Manager, Organizational Design – Employee Experience

Role Overview

• Lead organizational design initiatives to support scaling teams and evolving business needs.
• Own company-wide talent assessment processes, including reviews, goal setting, 9-boxing, talent calibration, succession planning, and follow-up action planning.
• Partner with leaders to translate talent insights into development actions, readiness planning, and follow-up.
• Develop and maintain skill-mapping, job architecture, and salary banding frameworks.
• Support change management and internal communications related to HR programs, org changes, and system updates.
• Partner with VP on development of employee experience strategy, connecting culture, engagement, development, and enablement efforts.
• Design and implement engagement strategies that support remote, hybrid, onsite, front-line hourly, and exempt employee populations.
• Own the quarterly eNPS process, including survey design, outreach, analysis, reporting, and action planning.
• Analyze engagement, retention, and workforce trends to proactively identify risks and opportunities.
• Own and manage Glassdoor and Indeed strategy to support employer brand and talent attraction.
• Manage the employee suggestion box, including trend analysis and follow-through.
• Own the planning and coordination of employee-facing communications related to culture, engagement, and HR programs, ensuring clarity, consistency, and alignment with company values.
• Identify organizational skill gaps and training needs across people leaders and employees.
• Design and deliver manager training and enablement programs focused on performance, feedback, communication, and accountability.
• Continuously improve the performance management tools and processes to support clarity and consistency across the organization.
• Design, plan, and manage corporate responsibility and volunteer programs, including in-person and virtual activities.
• Own and maintain a calendar of HR-programmed activities and events, ensuring balanced and inclusive engagement throughout the year.
• Support wellness programs by partnering with internal stakeholders and the benefits broker to analyze data and drive targeted communication and engagement strategies.
• Partner and support employee relations matters as needed
• Surface themes and insights from HR data, surveys, and feedback channels to inform leadership decisions.

Requirements

• 7+ years of progressive HR experience, with a focus (5+ years) on organizational development, talent management, workforce strategy, employee engagement, or people strategy
• Experience supporting a mid-size or scaling organization (approximately 500+ employees) with diverse employee populations, including front-line hourly and exempt employees.
• Experience working in an organization that supports remote, hybrid, and onsite employees concurrently.
• Advanced proficiency in Excel, data visualization, and survey analytics.
• Familiarity with process automation tools (e.g., Microsoft Power Automate).
• Hands-on experience with eNPS, workforce metrics, and qualitative feedback
• Working knowledge of Asana, SharePoint, and modern collaboration tools.
• Strong written and verbal communication skills, with experience supporting change management.
• Degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business, or related field, preferred.
• Ability to work onsite Tuesdays and Wednesdays.

Benefits

• Health Care Plan (Medical, Dental & Vision)
• Paid Time Off (Vacation, Sick Time Off & Holidays)
• Company Paid Short Term Disability and Life Insurance
• Retirement Plan (401k) with Company Match