Director, Employee & Workplace Experience

Safe Software

3d•CA$152,000 - CA$173,000•Hybrid

About The Position

Safe Software is looking for a Director, Employee & Workplace Experience to join our People & Culture team. As Director, Employee & Workplace Experience, you will build and own the function that makes life at Safe the kind of experience people write about on Glassdoor, talk about in interviews, and remember at their retirement party. This is a player-coach Director role reporting directly to the Chief People Officer. You will own both strategy and execution — setting the vision, building the programs, running the operations, and measuring what matters. You will partner closely with Marketing, the HRBPs, and the executive team, and you will lead a small team spanning employee experience, workplace, and facilities. This is not a support role. You will be the CPO’s right hand on anything that touches culture, belonging, and the story we tell about working here. We have an immediate opening and are excited to find the right candidate to join our team.

Requirements

You have spent 8+ years obsessing over how people feel at key moments whether those people were customers, users, or teammates.
You have built onboarding, culture, or experience programmes from scratch and you can show the outcomes, not just the process.
You think like a product designer, working in journey maps, personas, and feedback loops.
You have run internal communications with real editorial discipline.
You have defined or significantly evolved an Employer Value Proposition.
You have events or culture programming experience.
You use data fluently — eNPS, pulse surveys, and engagement metrics are your native language.
You have managed physical workplace or facilities at a growing company.
You can influence a leadership team without a mandate; you earn the room.

Nice To Haves

Experience at a global or multi-site company.
Experience partnering with Marketing on brand campaigns.
Community-building or ERG program experience.
A background in change management.
Experience leading DEI initiatives that produced measurable, not performative, outcomes.
You believe employee experience is not a cost centre but a competitive advantage — and you are done working for organizations that haven’t figured that out yet.

Responsibilities

Own the employee lifecycle as a product, from offer-accept to exit, with intentional design at every stage.
Redesign Day 1 and the 30/60/90-day onboarding journey with the rigor of a customer onboarding playbook: clear outcomes, emotional arc, and measurable engagement.
Build the recognition, milestone, and belonging programs that make Safers feel seen, not just compensated.
Lead the Fun Committee, hybrid working culture, and all life@Safe programming with a community-first rather than perks-first mindset.
Use data to lead: eNPS, Culture Guard, pulse surveys, and engagement trends tracked on cadence, not on demand.
Build and own Safe’s internal communications strategy — the cadence, channels, voice, and Safers-first protocol.
Translate leadership decisions, strategy shifts, and company milestones into clear, engaging, human messaging with no corporate speak.
Partner with the executive team to ensure every major announcement lands with context, not just content.
Design communications infrastructure that scales as we grow: all-hands rhythm, async comms standards, and the editorial calendar for Safers.
Define and embed Safe’s Employer Value Proposition — the story we tell about what it is really like to work here.
Own Glassdoor, LinkedIn Life, and all candidate-facing culture content in partnership with Marketing.
Build employer brand infrastructure ahead of EMEA and US hiring scale, so culture is exported intentionally rather than accidentally.
Turn our Glassdoor score from a passive asset into an active recruiting tool.
Build Safe’s DEI strategy from the ground up: goals, programs, ERGs, and reporting cadence.
Ensure equity is embedded in people processes rather than bolted on, partnering with People Ops and the HRBPs to make it structural, not symbolic.
Report quarterly to leadership and annually to the board.
Own the physical environment as part of the employee experience, with Surrey HQ setting the cultural standard for all Safe offices.
Directly manage the Facilities Manager and the events and workplace program.
Lead the events strategy: all-hands, offsites, global moments, and the cultural calendar.