Senior Manager, Employee Experience

Brink's Inc•Coppell, TX

About The Position

The Senior Manager, Employee Experience is responsible for designing, leading, and continuously improving programs that strengthen culture, connection, engagement, and belonging across the organization. This role will serve as a key driver of the employee experience strategy to create meaningful experiences across the employee lifecycle.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Communications, Business, or related field required; advanced degree or relevant certification preferred.
7+ years of progressive experience in employee experience, culture, engagement, HR programs, organizational development, internal communications, CSR, or related areas.
Experience designing and managing enterprise-wide or global programs, ideally in a complex, matrixed organization.
Demonstrated experience with employee engagement surveys, employee listening strategies, action planning, and insight reporting.
Strong project management, stakeholder management, communication, facilitation, and change management skills.
Ability to synthesize data, employee feedback, and business needs into actionable recommendations and practical solutions.

Nice To Haves

Experience supporting ERGs, inclusion and belonging initiatives, CSR programs, employee giving, or Foundation-related activities preferred.

Responsibilities

Lead enterprise culture initiatives that reinforce the company’s purpose, values, leadership expectations, and desired employee experience.
Develop and execute culture programs that support day-to-day business priorities, employee connection, recognition, and organizational alignment.
Partner with HR, communications, and business leaders to support culture workstreams related to enterprise initiatives including employee connection, leadership alignment, and cultural activities.
Translate employee insights and business priorities into practical programs, tools, communications, and experiences that drive engagement and belonging.
Provide strategic support for Employee Resource Groups, including governance, annual planning and programming.
Partner with ERG leaders and executive sponsors to ensure ERG priorities align with business objectives, culture goals, talent priorities, and employee needs.
Identify opportunities to strengthen employee connection, inclusion, and community through ERG programming and broader employee experience initiatives.
Lead or support the company’s employee listening strategy, including engagement surveys, pulse surveys, focus groups, listening sessions, and other feedback mechanisms.
Partner with HR and business leaders to interpret survey results, identify themes, develop global action plans, and track progress against engagement priorities.
Promote a culture of listening, responsiveness, and accountability by helping leaders take meaningful action and close the feedback loop with employees.
Support corporate social responsibility programs that strengthen employee pride, community impact, and connection to the company’s values.
Manage and improve employee giving, volunteerism, matching gift, and donation programs, including employee communications, participation campaigns, reporting, and process improvements.
Identify opportunities to integrate CSR activities into broader employee experience, culture, engagement, and recognition strategies.
Manage employee experience programs (e.g. Onboarding, Recognition) from strategy and design through execution, measurement, and continuous improvement.
Build strong partnerships across HR, Communications, Legal, Finance, CSR, business leadership, and regional teams to align priorities and deliver high-quality employee experiences.
Develop communication materials, playbooks, toolkits, leader guides, program calendars, and reporting materials to support consistent execution.
Use employee feedback and program data to identify pain points, simplify processes, and create more consistent, engaging, and scalable employee experiences.