Job Summary: Reporting to a Human Resources Director coordinates a variety of associate engagement initiatives including awards and recognition employee assistance program wellness programs workforce surveys and associate engagement communications.
Duties and Responsibilities:
– Serves as primary point of contact for assigned associate engagement initiatives and programs, providing guidance to Human Resources community, and all business units.
– Develops and implements strategies to build-out and improve NEXCOM’s engagement
programs by leveraging current tools and identifying new tools, such as satisfaction surveys, pulse surveys, identifying focus group studies and employee engagement analytics.
– Develops, coordinates and administers associate communication tools and content to improve human resources enterprise communications, including use of bulletin boards, department or “town hall” meetings, lunch-and-learns events, internet and intranet, information bulletins and email.
– Develop and maintain relationships with vendors and service providers. Communicate effectively with employees, management, and other stakeholders to ensure strategies are implemented properly and in accordance with expectations.
– Analyzes and leverages data to improve strategies. Monitors the effectiveness of the strategies and makes adjustments as needed for all programs under area of responsibility. Participate in industry events and conferences to stay abreast of new trends and best practices. Conducts research, develops and uses metrics, evaluates and monitors for effectiveness and compliance with other regulations, policies and law, and recommends improvements for all applicable programs.
ASSOCIATE ENGAGEMENT:
– Liaisons with NEXCOM and field management, Human Resources and functional specialists in support of associate engagement initiatives execution. Liaisons with vendors and Contracts in support of outsourced associate engagement initiatives such as service awards and the employee assistance program.
– Develops and implements strategies to build-out and improve upon NEXCOM’s engagement program by leveraging current tools and identifying new tools, including but not limited to satisfaction surveys, pulse surveys, as well as focus group studies and employee engagement analytics.
– Works across multiple HR other HQ functional areas, interacting with a wide-range of staff ranging from Directors, Managers, Specialists, etc. to gain additional insight, and supporting documentation from various sources on employee feedback regarding various NEXCOM programs, benefits, HR’s current and future initiatives, endeavors, etc. in order to implement improvements and/or new programs that achieves cultural and generational diversity by meeting divers needs and closes the gap perceived differences through various facets of engagement.
– Leads strategic initiatives to address challenges and opportunities in employee engagement across the Enterprise, and establishes qualitative and quantitative methods to continuously measure progress of the engagement program and related initiatives, and recommends adjustments as warranted based on feedback, observation, data as well as external factors and influences.
– Ensures engagement initiatives are aligned with organizational goals, and reinforces the organization’s culture through cohesive and relative activities that focus on ascertaining new and current associates’ experience and connection to the relatability of their job and the Enterprise’s mission and culture to improve employee retention, recruitment, engagement, camaraderie and productivity.
– Collaborates with stakeholders to develop and facilitate an engagement strategy and/or initiatives that focus on improving and increasing employee engagement, motivation and satisfaction with their work that reinforces company culture, values assist with efforts to establish and maintain NEXCOM Enterprise as an employer of choice.
– Coordinates and administers Human Resources aspects of the Associate Satisfaction Index (ASI) survey to include, but not limited to: communication of plans announcing and promoting the ASI initiatives, analysis, development of action plans, etc., may conduct research on ASI best practices to ensure the program remains relevant and current with industry practice and standards.
WELLNESS PROGAMS & EMPLOYEE ASSISTANCE PROGRAM (EAP):
– Designs health and wellness initiatives such as health fairs and wellness communications for use in business units and markets throughout the enterprise.
– Coordinates and administers enterprise employee assistance program services provided by third party administrator.
– Designs, coordinates and administers enterprise beneficial suggestion program in order to encourage, adopt and recognize associate ideas and suggestions that improve organizational effectiveness relative to area of responsibilities.
– May administer NEXCOM Headquarters health and welfare initiatives administration including health fairs, blood drives, and the Combined Federal Campaign.
– Develop and implement comprehensive wellness programs and activities to promote physical, mental, and emotional health among employees.
– Plan and coordinate wellness education seminars, workshops, and materials to increase awareness and where applicable, enrollment.
– Monitor the effectiveness of wellness programs and activities, and design and review wellness policies and procedures. Research and evaluate new wellness technologies, products, and services. Create and implement strategies to promote employee engagement and participation in wellness programs.
– Collaborates with HR Benefits to monitor and analyze employee health data, to determine areas that require additional attention, and determine programs that require promotion in order to improve enrollment levels and provide associates with more holistic benefits experience that results in increased enrollment levels across all NEXCOM wellness and retirement benefits. Provide guidance and support to managers and employees on health and wellness matters.
– Coordinate with other departments to ensure wellness initiatives are in line with overall corporate objectives. Develop and update corporate health and wellness reports.
TRANSPORTATION INCENTIVE PROGRAM (TIP):
– Coordinates the Transportation Incentive Program including enrollment of new participants, and reconciliation of charges from Department of Transportation.
LEAVE-SHARE (ATTENDANCE AND LEAVE):
– May coordinate and administer paid and unpaid leave program initiatives including annual leave, sick leave, leave without pay, family friendly leave, Family Medical Leave Act, leave sharing, and excess annual leave carryover communications and requests.
AWARDS/RECOGNITION:
– Designs, coordinates and administers associate awards and recognition initiatives including service awards, associate of the quarter/year and superior accomplishment recognition for the enterprise ensuring they support and align to NEXCOM.
TELEWORK:
– Collaborates with stakeholders to ensure all authorized telework comply with telework policies, include telework agreement and accounted for in system of record in order to leverage for providing reports on demand.
– Ensures all reporting requirements requested from external government agencies are completed in timely manner and accurate.
– May be assigned other human resources responsibilities.
Performs other related duties as required.
GENERAL EXPERIENCE: 3 years of responsible experience in non-routine work which provided a good understanding of the systems, methods and administrative processes for accomplishing work; ability to analyze problems; apply sound judgment in assessing implication of alternative solutions and resolving problems presented or identified.
OR
SUBSTITUTION OF EDUCATION FOR EXPERIENCE: 1 year of academic study above the high school level may be substituted for 9 months of experience, up to a maximum of a 4 year bachelor’s degree for 3 years of general experience.
AND
SPECIALIZED EXPERIENCE: 3 years of progressively responsible experience which provided an in-depth knowledge of Human Resources management work, as follows:
– 2 years performing and administering employee engagement work activities such as counseling and assistance programs, leave programs, health and welfare programs, awards programs, employee survey programs and/or employee communications programs.
– Human Resources management work in the areas of employment, employee/labor relations, benefits or training/development.