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