Manager, Organizational Design & Employee Experience

Medical Guardian•Philadelphia, PA

2h•Hybrid

About The Position

As our organization continues to grow, we are expanding the HR function to focus more intentionally on the design and delivery of the employee experience. This role is responsible for shaping how culture, enablement, and performance come together across the company- building the systems and programs that help people do their best work as we scale. This is a hands-on role for someone who enjoys building, iterating, and making things better over time. Partnering closely with leaders across the organization, this position uses HR data, workforce insights, and employee feedback to guide decisions, strengthen manager effectiveness, and improve engagement and retention. Success in this role requires curiosity, follow-through, and comfort working with data to turn insights into action. This role is ideal for someone who enjoys building, refining, and scaling programs, with an emphasis on turning ideas into delivered outcomes.

Requirements

7+ years of progressive HR experience, with a focus (5+ years) on organizational development, talent management, workforce strategy, employee engagement, or people strategy
Experience supporting a mid-size or scaling organization (approximately 500+ employees) with diverse employee populations, including front-line hourly and exempt employees.
Experience working in an organization that supports remote, hybrid, and onsite employees concurrently.
Advanced proficiency in Excel, data visualization, and survey analytics.
Familiarity with process automation tools (e.g., Microsoft Power Automate).
Hands-on experience with eNPS, workforce metrics, and qualitative feedback
Working knowledge of Asana, SharePoint, and modern collaboration tools.
Strong written and verbal communication skills, with experience supporting change management.
Ability to work onsite Tuesdays and Wednesdays.

Nice To Haves

Degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business, or related field, preferred.

Responsibilities

Lead organizational design initiatives to support scaling teams and evolving business needs.
Own company-wide talent assessment processes, including reviews, goal setting, 9-boxing, talent calibration, succession planning, and follow-up action planning.
Partner with leaders to translate talent insights into development actions, readiness planning, and follow-up.
Develop and maintain skill-mapping, job architecture, and salary banding frameworks.
Support change management and internal communications related to HR programs, org changes, and system updates.
Partner with VP on development of employee experience strategy, connecting culture, engagement, development, and enablement efforts.
Design and implement engagement strategies that support remote, hybrid, onsite, front-line hourly, and exempt employee populations.
Own the quarterly eNPS process, including survey design, outreach, analysis, reporting, and action planning.
Analyze engagement, retention, and workforce trends to proactively identify risks and opportunities.
Own and manage Glassdoor and Indeed strategy to support employer brand and talent attraction.
Manage the employee suggestion box, including trend analysis and follow-through.
Own the planning and coordination of employee-facing communications related to culture, engagement, and HR programs, ensuring clarity, consistency, and alignment with company values.
Identify organizational skill gaps and training needs across people leaders and employees.
Design and deliver manager training and enablement programs focused on performance, feedback, communication, and accountability.
Continuously improve the performance management tools and processes to support clarity and consistency across the organization.
Design, plan, and manage corporate responsibility and volunteer programs, including in-person and virtual activities.
Own and maintain a calendar of HR-programmed activities and events, ensuring balanced and inclusive engagement throughout the year.
Support wellness programs by partnering with internal stakeholders and the benefits broker to analyze data and drive targeted communication and engagement strategies.
Partner and support employee relations matters as needed
Surface themes and insights from HR data, surveys, and feedback channels to inform leadership decisions.