Program: Create and manage a      rotational talent program that encourages professional growth and skill      diversification, reflecting our commitment to BUILDing the careers of our      employees, enhancing their experience and aligning career growth with      organizational needs.
• Talent Acquisition: Formulate      and implement strategies to enhance the candidate experience and attract      top talent. Contribute to employer branding efforts, including crafting      compelling job descriptions, career pages, and social media content.      Collaborate with hiring managers to ensure a consistent and positive      candidate experience. Identify and implement improvements in recruitment      practices to enhance the quality and diversity of the candidate pool.
• Culture Development: Champion the development      and maintenance of a positive organizational culture that supports      collaboration, innovation and continuous education. Be an ambassador for our core values      with an emphasis on IDEAS that challenge the status quo. BUILD a culture of teamwork and TRUST.
• Career Progression: Design and personalize      career development plans, facilitating a culture of continuous learning      and growth where every employee feels valued and equipped to contribute      their best. Support managers in      providing ongoing feedback and coaching.
• Compensation, Benefits, and Payroll: Ensure      accurate and timely processing of payroll and benefits. Provide direction      on compensation strategy, salary and benefits benchmarking, and incentive      programs. Stay informed on relevant labor laws and regulations to ensure      compliance.
• Employee Engagement Programs: Develop      and manage programs that encourage team-member well-being and engagement,      such as recognition and rewards, employee surveys, mentorship programs,      and social events. Continuously assess the effectiveness of such      initiatives and make improvements, as needed. Stay informed on industry      trends and bring IDEAS to the Leadership Team for consideration.
• Internal Communication: Create      and employ effective internal communication methods to ensure employees      are well-informed, connected, and have a voice within the organization. Use      various communication channels to promote transparency, support, and a      sense of belonging.
• Employee Feedback and Insights: Institute      tools for collecting employee feedback and insights, such as pulse      surveys, focus groups, and one-on-one conversations. Use this information      to recognize trends, areas for improvement, and present recommendations to      the Leadership Team. 
• Performance Management: Collaborate      with supervisors and managers to develop and implement performance      management processes and tools that align with the organization’s values      and goals. Advocate for a culture of continuous feedback and growth.
• Performance Review Program: Create      and implement a comprehensive 360-degree evaluation program to provide      employees with well-rounded feedback from peers, supervisors, and      subordinates. Ensure the program is structured to BUILD a culture of      continuous improvement and TRUST.
• Safety and Well-being Initiatives: Establish      and execute safety and well-being initiatives that focus on the physical      and mental well-being of all team members. Partner with cross-functional      teams to establish guidelines that foster a healthy, safe and positive work      environment. Promote understanding of and adherence to safety procedures,      emergency protocols, and compliance with applicable regulations. Adopt a      culture of well-being by organizing educational and wellness programs and      providing resources to support employee physical and mental health.
• Employee Resource/Experience Center:      Develop a centralized resource center that houses all HR-related policies,      procedures, and resources to enhance employee experience and      accessibility. Ensure the center is a hub for IDEAS and innovation.
• Leverage AI for HR Functions: Emphasize      the use of AI in recruiting, retention, and performance reviews to enhance      efficiency, accuracy, and data-driven decision-making in HR processes. Bring      innovative IDEAS for leveraging technology to improve HR functions.

Requirements

III. Qualifications & Experience Requirements:

· Bachelor’s degree

· 7 - 10 years in Human Resources

IV. Knowledge and Skills:

· Knowledge of employment-related laws and regulations

· Deep understanding of employee engagement practices and trends

· Strong emotional intelligence

· Disciplined and committed to excellence in all tasks

· Excellent verbal and written communication skills with the ability to relate to employees at all levels

· Upholding high ethical standards and maintaining confidentiality

· Strong problem-solving and critical thinking skills

· Experience working in the construction industry preferred

V. Dollar Limit Approval Thresholds (for applicable roles)

· Reference BIG Construction Employee Handbook 

 VI. Additional Eligibility Criteria:

· Regular communication with internal and external constituents is required, including occasionally outside of regular working hours.

· Must be legally authorized to work in the United States without restriction and/or company sponsorship.

VII. Physical demands:

· Ability to remain in a seated position for the majority of the day while in home office (between 70% -100% of work time) operating a computer, phone and other office equipment i.e., a copier and computer printer (between 70% -100% of work time)

· Ability to lift or move supplies, equipment, boxes, documents and materials weighing up to 40lbs (occasionally heavier than 40lbs) in office suite and/or at work sites (i.e. vendor sites, client sites, etc.)

· Must be able to communicate via phone, email, and in-person with colleagues and professional contacts (i.e. vendors, support service providers, etc.) for the majority of the day (between 70% -100% of work time)

VIII. Working conditions/Environment:

· May be required to work beyond office hours – some nights and weekends – as required by the needs of the department and this position as well as the needs of the organization.

IX. Disclaimer:

This job description reflects management's assignment of essential functions; and nothing in this herein restricts management's right to assign or reassign duties and responsibilities to this job at any time. The duties above are not to be considered a complete list of duties and responsibilities assigned to this position. Temporary modifications to provide reasonable accommodations do not waive any essential functions of the job requirements.