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| No |\n| On Call Commitment? | No |\n| Delegated Authority | None |\n\n\n| Purpose of Role |\n| --- |\n| • Taking day to day responsibility for leading recognition and employee engagement, this role will bethe primary input into the employee experience strategy using data and insights, along with significant experience of the employee lifecycle to drive forward and bring to life, the employee engagement agenda.\u003Cbr>• The primary lead for the design, delivery and implementation of engagement measures the role holder will play a central role in helping the business understand the engagement results , building realistic action plans and leading the journey to improvement.\u003Cbr>• The role also leads the development and delivery of recognition activity and events to drive forward a culture of recognition. |\n\n\n| Key Accountabilities |\n| --- |\n| • Develop the details of the employee experience strategy, including bringing to life the benefits to provide a framework in which all engagement and recognition activity can be managed and delivered\u003Cbr>• Introduce and manage a programme management approach (including plans, milestones, deliverables, benefits, stakeholder mapping and benefits realisation) a to give oversight and co-ordination to the workstreams across the business contributing to the delivery of the employee experience strategy\u003Cbr>• Establish the drivers for engagement and the correlation between engagement and business performance measures using information from the workstreams in the engagement programme and from surveys. Use the drivers and correlation information to determine the priority of work to increase engagement |\n\n\n| • Manage the development of an approach for HRBPs and potentially local engagement champions to work with business areas to increase engagement through identifying engagement drivers, planning and the deployment of appropriate tools.\u003Cbr>• Develop the employee and people manager communications approach to drive clear and consistent messaging to the workforce that is aligned to the business strategy, reinforces the culture, behaviours, the everyone and engagement strategies as well as the overall AWC brand.\u003Cbr>• Develop strong working relationships internally and externally with key stakeholders (including workstream leads) to influence decision making, priorities and resource allocation to deliver the engagement strategy effectively.\u003Cbr>• Support the Recognition and Engagement manager with the design, and develop the annual survey and pulse surveys to maximise completion, ensuring that the survey remains fit for purpose.\u003Cbr>• Design / organise recognition events for the business to support engagement and activity around our organisational values. |\n| --- |\n| Key Relationships and Interfaces |\n| • This role will lead employee experience across the whole organisation, they must work with executives, managers and People team colleagues alike to achieve results. They will also work very closely with the internal communications team.\u003Cbr>• In order to stay abreast of best practice and emerging trends the individual must be well networked, able to communicate with suppliers, industry experts and industry peers in a constructive way to gain and share ideas. |\n| Person Specification (select essential/desirable in left hand column, list essentials first, insert rows if needed) |\n| Knowledge and Experience Essential An expert in bringing the employee lifecycle to life to enable engagement interventions. Essential An expert in cultural diversity and changes in employee attitudes and engagement in recent times Essential A high degree of knowledge in using employee data and insights in strategic and oper","cbCaibMVyffxUuhV","https://ap.wps.com/l/cbCaibMVyffxUuhV","pdf",66741,"English","# Role Profile\n## Purpose of Role\n## Key Accountabilities\n## Key Relationships and Interfaces\n## Person Specification\n## Safety & Environmental Responsibilities","[{\"question\":\"What is the primary purpose of the Employee Experience Manager role?\",\"answer\":\"To lead day-to-day recognition and employee engagement, using data and employee lifecycle experience to shape and advance the employee experience strategy and engagement agenda.\"},{\"question\":\"Which responsibilities support engagement strategy delivery?\",\"answer\":\"Developing the employee experience strategy details, running a programme management approach with plans and milestones, and establishing engagement drivers and their correlation with business performance measures.\"},{\"question\":\"How does the role handle recognition and surveys?\",\"answer\":\"It leads recognition activity and events, supports design of annual and pulse surveys to maximize completion and maintain survey fit for purpose, and develops communications to ensure clear, consistent messaging to the workforce.\"}]","Role Profile - Employee Experience Manager | PDF",1789342935]