Employee Experience Manager | Menomonee Falls, WI

ERG Construction Opportunities

Employee Experience Manager | Menomonee Falls, WI

The job description featured below is just a small snapshot of this role! We’d love the opportunity to tell you more about this client’s culture, strong industry reputation, and exciting growth plans for this position and the company over the next few years – so give us a call today to discuss at 920.996.9700!

The Employee Experience Manager will lead the company in building a culture that fosters engagement, satisfaction and personal growth. They are responsible for shaping and executing a comprehensive strategy that enhances the overall employee experience, enabling the buisness to attract, develop and retain top talent. The Employee Experience Manager works collaboratively with and acts as a trusted member of the Leadership Team and supports both field and office operations for a cohesive employee experience.

Duties and Responsibilities:

  • Develop and Implement Employee Experience Strategy: Collaborate with cross-functional teams across office and field to design and execute a holistic employee experience strategy that aligns with the organization’s goals and values. Focus on enhancing employee engagement, satisfaction, and productivity throughout the employee lifecycle.
  • Talent Acquisition: Develop strategies and initiatives that enhance the candidate experience and attract top talent. Provide input on employer branding efforts, including the development of compelling job descriptions, career pages, and social media presence. Partner with hiring managers to ensure a positive and consistent candidate experience throughout the recruitment process. Identify opportunities for improvement in recruitment practices and suggest innovative solutions to enhance the quality and diversity of the candidate pool.
  • Culture Development: Champion the development and maintenance of a positive and inclusive organizational culture that supports collaboration, innovation, and continuous learning. Help bridge the gap between union and non-union staff.
  • Career Progression: Analyze and map the employee journey, identifying pain points and areas for improvement. Implement initiatives to enhance the employee experience at various touch points, including onboarding, performance management, career development, and off-boarding. Collaborate with supervisors and managers to create and implement employee development programs that foster growth, skill-building, and career advancement opportunities. Support managers in providing ongoing feedback and coaching to their teams. Maintain updated employee skills and experience information for use in succession planning and RFP submissions.
  • Compensation, Benefits and Payroll: Ensure accurate and timely processing of payroll, benefits administration, and compensation-related matters. Provide guidance and support on compensation strategy, salary and benefits benchmarking, and incentive programs. Work closely with the payroll processor to maintain payroll systems and resolve any issues or discrepancies. Serve as a backup payroll processor. Stay updated on relevant labor laws and regulations to ensure compliance in all compensation-related practices.
  • Employee Engagement Programs: Design and oversee programs that promote employee engagement and well-being, such as recognition and rewards, employee surveys, mentorship programs, and social events. Continuously evaluate the effectiveness of these initiatives and make data-driven adjustments as needed. Stay updated on relevant industry trends. Research and bring ideas to Leadership Team for consideration.
  • Internal Communication: Develop and implement effective internal communication strategies to ensure employees are well-informed, connected, and have a voice within the organization. Utilize various communication channels to foster transparency, alignment, and a sense of belonging.
  • Employee Feedback and Insights: Establish mechanisms for gathering employee feedback and insights, such as pulse surveys, focus groups, and one-on-one conversations. Utilize this data to identify trends, areas of improvement, and make data-driven recommendations to senior leadership.
  • Performance Management: Work 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.
  • Safety and Well-being Initiatives: Develop and implement safety and well-being initiatives that prioritize the physical and mental well-being of employees. Partner with cross-functional teams to establish policies and procedures that ensure a safe and healthy work environment. Promote awareness and adherence to safety protocols, emergency procedures, and compliance with applicable regulations. Foster a culture of well-being by organizing educational programs, wellness activities, and providing resources to support employees’ physical and mental health.


  • 7-10 years in Human Resources, 4+ in a manager role preferred.
  • Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.
  •  Knowledge of employment-related laws and regulations.
  • Proficient with Microsoft Office Suite or related software.
  • Deep understanding of employee engagement theories, practices, and trends.
  • Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems and recommend enhanced systems to meet company needs.
  • Experience working in the Construction industry preferred.
  • Ability to relate to both field and office staff.
  • Strong emotional intelligence.
  • Excellent verbal and written communication skills.
  • Excellent interpersonal, negotiation, and conflict-resolution skills.
  • Organized.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Ability to act with integrity, professionalism, and confidentiality.
  • Problem solver, critical thinking skills.
  • Team Player.
  • Disciplined work ethic.
  • Leads with a “Can Do” attitude.
  • Trusted Partner “Committed to excellence”.

Recruiter Contact Info

Jessica Jacklin
Director of Talent – Executive Search
[email protected]


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