About the Role

The Employee Experience Manager is a strategic leadership role that focuses on designing and implementing an attractive employee value proposition strategy (EVP) geared towards making Food For Education a great place to work.

Responsibilities

Employee Value Proposition Strategy

• Responsible for defining, implementing, and managing the organization’s EVP strategy to attract, engage, and retain talent.
• Design and articulate the organization’s EVP aligned to business goals, culture, and employee experience.
• Conduct research (internal surveys, focus groups, exit interviews, external benchmarking) to define what makes the organization unique as an employer.
• Ensure EVP reflects both employee expectations and organizational values.
• Work-Life Balance: Design programs and policies that support a healthy balance between professional and personal life leading to a highly productive and engaged workforce
• Ensure EVP is embedded in recruitment strategies to attract high-quality candidates.
• Partner with recruiters and hiring managers to communicate EVP consistently during the hiring process.
• Develop targeted campaigns for different talent segments (graduates, experienced hires, niche skills).

Employer Branding

• Translate EVP into strong employer brand messaging and campaigns.
• Collaborate with marketing, communications, and talent acquisition teams to showcase EVP on career sites, job descriptions, social media, and recruitment materials.
• Partner with external vendors or agencies to enhance employer brand visibility
• Diversity, Equity & Inclusion (DEI) Integration – Ensure the EVP reflects the organization’s commitment to DEI.
• Collaborate with DEI teams to build initiatives that resonate with diverse talent groups.

Culture Transformation Initiatives

• Design and drive the organization’s culture transformation roadmap aligned to business strategy and values.
• Define the target culture and develop actionable initiatives to close gaps between current and desired states.
• Facilitate workshops, listening sessions, and focus groups to capture employee feedback and foster ownership.
• Partner with HRBPs to ensure culture initiatives are integrated into onboarding, performance management, learning, and recognition.
• Champion employee well-being and inclusion as part of the culture shift.

Reward and Recognition 

• Oversee compensation frameworks, benefits programs, and non-monetary reward systems.
• Ensure pay and benefits are competitive, equitable, and aligned with market benchmarks.
• Regularly review reward structures to maintain fairness and compliance.
• Design and manage recognition programs that celebrate employee achievements, milestones, and behaviors aligned with company values.
• Drive adoption of peer-to-peer, manager-led, and company-wide recognition platforms.
• Promote inclusive recognition that reflects diverse employee contributions.

Employee Engagement and Communication

• Work with HR and business leaders to ensure the EVP is reflected throughout the employee lifecycle—from onboarding to retention.
• Champion initiatives that enhance employee well-being, career development, and recognition, ensuring they align with the EVP
• Lead employee engagement initiatives to align staff interests with business objectives, leveraging insights from employee engagement discussions to enhance engagement strategies.
• Ensure clear and effective HR communication, managing employee engagement campaigns and aligning them with global HR messaging.

Employee Policies and Procedures

• Actively review, update, and implement employee policies and procedures to ensure compliance and relevance.Conduct and manage workplace investigations in a fair, timely, and confidential manner
• Oversee the disciplinary process across the organization, ensuring consistency, fairness, and alignment with employee practices and legal requirements.
• Administer and track case management, ensuring timely resolution of employee issues and accurate record-keeping.
• Lead and manage the exit interview process, analyze feedback, and compile reports to provide insights for improving employee retention and workplace practices.

Does this sound like you? 

• Degree in Human Resources, Psychology, Business or any other related field
• At least 5 years of work experience, working preferably as an employee experience manager.
• Vast experience in employee experience, employee relations and engagement. 
• Proven expertise in aligning HR strategies with business objectives.
• Strong knowledge of employment legislation and best practices.
• Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives
• Strategic thinker with keen attention to detail and a strong ability to execute strategy.
• Solutions-oriented with a positive, ‘can-do’ attitude, able to prioritize tasks, and navigate shifting demands effectively
• Passionate commitment to F4E’s vision and values
• Collaborative mindset, a can-do attitude and the ability to work across departments effectively
• Strong analytical, written, and leadership skills with a focus on meeting deadlines.

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About the Role

The Learning and Development Manager is a strategic leadership role that focuses on driving the organization’s learning culture by designing, implementing, and evaluating training and development programs that enhance employee skills, performance, and career growth. This role aligns talent development initiatives with business objectives to build organizational capability, improve employee engagement, and support succession planning.

Responsibilities

Learning Strategy & Planning 

• Building workforce capability, fostering employee growth, and ensuring organizational competitiveness through effective learning strategies
• Implement learning and development initiatives: Plan, coordinate, and deliver L&D initiatives which may include training sessions, workshops, and offsites to teammates at various levels and departments.
• Design and coordinate offerings such as leadership coaching, technical skill-building, and other role-based development experiences
• Manage and Operationalize Competency Frameworks – Maintain and evolve our competency frameworks to make sure they are clear and relevant  
• Integrate competencies into learning journeys, performance management, and professional development initiatives.

Training Design & Delivery

• Develop learning materials and resources: Create and update training materials, including presentations, handouts, online modules, and multimedia content, ensuring they are up-to-date, relevant, and engaging. A full understanding of the various business units and their specific training requirements is required.
• Design, implement, and manage learning programs (classroom, virtual, e-learning, blended).
• Partner with subject matter experts to create content that is relevant, engaging, and impactful.
• Manage the roadmap for developing new curriculum content, including planning, drafting, testing, and refining as needed 
• Deliver and facilitate trainings, pilot new programs and iterate based on feedback and data
• Adapt existing content into clear, practical learning programs tailored to different roles, professional phases, and teams 
• Choose and manage the right learning platform to deliver content effectively at scale 
• Stay up-to-date with industry trends: Continuously research and stay informed about the latest learning and development trends, changes in learning theory, methodologies, and technologies to ensure training programs are innovative and effective. 
• Make recommendations to the business on keeping abreast of industry changes and trends.
• Utilize technology for learning: Leverage learning management systems (LMS) and other e-learning platforms to deliver online training modules and track employee progress and completion.
• Organize, update, and maintain a centralized, accessible library of learning materials, templates, and resources.

Leadership Development Programs

• Identify current and future leadership gaps through skills assessments, and organizational strategy reviews.
• Program Design for Leadership development programs tiered to match career stages: Emerging Leaders / First-time Managers, Mid-level Leaders, and Senior Leaders / Executives.
• Management Trainee Programs – develop MT Programs designed to attract, train, and prepare young professionals for future managerial or leadership roles within the organization.

Evaluating Training Programs Effectiveness

• Partners with operational leaders to assess if employees demonstrate effective technical and leadership skills.
• Reporting: Generate reports and metrics to track and measure the effectiveness of learning and development initiatives. Make improvements based on the data outcomes to help teammates make the most of learning opportunities.
• Measures transfer of learning from training courses to the operation.
• Evaluate learning and development effectiveness: Manage the L&D data analysis and determine the effectiveness of L&D initiatives. 
• Conduct thorough assessments and evaluations of L&D programs, collecting feedback from participants and stakeholders to measure the impact and effectiveness of the initiatives. Make improvements based on the data outcomes.

Managing Training Budgets

• Participates in the development of the Training budget as required.
• Manages budget in alignment with Human Resources and property financial goals.
• Manages department controllable expenses to achieve or exceed budgeted goals.
• Budget Coordination: Oversee the learning and development budget, ensuring resources are allocated effectively and efficiently. 

Does this sound like you? 

• Degree in Human Resources, Psychology, Business or any other related field
• 5–7 years of experience in L&D, or organizational development, with at least 2 years in a leadership role.
• Instructional Design: Proven ability to create engaging, effective learning programs grounded in adult learning principles. 
• Project Management: Highly organised with the ability to manage multiple learning initiatives, collaborators, and deadlines simultaneously.
• Proven track record in designing and implementing successful learning and leadership development programs.
• Experience managing Learning Management Systems (LMS) and e-learning solutions.
• Strong understanding of adult learning principles, instructional design, and training evaluation models
• Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives
• Strategic thinker with keen attention to detail and a strong ability to execute strategy.
• Solutions-oriented with a positive, ‘can-do’ attitude, able to prioritize tasks, and navigate shifting demands effectively
• Passionate commitment to F4E’s vision and values
• Collaborative mindset, a can-do attitude and the ability to work across departments effectively
• Strong analytical, written, and leadership skills with a focus on meeting deadlines.

go to method of application »