About the Role

The Employee Experience Manager is a strategic leadership role that focuses on designing and implementing an attractive employee value proposition strategy (EVP) geared towards making Food For Education a great place to work.

Responsibilities

Employee Value Proposition Strategy

Responsible for defining, implementing, and managing the organization’s EVP strategy to attract, engage, and retain talent.

Design and articulate the organization’s EVP aligned to business goals, culture, and employee experience.

Conduct research (internal surveys, focus groups, exit interviews, external benchmarking) to define what makes the organization unique as an employer.

Ensure EVP reflects both employee expectations and organizational values.

Work-Life Balance: Design programs and policies that support a healthy balance between professional and personal life leading to a highly productive and engaged workforce

Ensure EVP is embedded in recruitment strategies to attract high-quality candidates.

Partner with recruiters and hiring managers to communicate EVP consistently during the hiring process.

Develop targeted campaigns for different talent segments (graduates, experienced hires, niche skills).

Employer Branding

Translate EVP into strong employer brand messaging and campaigns.

Collaborate with marketing, communications, and talent acquisition teams to showcase EVP on career sites, job descriptions, social media, and recruitment materials.

Partner with external vendors or agencies to enhance employer brand visibility

Diversity, Equity & Inclusion (DEI) Integration - Ensure the EVP reflects the organization’s commitment to DEI.

Collaborate with DEI teams to build initiatives that resonate with diverse talent groups.

Culture Transformation Initiatives

Design and drive the organization’s culture transformation roadmap aligned to business strategy and values.

Define the target culture and develop actionable initiatives to close gaps between current and desired states.

Facilitate workshops, listening sessions, and focus groups to capture employee feedback and foster ownership.

Partner with HRBPs to ensure culture initiatives are integrated into onboarding, performance management, learning, and recognition.

Champion employee well-being and inclusion as part of the culture shift.

Reward and Recognition 

Oversee compensation frameworks, benefits programs, and non-monetary reward systems.

Ensure pay and benefits are competitive, equitable, and aligned with market benchmarks.

Regularly review reward structures to maintain fairness and compliance.

Design and manage recognition programs that celebrate employee achievements, milestones, and behaviors aligned with company values.

Drive adoption of peer-to-peer, manager-led, and company-wide recognition platforms.

Promote inclusive recognition that reflects diverse employee contributions.

Employee Engagement and Communication

Work with HR and business leaders to ensure the EVP is reflected throughout the employee lifecycle—from onboarding to retention.

Champion initiatives that enhance employee well-being, career development, and recognition, ensuring they align with the EVP

Lead employee engagement initiatives to align staff interests with business objectives, leveraging insights from employee engagement discussions to enhance engagement strategies.

Ensure clear and effective HR communication, managing employee engagement campaigns and aligning them with global HR messaging.

Employee Policies and Procedures

Actively review, update, and implement employee policies and procedures to ensure compliance and relevance.Conduct and manage workplace investigations in a fair, timely, and confidential manner

Oversee the disciplinary process across the organization, ensuring consistency, fairness, and alignment with employee practices and legal requirements.

Administer and track case management, ensuring timely resolution of employee issues and accurate record-keeping.

Lead and manage the exit interview process, analyze feedback, and compile reports to provide insights for improving employee retention and workplace practices.

Does this sound like you? 

Degree in Human Resources, Psychology, Business or any other related field

At least 5 years of work experience, working preferably as an employee experience manager.

Vast experience in employee experience, employee relations and engagement. 

Proven expertise in aligning HR strategies with business objectives.

Strong knowledge of employment legislation and best practices.

Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives

Strategic thinker with keen attention to detail and a strong ability to execute strategy.

Solutions-oriented with a positive, 'can-do' attitude, able to prioritize tasks, and navigate shifting demands effectively

Passionate commitment to F4E’s vision and values

Collaborative mindset, a can-do attitude and the ability to work across departments effectively

Strong analytical, written, and leadership skills with a focus on meeting deadlines.