Overview

The Employee Engagement Specialist seeks to create a holistic approach around engagement and wellbeing, enabling employees to have a voice and be their best at work. You will work with key internal stakeholders and use data-driven insights to create a great work environment at Penningtons Manches Cooper.

Employee engagement plays a key role throughout all stages of the employee lifecycle, from attraction, to onboarding, development, retention, and finally off boarding. You will work in partnership with key stakeholders to consider how employer brand, culture and values and engagement impact each of these stages and ensure a high level of trust, providing the best possible experience to future, current and past employees.

Key relationships:

• HR team
• Responsible Business Committee
• Employee network groups
• Internal & External Communications

Responsibilities

Employer Brand and Attraction

• Works with key stakeholders to develop, and regularly assess, our Employer Value Proposition to creatively and genuinely enhance and recognise PMC as an employer of choice.
• Works with the HR and Marketing teams to ensure content on external communication channels (i.e. Website, LinkedIn Life, Glassdoor, Graduate recruitment sites) is up to date and reflects our values and culture.
• Works with the Responsible Business Committee and employee network groups to design and deliver approaches to ensure an inclusive culture, where all individuals feel supported to work at their best, ensuring this is rightly reflected in our external employer brand perception and suitable to attract a diverse workforce.
• Supports external benchmarking submissions (i.e. EcoVardis, Stonewall, Social Mobility Index) to ensure our EVP is accurately promoted.

Engagement: Develop & Retain

• Develop an employee experience strategy, with associated metrics and KPIs monitoring, that align with the firm's culture, strategic objectives and values to enhance employee experience.
• Leads on employee engagement activity including pulse surveys, focus groups, analysis, development of actions plans and ongoing communication.
• Equip key internal stakeholders (HR team, line managers, Responsible Business Committee, and leadership) with the information needed to play their role in embedding the employee experience strategy.
• Works with the Head of HR to design wellbeing and recognition strategies to support and promote employee health, wellness, and work-life balance practices and reward and appreciation initiatives.
• Develop employee communication campaigns to proactively promote and disseminate information which supports ongoing and ad-hoc change activities across all HR specialisms.
• Supports the efficient delivery and evaluation of ongoing, annual and planned ‘one-off’ people programmes and projects - using knowledge of systems, policies and management practices and behaviours to enhance the employee experience.
• Works with internal and external comms to design and utilise communication channels and approaches which positively impact employee experience (i.e. Viva Engage, Intranet).
• Works with the Head of Learning & Development to drive a growth mindset and shift in employee perception of growth and development - recognising differences across cultures, generations and other segments.