The People Experience Manager leads BIG Construction in cultivating a work environment that embodies our core values of DRIVE, TRUST, IDEAS, and BUILD. This role is dedicated to establishing a culture of commitment to relationship-driven success and the highest standards of quality. By spearheading initiatives that enhance employee engagement, satisfaction, and growth, the People Experience Manager ensures that BIG Construction is not just a place to work, but a place to thrive and innovate.

key responsibilities

Employee Experience Strategy: Partner with various teams to create and execute a comprehensive employee experience strategy that aligns with BIG Construction’s objectives, focusing on boosting employee engagement, satisfaction, and productivity. DRIVE initiatives that foster a positive work environment.

Rotational Talent Program: Create and manage a rotational talent program that encourages professional growth and skill diversification, reflecting our commitment to BUILDing the careers of our employees, enhancing their experience and aligning career growth with organizational needs.

Talent Acquisition: Formulate and implement strategies to enhance the candidate experience and attract top talent. Contribute to employer branding efforts, including crafting compelling job descriptions, career pages, and social media content. Collaborate with hiring managers to ensure a consistent and positive candidate experience. Identify and implement improvements in recruitment practices to enhance the quality and diversity of the candidate pool.

Culture Development: Champion the development and maintenance of a positive organizational culture that supports collaboration, innovation and continuous education. Be an ambassador for our core values with an emphasis on IDEAS that challenge the status quo. BUILD a culture of teamwork and TRUST.

Career Progression: Design and personalize career development plans, facilitating a culture of continuous learning and growth where every employee feels valued and equipped to contribute their best. Support managers in providing ongoing feedback and coaching.‍

Compensation, Benefits, and Payroll: Ensure accurate and timely processing of payroll and benefits. Provide direction on compensation strategy, salary and benefits benchmarking, and incentive programs. Stay informed on relevant labor laws and regulations to ensure compliance.

Employee Engagement Programs: Develop and manage programs that encourage team-member well-being and engagement, such as recognition and rewards, employee surveys, mentorship programs, and social events. Continuously assess the effectiveness of such initiatives and make improvements, as needed. Stay informed on industry trends and bring IDEAS to the Leadership Team for consideration.

Internal Communication: Create and employ effective internal communication methods to ensure employees are well-informed, connected, and have a voice within the organization. Use various communication channels to promote transparency, support, and a sense of belonging.

Employee Feedback and Insights: Institute tools for collecting employee feedback and insights, such as pulse surveys, focus groups, and one-on-one conversations. Use this information to recognize trends, areas for improvement, and present recommendations to the Leadership Team.

Performance Management: Collaborate with supervisors and managers to develop and implement performance management processes and tools that align with the organization’s values and goals. Advocate for a culture of continuous feedback and growth.

Performance Review Program: Create and implement a comprehensive 360-degree evaluation program to provide employees with well-rounded feedback from peers, supervisors, and subordinates. Ensure the program is structured to BUILD a culture of continuous improvement and TRUST.

Safety and Well-being Initiatives: Establish and execute safety and well-being initiatives that focus on the physical and mental well-being of all team members. Partner with cross-functional teams to establish guidelines that foster a healthy, safe and positive work environment. Promote understanding of and adherence to safety procedures, emergency protocols, and compliance with applicable regulations. Adopt a culture of well-being by organizing educational and wellness programs and providing resources to support employee physical and mental health.

Employee Resource/Experience Center: Develop a centralized resource center that houses all HR-related policies, procedures, and resources to enhance employee experience and accessibility. Ensure the center is a hub for IDEAS and innovation.

Leverage AI for HR Functions: Emphasize the use of AI in recruiting, retention, and performance reviews to enhance efficiency, accuracy, and data-driven decision-making in HR processes. Bring innovative IDEAS for leveraging technology to improve HR functions.

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qualifications & experience

Bachelor’s degree
7 - 10 years in Human Resources
Knowledge of employment-related laws and regulations
Deep understanding of employee engagement practices and trends
Strong emotional intelligence
Disciplined and committed to excellence in all tasks
Excellent verbal and written communication skills with the ability to relate to employees at all levels
Upholding high ethical standards and maintaining confidentiality
Strong problem-solving and critical thinking skills
Experience working in the construction industry preferred

knowledge & skills

Strong written and verbal communication skills,as well as the ability to build strong interpersonal relationships.
Able to apply innovative and effective techniques to maximize personal performance.
Highly motivated and interested in challenging the status quo, isn’t afraid to ask questions and propose solutions.
Detail-oriented and organized.
Strong computer skills as well as a familiarity with the programs offered by Microsoft Office.
Self-motivated with the ability to work independently and as a member of a team.

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physical demands

Ability to remain in a seated position for the majority of the day while in the home office (between 70% -100% of work time)operating a computer, phone, and other office equipment, i.e., a copier and computer printer (between 70% -100% of work time).
Ability to lift or move supplies, equipment,boxes, documents and materials weighing up to 40 lbs (occasionally heavier than 40 lbs) in the office suite or at worksites (i.e., vendor sites, client sites,etc.).
Must be able to communicate via phone, email,and in-person with colleagues and professional contacts (i.e., vendors, support service providers, etc.) for the majority of the day (between 70% -100% of work time).

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Additional Eligibility Criteria

Regular communication with internal and external constituents is required, including occasionally
outside of regular working hours.
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Must be legally authorized to work in the United States without restriction and/or company sponsorship.

Dollar Limit Approval Thresholds (for applicable roles)

Reference BIG Construction Employee Handbook

Working Conditions & Environment

May be required to work beyond office hours – some nights and weekends – as required by the needs
of the department and this position as well as the needs of the organization.
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Must be able to commute as required from office to job-site locations located within a 100-mile radius
from office as required. Reference employee handbook regarding mileage reimbursement.

Disclaimer

This job description reflects management's assignment of essential functions; and nothing in this herein restricts management's right to assign or reassign duties and responsibilities to this job at any time. The duties above are not to be considered a complete list of duties and responsibilities assigned to this position. Temporary modifications to provide reasonable accommodations do not waive any essential functions of the job requirements.