Employee Experience Manager at Food For Education

About the Role

The Employee Experience Manager is a strategic leadership role that focuses on designing and implementing an attractive employee value proposition strategy (EVP) geared towards making Food For Education a great place to work.

Responsibilities

Employee Value Proposition Strategy

• Responsible for defining, implementing, and managing the organization’s EVP strategy to attract, engage, and retain talent.
• Design and articulate the organization’s EVP aligned to business goals, culture, and employee experience.
• Conduct research (internal surveys, focus groups, exit interviews, external benchmarking) to define what makes the organization unique as an employer.
• Ensure EVP reflects both employee expectations and organizational values.
• Work-Life Balance: Design programs and policies that support a healthy balance between professional and personal life leading to a highly productive and engaged workforce
• Ensure EVP is embedded in recruitment strategies to attract high-quality candidates.
• Partner with recruiters and hiring managers to communicate EVP consistently during the hiring process.
• Develop targeted campaigns for different talent segments (graduates, experienced hires, niche skills).

Employer Branding

• Translate EVP into strong employer brand messaging and campaigns.
• Collaborate with marketing, communications, and talent acquisition teams to showcase EVP on career sites, job descriptions, social media, and recruitment materials.
• Partner with external vendors or agencies to enhance employer brand visibility
• Diversity, Equity & Inclusion (DEI) Integration - Ensure the EVP reflects the organization’s commitment to DEI.
• Collaborate with DEI teams to build initiatives that resonate with diverse talent groups.

Culture Transformation Initiatives

• Design and drive the organization’s culture transformation roadmap aligned to business strategy and values.
• Define the target culture and develop actionable initiatives to close gaps between current and desired states.
• Facilitate workshops, listening sessions, and focus groups to capture employee feedback and foster ownership.
• Partner with HRBPs to ensure culture initiatives are integrated into onboarding, performance management, learning, and recognition.
• Champion employee well-being and inclusion as part of the culture shift.

Reward and Recognition 

• Oversee compensation frameworks, benefits programs, and non-monetary reward systems.
• Ensure pay and benefits are competitive, equitable, and aligned with market benchmarks.
• Regularly review reward structures to maintain fairness and compliance.
• Design and manage recognition programs that celebrate employee achievements, milestones, and behaviors aligned with company values.
• Drive adoption of peer-to-peer, manager-led, and company-wide recognition platforms.
• Promote inclusive recognition that reflects diverse employee contributions.

Employee Engagement and Communication

• Work with HR and business leaders to ensure the EVP is reflected throughout the employee lifecycle—from onboarding to retention.
• Champion initiatives that enhance employee well-being, career development, and recognition, ensuring they align with the EVP
• Lead employee engagement initiatives to align staff interests with business objectives, leveraging insights from employee engagement discussions to enhance engagement strategies.
• Ensure clear and effective HR communication, managing employee engagement campaigns and aligning them with global HR messaging.

Employee Policies and Procedures

• Actively review, update, and implement employee policies and procedures to ensure compliance and relevance.Conduct and manage workplace investigations in a fair, timely, and confidential manner
• Oversee the disciplinary process across the organization, ensuring consistency, fairness, and alignment with employee practices and legal requirements.
• Administer and track case management, ensuring timely resolution of employee issues and accurate record-keeping.
• Lead and manage the exit interview process, analyze feedback, and compile reports to provide insights for improving employee retention and workplace practices.

Does this sound like you? 

• Degree in Human Resources, Psychology, Business or any other related field
• At least 5 years of work experience, working preferably as an employee experience manager.
• Vast experience in employee experience, employee relations and engagement. 
• Proven expertise in aligning HR strategies with business objectives.
• Strong knowledge of employment legislation and best practices.
• Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives
• Strategic thinker with keen attention to detail and a strong ability to execute strategy.
• Solutions-oriented with a positive, 'can-do' attitude, able to prioritize tasks, and navigate shifting demands effectively
• Passionate commitment to F4E’s vision and values
• Collaborative mindset, a can-do attitude and the ability to work across departments effectively
• Strong analytical, written, and leadership skills with a focus on meeting deadlines.