Senior Program Manager, Employee Experience

Los Altos, CA - USA

Yearly Salary: $ 148000 - 222000

Posted on: 25-09-2025

Vacancies: 1 Vacancy

Job Summary

At Toyota Research Institute (TRI) were on a mission to improve the quality of human life. Were developing new tools and capabilities to amplify the human experience. To lead this transformative shift in mobility weve built a world-class team in Automated Driving Energy & Materials Human-Centered AI Human Interactive Driving Large Behavioral Models and Robotics.

We believe breakthrough research demands more than technical excellence; it requires an environment where people can think freely learn continuously and feel connected through shared purpose. Recognizing this were launching a new function within the Office of the Chief of Staff focused on cultivating a human-centered employee experience one that invites learning belonging and meaningful engagement at every stage of the TRI journey.

As Senior Program Manager Employee Experience you will shape the culture and systems that make TRI not only a place to do great work but a place where people feel connected to purpose growth and belonging. This role partners deeply with People Internal Communications Operations employee resource groups and TRI leadership. From onboarding through offboarding and alumni engagement you will lead initiatives that ensure employees feel seen supported and connected throughout their TRI journey.

This is not a role focused on deploying off-the-shelf programmingits a strategic inquiry-driven role for someone who leads with empathy uses data to uncover root causes and designs with intention and impact.

Responsibilities

Design the TRI Employee Experience Framework: Develop a unifying strategy that defines what it means to work at TRI shaped by our values and inclusive culture. Use this framework to align and elevate key touchpoints across the employee journey from recruiting to onboarding to offboarding.
Lead Signature Engagement Programs: Oversee initiatives such as the Food for Thought series employee recognition and community-building efforts. Ensure these programs reflect diverse perspectives and connect to broader cultural goals.
Shape Key Lifecycle Moments: Partner with People and Internal Comms to co-create meaningful experiences throughout the employee journey including onboarding contractor conversions offboarding and alumni engagement.
Develop Transformational Learning Experiences: Go beyond training to create learning and development programs rooted in organizational needs and intrinsic motivation. Support leadership growth peer learning and community knowledge sharing.
Use Data to Drive Continuous Improvement: Leverage engagement surveys listening sessions and people metrics to identify experience gaps set priorities and measure impact over time.
Influence Across the Organization: Represent employee experience in executive forums strategy discussions and internal communications. Present insights progress and impact to senior leaders with clarity and conviction.
Collaborate Cross-Functionally and Globally: Build strong partnerships with People Comms ERGs and leaders across TRIs global footprint. Design programs that respect and reflect diverse workstyles geographies and perspectives.
Manage Vendors and Tools Thoughtfully: Select and oversee external partners and platforms that support engagement learning and feedback ensuring they align with TRIs values and deliver meaningful outcomes.
Own End-to-End Program Execution: Lead employee experience initiatives from discovery and design through change management implementation and measurement.

Qualifications

BA/BS degree with 610 years of experience in employee experience organizational development learning and development or a related strategic people function.
Proven ability to lead programs end-to-end from ideation and stakeholder engagement through change management implementation and evaluation.
A systems thinker and listener with a strategic mindset skilled in designing people-centered programs rooted in organizational context.
Strong communication and storytelling skills with the ability to synthesize insights surface themes and convey program impact to senior leaders
Demonstrated ability to build trust and influence across functions in matrixed or evolving organizations.
Experience working in fast-paced research-driven or cross-cultural environments where trust adaptability and clarity are essential.
Comfort using qualitative and quantitative data to uncover root causes inform priorities and advocate for people-centered solutions.
Ability to travel domestically on a quarterly basis with occasional international travel as needed.

The pay range for this position at commencement of employment is expected to be between $148000 and$222000/year for California-based roles. Base pay offered may vary depending on multiple individualized factors including but not limited to business or organizational needs market location job-related knowledge skills and experience. Note that TRI offers a generous benefits package (including 401(k) eligibility and various paid time off benefits such as vacation sick time and parental leave) and an annual cash bonus structure. Details of participation in these benefit plans will be provided if an employee receives an offer of employment.

Please reference thisCandidate Privacy Noticeto inform you of the categories of personal information that we collect from individuals who inquire about and/or apply to work for Toyota Research Institute Inc. or its subsidiaries including Toyota A.I. Ventures GP L.P. and the purposes for which we use such personal information.

TRI is fueled by a diverse and inclusive community of people with unique backgrounds education and life experiences. We are dedicated to fostering an innovative and collaborative environment by living the values that are an essential part of our culture. We believe diversity makes us stronger and are proud to provide Equal Employment Opportunity for all without regard to an applicants race color creed gender gender identity or expression sexual orientation national origin age physical or mental disability medical condition religion marital status genetic information veteran status or any other status protected under federal state or local laws.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Pursuant to the San Francisco Fair Chance Ordinance we will consider qualified applicants with arrest and conviction records for employment.

We may use artificial intelligence (AI) tools to support parts of the hiring process such as reviewing applications analyzing resumes or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed please contact us.

Required Experience:

Manager

Responsibilities

Design the TRI Employee Experience Framework: Develop a unifying strategy that defines what it means to work at TRI shaped by our values and inclusive culture. Use this framework to align and elevate key touchpoints across the employee journey from recruiting to onboarding to offboarding.
Lead Signature Engagement Programs: Oversee initiatives such as the Food for Thought series employee recognition and community-building efforts. Ensure these programs reflect diverse perspectives and connect to broader cultural goals.
Shape Key Lifecycle Moments: Partner with People and Internal Comms to co-create meaningful experiences throughout the employee journey including onboarding contractor conversions offboarding and alumni engagement.
Develop Transformational Learning Experiences: Go beyond training to create learning and development programs rooted in organizational needs and intrinsic motivation. Support leadership growth peer learning and community knowledge sharing.
Use Data to Drive Continuous Improvement: Leverage engagement surveys listening sessions and people metrics to identify experience gaps set priorities and measure impact over time.
Influence Across the Organization: Represent employee experience in executive forums strategy discussions and internal communications. Present insights progress and impact to senior leaders with clarity and conviction.
Collaborate Cross-Functionally and Globally: Build strong partnerships with People Comms ERGs and leaders across TRIs global footprint. Design programs that respect and reflect diverse workstyles geographies and perspectives.
Manage Vendors and Tools Thoughtfully: Select and oversee external partners and platforms that support engagement learning and feedback ensuring they align with TRIs values and deliver meaningful outcomes.
Own End-to-End Program Execution: Lead employee experience initiatives from discovery and design through change management implementation and measurement.

Qualifications

BA/BS degree with 610 years of experience in employee experience organizational development learning and development or a related strategic people function.
Proven ability to lead programs end-to-end from ideation and stakeholder engagement through change management implementation and evaluation.
A systems thinker and listener with a strategic mindset skilled in designing people-centered programs rooted in organizational context.
Strong communication and storytelling skills with the ability to synthesize insights surface themes and convey program impact to senior leaders
Demonstrated ability to build trust and influence across functions in matrixed or evolving organizations.
Experience working in fast-paced research-driven or cross-cultural environments where trust adaptability and clarity are essential.
Comfort using qualitative and quantitative data to uncover root causes inform priorities and advocate for people-centered solutions.
Ability to travel domestically on a quarterly basis with occasional international travel as needed.