Manager, Employee Experience

Red Bull•Santa Monica, CA

31d

About The Position

The Manager, Employee Experience will report to the Sr. Director, Talent Experience & Development within the Talent department. This role is responsible for ensuring employees across all North American Red Bull entities feel engaged and supported by owning, designing, adapting, implementing, and managing scalable solutions across the end-to-end employee experience, from onboarding to offboarding. This role localizes and tailor's global frameworks, tools, and content for North America to meet local business and cultural needs, ensuring global talent philosophies are effectively embedded and brought to life. It also ensures consistency, scalability and a strong connection to Red Bull's culture and ways of working, strengthening retention and engagement.

Requirements

6 to 8 years of progressive HR/Talent experience, with strong focus on Employee Experience, Engagement, or Talent program management/implementation.
Bachelor's degree in Human Resources, a related field, or equivalent experience
Proven success in designing, implementing, and improving onboarding, engagement, and offboarding processes at scale.
Experience localizing global frameworks to fit regional needs while maintaining consistency.
Experience managing medium to complex projects with a focus on talent and employee experience.
Excellent written and verbal communication skills, with the ability to engage with and reach a variety of audiences.
Strong track record in using data and insights to improve employee experience, retention, and engagement.
Collaborative mindset with a history of leading cross-functional project teams.
Strong analytical skills to connect engagement and onboarding/offboarding data to Talent KPIs.
Skilled at enabling and advising TBPs, managers, and leaders to own experience practices.
Strong project management skills.
Adept at identifying trends, applying feedback, and benchmarking against best practices.
Strong ability to embed Red Bull values and culture into each phase of the employee experience.

Responsibilities

Own the design and continuously improve the end-to-end onboarding experience from pre-boarding to 12 months to accelerate ramp-up and strengthen early connection to Red Bull culture.
Design and manage tailored, seamless onboarding experience, processes, and resources while leading cross-functional partnerships with other Talent and business functions that touch onboarding.
Ensure alignment and optimization of onboarding communications through Enboarder workbooks, ensuring differentiated paths, communications, and touchpoints are impactful and aligned with entity nuances.
Oversee and drive the adoption of employee engagement through My Experience and Key Moments frameworks.
Build manager and leader capability to use engagement insights for meaningful, measurable action plans that increase engagement across the organization.
Track engagement participation and analyze quantitative/qualitative data from action planning and partners with Talent Planning & Analytics (TPA) to see correlation with Talent KPIs to link to business impact.
Partner with Global Talent to enable self-awareness at the individual level, driving individual accountability.
Own the design and management of a consistent offboarding experience for both voluntary and involuntary exits.
Partner with Talent Business Partners (TBPs), Talent Acquisition, and Talent Operations to ensure positive employee exit experiences.
Capture insights from exit surveys and interviews, analyze trends, and recommend actions to reduce turnover.
Track adoption and completion of surveys and the quality of qualitative feedback.
Act as a trusted advisor to the Talent team, managers, and leaders on strategies that strengthen engagement, retention and culture.
Builds alignment across functional and cross-functional partners to ensure the best employee experience is delivered.
Partner closely with Global Talent to bring the best employee experience to the region, leveraging global frameworks, content, and tools, and influence regional enhancement based on market insights.
Equip TBPs, managers, and leaders with the tools and resources that increase accountability to own the employee experience in their areas.
Create and maintain toolkits and resources to develop managers' capabilities to deliver against moments that matter.
Define and oversee success metrics and a measurement framework across the moments that matter in the employee experience.
Partner with TPA to analyze data and collaborate with TBPs to generate insights that show the business impact of experience and engagement initiatives.
Lead medium-to-complex local employee experience projects, ensuring timely delivery, appropriate cross-functional collaboration, and alignment with business priorities.
Oversee local improvement and innovation across the employee experience, providing regular recommendations to the Sr. Director, ensuring impact throughout the HR value chain.