About The Role Own and drive BURN’s employee experience agenda—turning employee feedback into measurable improvements in engagement, onboarding, recognition, wellbeing, and culture. Ensure EX initiatives are not “events”, but a consistent operating rhythm that improves retention, performance, and trust.
Duties And Responsibilities Listening & insights (EX diagnostics)
- Run the annual Employee Satisfaction Survey (ESS) and quarterly/monthly pulse surveys (design, comms, rollout, analysis, reporting)
- Lead focus groups/listening sessions and translate themes into root causes and actions
- Build and maintain a simple EX insights dashboard (engagement, onboarding, recognition, key themes, action closure)
Action planning & governance
- Facilitate post-survey action planning with leaders (priorities, owners, timelines, success measures)
- Track delivery via an “EX Action Log” and drive closure discipline (with evidence of completion)
- Identify hotspots/risks (attrition signals, morale drops) and propose interventions to CTHO/ELT
3) Culture & recognition systems
- Own recognition strategy: Employee of the Month, values awards, peer-to-peer recognition, service awards
- Ensure fairness, transparency, and consistency of recognition across sites and departments
- Build and manage a culture champions network (site/department reps) to amplify initiatives and feedback loops
4) Training programme planning & prioritisation:
- Partner with CTHO to plan annual training priorities (onboarding effectiveness, leadership behaviours, culture, wellbeing), aligning training activities to engagement and retention goals
5) Training impact & continuous improvement:
- Review training feedback and participation trends, identify gaps or improvement areas, and recommend enhancements to training approaches, formats, and rollout strategies across locations
7) Wellbeing & psychosocial safety8) Engagement moments & events (strategic oversight)9) Internal communications & change support
- Onboarding & buddy programme
- Design and continuously improve onboarding (pre-boarding → Day 1 → 30/60/90-day check-ins)
- Own the buddy programme and hiring manager onboarding toolkit; ensure compliance and quality
- Manage counselling/EAP provider (if applicable): SLA, utilisation trends, access and awareness, confidentiality messaging
- Coordinate well-being calendar and critical incident support protocol (in partnership with HR/HSSE)
- Own annual EX calendar and budget; oversee delivery of: Annual Gala Dinner, Sports Day, team building rhythm, recognition moments
- Set event standards, ROI measures and post-event improvement actions
- Partner with People/Comms to deliver clear employee communications (EX newsletter, FAQs, policy awareness campaigns, change comms support)
Key deliverables
- Annual EX calendar (with owners, budgets, success metrics)
- ESS + pulse survey reports (exec summary + site/function insights)
- EX action log with ≥ agreed closure rate
- Recognition framework and quarterly recognition reports
- Onboarding programme with measurable onboarding NPS and 30/60/90-day check-in completion
Skills And Experience
- 6–10+ years in Employee Experience, HR, OD, engagement, internal comms, or culture roles (multi-site/manufacturing is a plus)
- Demonstrated experience running surveys, focus groups, and action planning with leaders
- Strong data storytelling (Excel/Sheets; dashboarding is a plus)
- Vendor and budget management experience
- High trust and discretion (confidentiality is non-negotiable)
- Influence without authority; facilitation and stakeholder management
- Structured programme management; strong follow-through
- Clear, human communication—especially during change
Qualified Female Candidates encouraged to Apply