Employee Experience Manager

Owen Ames Kimball • Fort Myers, FL

86d • $70,000 • Onsite

About The Position

Reporting to the President in the Florida division, the Employee Experience Manager is responsible for creating a positive and engaging work environment that enhances the overall experience of employees throughout their lifecycle within the company.

Requirements

• Bachelor’s degree in Human Resources, Organizational Development/Communication or a related field and 4-6 years of experience in Human Resources, employee engagement, learning and development, organizational development.
• Cultural Awareness: Sensitivity to diverse backgrounds and ability to promote inclusive workplace. Ability to build and maintain positive relationships with employees at all levels.
• Eye for Details: Accuracy is critical for success in this role. Candidate must have superior organizational, communication (both written and verbal) and decision-making skills.
• Tech-know-how: Proficient in Microsoft Office, Experienced using HRIS (BambooHR preferred), employee engagement platforms, learning management systems, and similar software.
• Trust: Our clients return to O-A-K because we are honest, genuine, and authentic; our sense of integrity guides our work. This is simply who we are, and this is what we expect from each and every person at O-A-K. Candidate must be able to maintain confidentiality and use discretion in dealing with sensitive matters.
• Embodiment of our corporate values: Choosing what’s right, every time; A can-do attitude: A personal sense of responsibility; People who value people.

Responsibilities

• Talent Acquisition Coordination: Oversee lifecycle of talent requisitions. Collaborate with leadership to determine hiring needs, post and manage requisitions, prepare contingent offer packages and process hiring-related paperwork. Facilitate requisition meetings with hiring leads on a regular basis to ensure a smooth and efficient application and hiring process. Maintain accurate and up-to-date candidate records in the applicant tracking system. Coordinate assessments and send timely status follow up communication to candidates. Develop and implement recruiting strategies to attract top talent. Source candidates through various channels, including job boards, social media, and employee referrals. Develop and manage contracts and referrals from third party recruiters. Work in coordination with recruiters to prescreen candidates and coordinate interviews.
• Onboarding, Offboarding and Talent Integration: Manage and update comprehensive onboarding program to integrate new employees into company culture and their roles. Initiate and manage; pre-hire onboarding communication with new hire and staff, preemployment onboarding experience in HRIS, preemployment paperwork and testing. Work in coordination with IT and Hiring Managers to set up necessary technology, tools, workspace, and other resources needed for new hire. Facilitate new hire orientation and process required documentation. Track new hire 90 day retention surveys and report responses to leadership. Communicate employee separations, coordinate offboarding tasks, conduct exit interviews and share feedback with leadership.
• Employee Engagement: In collaboration with leadership, design and implement strategies to increase employee engagement, work enablement and job satisfaction. Support employee-centric events, activities, and initiatives that promote a positive workplace culture. Participate in career fairs and promote employer brand at external events. Proactively promote employee success and recognition efforts.
• Mentorship/Internship Program: Develop, implement, and manage division intern and mentor programs. Coordinate with various departments to identify intern opportunities and mentor pairings. Oversee recruitment, onboarding, and orientation of interns. Establish and maintain mentorship guidelines and best practices to foster effective mentor-mentee relationships. Gather feedback from employees to continuously improve programs and ensure they align with company goals and values.

Benefits

• An attractive compensation and benefits package including competitive salary, 401k profit sharing arrangement, paid time off, health care benefits and more.
• Working with great people. At O-A-K, our close-knit, supportive culture is one of the most rewarding aspects of working here. We’re proud of our low turnover and a team environment where we genuinely enjoy what we do—and have fun doing it!
• The ability to make a difference. At O-A-K, our size and culture foster a workplace where your hard work and contributions are recognized and rewarded. You’ll have the satisfaction of seeing our efforts reflected in the communities where we live, work, and making a lasting impact you can be proud of.
• Variety of work tasks. The person in this position enjoys a wide variety of tasks and interfaces with several departments. No two days are the same. The work tasks are exciting.
• Stable, reputable company. O-A-K was founded in Grand Rapids in 1891. We work with a wide variety of clients and markets throughout Colorado, Florida, and Michigan with an average volume of $400+million worth of construction projects each year.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Number of Employees: 101-250 employees