Employee Experience & Culture Analyst

Camping World•Chicago, IL

3d•$56,700 - $87,000•Hybrid

About The Position

Camping World & Good Sam is seeking a driven and innovative Employee Experience & Culture Analyst to join our Talent team. In this role you will be the key partner to develop, build, and implement our approach to a managed employee experience, with a special focus on onboarding and culture programs . This role will work closely with the Program Manager, Culture & Employee Experience, and will report to the Director, Talent Management & Employee Experience. This role is onsite or hybrid (three days a week) at our corporate offices in Lincolnshire, or Chicago, IL. Weekly presence in Lincolnshire, IL required.

Requirements

Effectively manage multiple high-priority projects simultaneously, prioritizing demands while working under deadlines and pressure in a fast-paced, high-growth environment.
Ability to seamlessly integrate into cross-functional teams, building & maintaining individual relationships while motivating the full team to deliver on objectives.
Comfortable rapidly switching between strategic and operational levels, such as ideating solutions and rapidly assessing requirements to operationalize.
Demonstrates a growth mindset through an appetite for calculated risks, innovating on stagnant processes, and giving/receiving feedback gracefully.
Comfort operating in ambiguous settings, making sense from noisy feedback channels, and with the confidence to propose solutions.
Ability to manage conflict productively through humble disagreement, problem assessment, negotiating compromise, and maintaining respectful relationships.
High emotional intelligence and the ability to recognize the power of their language, engaging others with a positive and solution-focused tone and demeanor.
Skilled at directing activity, motivating individuals/teams to deliver against objectives, and efficiently addressing roadblocks and bottlenecks.
Problem solving skills with the ability to identify root causes, develop practical solutions, and work in collaboration across the organization to address strategic, operational, and any other roadblocks to success.
Willingness and ability to adapt to change quickly, with enthusiasm and resourcefulness when tackling unfamiliar tasks and requests.
Communicate information in a clear, concise, and compelling manner, orally and in writing, in a style, tone, and manner appropriate for the audience.
Puts human-centered design/design-thinking principles into practice to create effective solutions and to deliver against the source of the business challenge.
Strong business acumen, effective consultative techniques, problem-solving skills, and confidence to recommend and deliver solutions.
Resourceful and energized by new challenges and opportunities.
Perform with the highest degree of integrity and confidentiality whilst following through on commitments.
Bachelor’s degree in HR, I/O Psychology, Organization Development, or related field preferred.
Minimum of 3 years managing programs and/or projects within the HR or Talent space, with experience managing cross-functional project teams.
Demonstrated experience leveraging structured project management and/or change management systems (Ex: ADDIE/Agile, ADKAR/Kotter)
Demonstrated experience leading with human-centered design principles through a demanding program development cycle.
Track record of designing intelligent metric-driven approach to measuring success and iterating on past deployments.
Ability to remain in a stationary position for a prolonged period.
Capable of lifting and carrying 25 pounds short distances.
Consistently operates a computer, phone, and other office machinery.
Willing to spend 5-10% of the time traveling for business.

Responsibilities

Day-1 Orientation : You will be responsible for co-designing and implement the company’s approach to orientation, as well as the continuous improvement of all day-1 programming for new hires joining our corporate teams virtually or from one of our corporate facilities. This role oversees the smooth operation of welcoming and orienting our new hires, leading the orientation program from the Lincolnshire office. You will proactively partner with HR partners and functional leaders to understand content areas critical to the successful orientation of new team members, and use sound judgement to continuously improve the delivery of the program as new requirements emerge.
Onboarding Programs: Research, inform, and support the development of our onboarding programs across the enterprise. Identify gaps in the new hire experience, and create the tools and mechanisms to drive continuous improvement. Collaborate across teams to recommend and deploy self-guided onboarding learning paths, using Workday Learning or similar. Centering critical roles in the design process you will recommend and drive the development of modular onboarding paths, meeting the unique demands of job groups such as managers, and leaders of leaders. Align onboarding initiatives to strategic priorities and support the rapid early development of new talent in critical roles across the organization.
Company Culture Programs : Support the development and implementation of all enterprise company culture programs. Champion programs centered on recognizing behaviors aligned with our company Values, and ensure the seamless ongoing management of related programs. Acting as the SME coordinate across HR and the business to introduce and drive a cadence of recognition, scaling our services to meet the appetite. Ideate and inform the proposal for new programs, ultimately managing the ongoing administration of any systems, processes, or project teams to achieve against agreed to timelines.
System Management : Leverage existing technical architecture (Workday, Microsoft Productivity Suite, etc.) to embed and enhance programs critical to the employee experience. Partner with the Director of Talent and Employee Experience, and appropriate technical teams, to recommend system design in support of key projects in your domains of expertise. Act as a partner to the director and the business, for strategy, implementation support, and change management related to operations, business processes, security, and data integrity within key technical applications.
Program Measurement : Establish and implement standards to measure the effectiveness of our onboarding and recognition practices, including the identification of KPIs and mechanisms critical to measuring success. Collect and help analyze quantitative and qualitative data to provide insights into existing practices, identify gaps, and recommending adjustments to strategy where appropriate to meet organizational needs. Communicate critical success metrics with HR and other stakeholders, recommending focal areas for overall improvements or supporting individual business segments.