Senior Employee Experience Advisor بدوام كامل في الإمارات العربية المتحدة
التخصص
الموارد البشرية
نوع الدوام
دوام كامل
الخبرة
أي مستوى
الموقع
الإمارات العربية المتحدة
وصف الوظيفة
We're Hiring: Senior Employee Experience AdvisorLocation: United Arab Emirates (Remote)Employment Type: Full-TimeExperience Level: SeniorWork Arrangement: Fully RemoteAbout UsWe are a globally focused organization committed to creating positive, inclusive, productive, and engaging employee experiences across diverse markets and distributed teams.Our People and Culture teams collaborate across Human Resources, Talent Acquisition, Learning and Development, Internal Communications, Workplace, Technology, Leadership, and business functions to understand employee needs, improve workplace experiences, strengthen engagement, and support a high-performing organizational culture.The RoleWe are seeking an experienced Senior Employee Experience Advisor to lead employee-experience initiatives across the employee lifecycle, from onboarding and development through engagement, recognition, workplace experience, career growth, and offboarding.The ideal candidate will combine employee listening, people analytics, program design, stakeholder advisory, change management, and communication skills to identify experience gaps, develop practical improvements, and help create a consistent and meaningful employee experience across the organization.Key ResponsibilitiesDevelop and implement employee-experience strategies aligned with organizational culture, people priorities, and business objectives.Establish employee-experience frameworks, standards, principles, and governance processes.Map the end-to-end employee journey and identify key moments that influence engagement, satisfaction, productivity, and retention.Conduct employee journey assessments across recruitment, onboarding, development, performance, recognition, career progression, mobility, and offboarding.Identify employee pain points, friction points, unmet needs, and opportunities for experience improvement.Design and manage employee listening programs using surveys, pulse checks, interviews, focus groups, workshops, and feedback channels.Develop employee-experience surveys and ensure questions generate actionable insights.Analyze employee feedback and identify recurring themes, trends, concerns, and improvement opportunities.Develop action plans in response to employee feedback and monitor implementation.Establish processes for communicating back to employees how feedback has been considered and addressed.Develop employee personas, journey maps, experience blueprints, and employee service models where appropriate.Partner with HR teams to improve key employee lifecycle processes and experiences.Collaborate with Talent Acquisition to improve candidate-to-employee transition and preboarding experiences.Partner with HR Operations to improve employee-service processes, communications, and accessibility.Work with Learning and Development teams to improve learning journeys and development experiences.Collaborate with Talent Management on career development, internal mobility, succession, and employee growth experiences.Partner with Performance Management teams to improve performance conversations, goal-setting, feedback, and review experiences.Support employee recognition and rewards initiatives designed to strengthen appreciation and engagement.Work with Internal Communications to improve employee communications, transparency, clarity, and accessibility.Partner with Workplace and Facilities teams to improve physical and remote workplace experiences.Collaborate with IT and Digital Workplace teams to improve employee technology, systems, tools, and digital workflows.Identify opportunities to simplify employee processes and reduce unnecessary administrative effort.Review HR policies, procedures, and employee-facing processes from an experience perspective.Recommend improvements to policies, workflows, forms, communications, and employee-service channels.Support the design and implementation of employee self-service solutions and digital HR experiences.Evaluate employee-facing HR technologies and recommend improvements based on usability and employee needs.Develop employee-experience standards for key HR and workplace interactions.Establish service-level expectations for employee support and internal people services.Monitor employee-service performance and identify areas requiring improvement.Develop programs that strengthen employee connection, belonging, inclusion, collaboration, and organizational culture.Support engagement initiatives across remote, hybrid, and geographically distributed teams.Design initiatives that improve employee connection across different locations, functions, and working arrangements.Develop recognition, appreciation, community-building, and employee participation initiatives.Support leadership teams in understanding employee sentiment and experience trends.Prepare executive briefings, employee-experience reports, dashboards, and recommendations.Develop employee-experience KPIs and metrics aligned with organizational priorities.Monitor engagement, satisfaction, retention, participation, service quality, and employee sentiment indicators.Use people analytics and employee feedback data to identify experience trends and potential risks.Segment employee-experience insights by function, location, tenure, employee lifecycle stage, or other relevant dimensions.Ensure employee feedback and experience data are handled confidentially and appropriately.Partner with HR and Legal teams to ensure employee-experience initiatives comply with applicable employment, privacy, accessibility, and organizational requirements.Support change-management initiatives by assessing employee impact and developing appropriate experience interventions.Develop employee communication and engagement plans for major organizational changes.Conduct readiness assessments and monitor employee adoption of new processes, technologies, policies, and ways of working.Facilitate workshops and co-design sessions with employees, managers, and cross-functional stakeholders.Build relationships with employee-experience champions, ambassadors, and internal communities where appropriate.Develop toolkits and guidance for managers to improve employee interactions and team experiences.Provide advisory support to managers and HR business partners on employee-experience challenges.Identify opportunities to improve manager effectiveness at critical employee touchpoints.Benchmark employee-experience practices, workplace trends, and emerging people-experience technologies.Evaluate external employee-experience platforms, consultants, research providers, and specialist partners.Manage external vendors and consultants supporting employee-experience programs.Define project requirements, deliverables, timelines, budgets, and performance expectations for external partners.Measure the effectiveness and business impact of employee-experience initiatives.Conduct post-implementation reviews and incorporate lessons learned into future programs.Promote a culture of continuous improvement, employee listening, transparency, inclusion, and service excellence.Key Performance IndicatorsEmployee engagement scoreEmployee experience scoreEmployee satisfaction scoreEmployee net promoter scoreEmployee listening participation ratePulse survey response rateEmployee feedback response timeEmployee feedback action-plan completionEmployee feedback closure rateEmployee journey improvement rateOnboarding satisfactionOnboarding completion experienceNew-hire experience scoreTime-to-productivity experienceInternal mobility participationCareer-development satisfactionLearning experience satisfactionPerformance-management satisfactionRecognition program participationRecognition satisfactionManager effectiveness indicatorsEmployee-service response timeHR service satisfactionEmployee self-service adoptionDigital HR experience adoptionWorkplace satisfactionRemote-work experience satisfactionEmployee communication effectivenessChange-adoption rateChange-readiness scoreEmployee retention indi
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