We are looking for a passionate and strategic Employee Experience Program Manager to enhance the overall employee journey within our organization. This role will focus on designing, implementing, and managing programs that promote employee engagement, satisfaction, and well-being. The ideal candidate will have a deep understanding of employee experience principles, excellent project management skills, and a commitment to fostering a positive workplace culture.

HR Program Manager leads and manages various human resources initiatives and programs that drive organizational effectiveness and enhance employee engagement. Embodies the Memorial Health Values of Safety, Integrity, Quality, and Stewardship that support our mission and vision.

Education:

• Bachelor’s degree in human resources, Business Administration or a related field required. Ten years of applicable experience will be considered in lieu of required degree.

Experience:

• Minimum of 5 years’ experience in HR program management or related role
• Strong project management skills with demonstrated record of successfully leading and implementing initiatives.
• Exceptional communication and interpersonal skills, with the ability to build relationships across the organization.
• Exceptional communication and interpersonal skills, with the ability to build relationships across the organization.

Other Knowledge/Skills/Abilities: 

• Collaboration: Ability to work cooperatively and inclusively with other individuals and/or teams not formally lead; working together as opposed to working separately or competitively.
• Impact and Influence: Ability to persuade, convince, influence or impress others in order to get them to go along with or to support one’s opinion or position; able to understand others interests and motivations, in order to have a specific impact, effect, or impression on them and/or convince them to take a specific course of action.
• Initiative: Ability to identify a problem, obstacle or opportunity and then take action in light of identification to address current or future problems or opportunities. Initiative emphasizes proactively doing things and no simply thinking about future actions.
• Innovation: Ability to approach one’s work and the organization in new and breakthrough ways, including applying complex concepts, developing creative new solutions, or adapting previous solutions in promising ways.
• Performance Measurement: Ability to understand and use statistical and financial methods and metrics to set goals and measure clinical as well as organizational performance; commitment to and employment of evidence based techniques.
• Process and Quality Management: Ability to analyze and design or improve an organizational process, including incorporating the principles of high reliability, continuous quality improvement, and user-centered design.
• Project Management: Ability to plan, execute and oversee a multi-year project involving significant resources, scope and impact.
• Strategic Orientation: Ability to consider the business, demographic, ethno-cultural, and regulatory implications of decisions and develop strategies that continually improve the long-term success and viability of the organization.

1. Analyze, design, develop, implement, and evaluate assigned HR programs and initiatives, related to any of the formal HR functions and centers of excellence.

2. Effectively manages large and small-scale HR projects. Exercises good project management discipline and rigor in managing tasks, deliverables and needed resources. Completes projects within prescribed timeline and budget. Ensures all scope changes are evaluated, communicated and approved by the appropriate parties prior to implementation.

3. Collaborate with cross-functional teams to align HR programs with business objectives. Coordinates and synchronizes efforts across HR (i.e. COEs, HR Business Partners, Communications) to ensure programs and services in assigned area(s) are deployed in a system-wide, integrated, and consistent manner.

4. Utilize HR metrics and analytics to assess effectiveness of programs and make adjustments accordingly. Reports and analyzes metrics in order to understand utilization, impact and improvement opportunities. Prepare and present reports to HR leadership on program outcomes and impacts.

5. Serve as a key point of contact for program-related inquiries and facilitate communication between HR and other departments.

6. Build strong relationships with employees at all levels to gather insights and foster collaboration.

7. Identify training needs and develop resources to support assigned HR programs and initiatives. Conduct workshops and training sessions as needed.

8. Ensure HR programs comply with legal and organizational policies, promoting a culture of compliance and ethical behavior. Stay updated on HR trends and regulations to inform program development.

9. Maintains professional growth and development through continuing education, seminars, workshops and professional affiliations.

10. Perform other related work as required or requested.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.