Program Manager, Employee Experience

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Title: Program Manager, Employee Experience

Location: Midtown

Org Unit: Office of Culture, Inclusion & Employee Experience

Work Days

Weekly Hours: 35.00

Exemption Status: Exempt

Salary Range: $95,900.00 - $108,300.00

• As required under NYC Human Rights Law Int 1208-2018 - Salary range for this role when Hired for NYC Offices
  
  

Position Summary

The Program Manager, Employee Experience is responsible for designing and executing programs, events, and initiatives that promote engagement and retention across faculty and staff at Weill Cornell Medicine. They play a key role in managing the integration, communication, and execution of OCIEE, as well as the Associate Dean for Faculty Engagement & Inclusion's employee engagement and recognition strategy.

Job Responsibilities

• Assist with the administration of employee surveys, faculty and staff exit interviews, and other strategic listening tools, including administration, reporting, and tracking data.
• Lead the facilitation, logistics, marketing, and enhancement of OCIEE engagement, recognition, and rewards events (i.e., Annual Service Awards, New Hire Meetups, etc.).
• Institute and operationalize distinct and combined faculty/staff engagement and retention Champion Committees.
• Administer the employee rewards platform, Awardco, including reporting and tracking utilization.
• Work with the OCIEE leadership and other executive stakeholders to identify and design scalable employee recognition and retention strategies. Leverage post-program feedback to assess effectiveness and opportunities for improvement.
• Partner with relevant teams to apply an employee experience lens to programs and operations that affect key moments of the employee life cycle, including the onboarding experience, first year, mid-career, etc.
• Develop and provide consulting support and training to departments to help them translate employee feedback into actionable insights to foster greater engagement.
  
  

Education

• Bachelor's degree or equivalent in related experience
  
  

Experience

• Three or more years of experience in Employee Engagement, Employee Relations, or a related Human Resources function.
• Previous experience with employee engagement and listening data analytics (sentiment surveys, focus groups, etc.).
• Previous experience in a matrixed environment, preferably in higher education or healthcare.
• Previous experience administering digital recognition programs.
  
  

Knowledge, Skills And Abilities

• Strong event operations skills with the ability to plan, coordinate, and execute multiple concurrent programs.
• Excellent communication, including writing, editing, and presentation skills.
• Strong critical thinking skills and the ability to take a concept from ideation and strategy to execution autonomously.
• High attention to detail.
• Engaging and positive, with a desire to build strong, credible relationships across the organization.
• Ability to adapt quickly to changing priorities, pivot quickly, and respond with urgency.
  
  

Licenses and Certifications

Working Conditions/Physical Demands

Cornell welcomes students, faculty, and staff with diverse backgrounds from across the globe to pursue world-class education and career opportunities, to further the founding principle of "any person, any study." No person shall be denied employment on the basis of any legally protected status or subjected to prohibited discrimination involving, but not limited to, such factors as race, ethnic or national origin, citizenship and immigration status, color, sex, pregnancy or pregnancy-related conditions, age, creed, religion, actual or perceived disability (including persons associated with such a person), arrest and/or conviction record, military or veteran status, sexual orientation, gender expression and/or identity, an individual's genetic information, domestic violence victim status, familial status, marital status, or any other characteristic protected by applicable federal, state, or local law.

Cornell University embraces diversity in its workforce and seeks job candidates who will contribute to a climate that supports students, faculty, and staff of all identities and backgrounds. We hire based on merit, and encourage people from historically underrepresented and/or marginalized identities to apply. Consistent with federal law, Cornell engages in affirmative action in employment for qualified protected veterans as defined in the Vietnam Era Veterans' Readjustment Assistance Act (VEVRRA) and qualified individuals with disabilities under Section 503 of the Rehabilitation Act. We also recognize a lawful preference in employment practices for Native Americans living on or near Indian reservations in accordance with applicable law.

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