Director of Employee Experience

This position will work closely with the executive leadership team and drive efforts to improve the experience for the entire lifecycle of an employee. The Director of Employee Experience is a new position at the Conservancy and will own the development of professional development programs, training for teams, coaching for managers, and data-driven action plans based on annual people surveys. Each year, the Director of Employee Experience will gather feedback and work collaboratively to set a priority focus area to advance engagement goals; and will define the optimal strategies, tasks, success factors, and key metrics to advance that priority. This year the California executive director launched an effort to create a culture of listening and continuous feedback where all voices are valued, which is an example of an initiative this position will own and manage. The Director of Employee Experience will also provide input on foundational talent topics, such as recruiting strategy, compensation philosophy, employee evaluation annual cycle and internal communications.

Key success factors will be effective listening and data gathering, exceptional internal customer service orientation, analysis and helpful synthesis of findings, clear priorities and pragmatic action items, effective communications, and working in a collaborative and interdisciplinary way.
The Director of Employee Experience will serve on the California Executive Leadership Team and report in to the executive office, located in the heart of San Francisco’s Financial District.

RESPONSIBILITIES & SCOPE

• Creates, reviews, and adjusts annual and multi-year goals, strategies, and key metrics that will enhance TNC CA’s employee experience and engagement across all life cycle stages.
• Ensures all talent development and employee engagement aligns with and enhances TNC CA’s strategy, brand promise and values.
• Defines and supports the norms, behaviors, motivations, systems and practices that support various engagement goals.
• Informs and coaches team leaders on pragmatic ways to ensure success of an increasingly virtual and distributed workforce (e.g., who is eligible, protocols, success factors, how engagement and satisfaction happens in virtual/distributed workforce).
• Supports TNC’s Diversity, Equity and Inclusion goals and ensures these are highly integrated and aligned with engagement strategies.
• Supports a culture of equity, access and transparency through:
  • Sharing the experiences, skills, and competencies required for various roles and projects within TNC CA (current and anticipated).
  • Coordinating with TNC CA leaders to identify, shape, and openly communicate internal projects that can be used to advance specific talent needs
  • Ensuring all employees are aware of opportunities for professional development and open positions, the criteria for selection, and indicators for success (for TNC CA, the project specifically, and the employee).
• Tracks TNC Global talent initiatives and implement/adapt those that best serve TNC CA’s priorities and unique context.
• Gathers, synthesizes, and packages/translates numerous streams of information in way that is accessible and relevant to staff.
• Defines and tracks measures of success:
  • Each year assesses the most data-driven indicators of success for TNC’s priorities (e.g., Best Places to Work factors; lower turnover; higher productivity; internal hires; sense of connection; ability to grow professionally; lived/demonstrated values; etc.)
  • Supports current employee surveys, analyzes results, and develops plans to address gaps that align with TNC engagement priorities.
  • Augments existing employee surveys and feedback data with additional data and analysis as necessary to advance engagement goals.