• Employee Experience Manager (Human Resources)

    Job Location
    United States-IL-Rolling Meadows
    Work Status
    Full-Time
    Department
    Human Capital Group
    FLSA Status
    Exempt
    Requisition ID
    2018-1976
  • Start a Rewarding Career with Alliant

    Why Alliant?

    We’re not a typical financial institution – we’re better. We’re an innovative, fun-loving, highly-engaged group of professionals that are committed to our company and the communities we do business in. We love to recognize and celebrate each other.

     

    Over 90% of our employees say we are a great workplace that is focused on our mission, vision and the future of banking.

     

    What will your day look like?

    You will serve as an internal consultant and cultural hallmark champion for all related Human Capital programs that support improved employee experience and workplace effectiveness. The Employee Experience Manager is responsible for the thought partnership, evaluation, design, education and adoption of programs to include new hire employee enculturation, new leader onboarding, strengths performance coaching, individual and workgroup intervention strategies, career and capability development, succession planning, high-performing leaders and teams, leadership learning and development, diversity and inclusion, and enterprise change leadership capability.  Additionally, the incumbent strives to deeply understand complex business strategies and employee experience opportunities across business units, and prescribes and facilitates the individual talent optimization and workforce effectiveness strategies where required. Resources to do the job require strong organization and planning skills, a passion for continuous improvement and the cultivation of an outstanding work environment, ability to influence and earn the trust of business leaders and their teams to take action. This position reports to the Director, Talent Strategy.   

    Responsibilities

    Do you see yourself doing this?

    • Provide thought partnership to leaders by recommending research-based approaches and solutions that improve employee engagement and leverage the talent and strengths of our human capital assets
    • Drive engagement and leverage the diverse inclusion of talent at all levels of the organization by diving deep to understand business goals, constraints, strengths, and opportunities
    • Lead and/or participate in strategic workforce planning sessions and provide recommendations to leaders on target operating model that maximizes workforce effectiveness
    • Partner with leaders to create and/or update job descriptions to ensure accurate reflection of job duties and required training/experience
    • Manage and evaluate requests regarding title and compensation changes ensuring alignment with our long-term business strategy
    • Provide coaching and mentoring to leaders that is aligned to our strength based, engagement focused, performance oriented leadership expectations
    • Partner with Human Capital leadership in the management and facilitation of employee onboarding and cultural introduction to the Credit Union
    • Work with the organization’s leaders to ensure new hires are effectively integrated into their team in a positive, organized and meaningful manner
    • Manage new leader onboarding and cultural hallmark adoption practice
    • In partnership with Human Capital leaders, support the evaluation, design, and deployment of Alliant’s Employee Value Proposition framework
    • Collaborate with Human Capital colleagues on recognition and workplace activities that secure and advance organizational experience and effectiveness
    • Conduct employee exit interviews, identify trends, devise and implement action plans for increasing retention, enhancing the employee experience and improving organizational effectiveness
    • Partner with leaders on the development of corrective action and implementation of performance improvement plans
    • Oversee the design, education, deployment and adoption of workforce competencies, and associated evaluative criteria, required to effectively deliver on business results
    • Support the enterprise organizational talent review and succession planning activities/experience
    • Administer the Credit Union’s 360 degree feedback processes in support of leadership and management practice development
    • Responsible for building leadership capability across all levels of the organization
    • Support the outputs from the organizations Talent Review, Succession Planning and Individual Development Planning (IDP) by identifying/securing development programs that narrow competency gaps and enable the organization to achieve its strategic goals
    • Partner with managers to identify leadership and organizational development needs and to conduct learning needs assessments
    • Design and conduct participant survey and feedback sessions to gather insight for the enhancement of future learning/training opportunities.
    • Design and conduct performance, job and task analyses, leveraging analytical insights for informed workforce engagement investments
    • Facilitate and/or audit classroom, seminars, workshops and soft skill training for enterprise leaders and their teams
    • Participate in the assessment and design of OD intervention resources that secures the organization’s cultural hallmarks
    • Identify and implement leading practices in Learning & Development through benchmarking, networking, and industry knowledge
    • Survey the external market and negotiate with a cadre of third-party resources for effective, dynamic and contemporary learning & development/coaching resources for the organization.
    • Lead/participate in enterprise projects and the shared leadership and proliferation of a well-coordinated Human Capital portfolio of work

    Qualifications

    What makes you a great fit?

    You’ll be a great fit if in addition to the completion of a Bachelor’s degree in Human Resources, Education, Organizational Development or a related field (Master’s degree preferred), with 8+ years’ HR experience with a focus in leadership development, you also have:

    • 2 or more years’ experience in performance management and employee relations
    • Ability to influence at all levels of the organization
    • Ability to create strong, cross-functional working relationships
    • Expertise in coaching for performance improvement
    • Strong written / verbal communication and organizational skills
    • Excellent interpersonal skills and ability to create and cultivate productive business partnerships
    • High level proficiency in Microsoft Product Suite
    • Demonstrate analytical curiosity; proactively seek solutions and present recommendations that drive improved business outcomes

    When you’re happy, we’re happy!

    As a thank you for joining our team, you’ll benefit from:

    • Competitive medical, dental, and free vision benefit
    • Competitive compensation plan
    • Contributions towards gym memberships
    • Generous PTO and banking holidays off

    Still not convinced?

    We’re on the list of 100 Best Medium Companies to work for, check it out here. For more details you can also visit our Glassdoor and LinkedIn profiles.

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