Sr Manager, Team Member Journey

The Sr. Manager Team Member Journey is a highly influential leader responsible for shaping the holistic experience of every team member at Pilot. Reporting directly to the Director Culture & Team Member Journey this role serves as both strategist and architectdesigning operationalizing and continually improving the moments that matter across the entire employee lifecycle.

This leader integrates humancentered design organizational psychology principles and insights from enterprise listening programs to identify friction points surface opportunities and drive meaningful improvements. While survey deployment is owned by other partners the Sr. Manager Team Member Journey is accountable for leveraging these insights to inform decisions guide prioritization and ensure that feedback consistently shapes the team member experience.

As a trusted advisor and collaborator across the enterprise this individual plays a key role in defining what it feels like to work at Pilot. Through thoughtful journey mapping strong crossfunctional partnership effective program delivery and clear storytelling this role drives cultural operational and performanceenhancing outcomes that impact every team member.

Balancing longterm strategic vision with a strong execution orientation the Sr. Manager Team Member Journey ensures that our peoplefirst values are embedded deeply and intentionally into daily practices touchpoints and experiencesultimately fueling engagement belonging and the longterm success of Pilot.

Essential Job Functions

1. Execution & Management

• Lead the endtoend execution of all Team Member Journey programs and initiatives ensuring highquality implementation timely delivery and alignment with enterprise objectives.
• Guide the design and continuous improvement of key team member experiences starting with the team member firstyear experience

2. Thought Partnership

• Serve as a strategic partner to the Director Culture & Team Member Journey in the design and implementation of key cultureshaping initiatives.
• Support enterprise efforts such as the House strategy leader alignment environmental branding culture that prioritizes safety hospitality belonging and operational excellence.

3. Continuous Listening Insight Integration (No survey deployment)

• Leverage insights from listening team through engagement onboarding pulse surveys and team member inquiries to understand emerging themes and identify opportunities for improvement across the team member lifecycle.
• Partner closely with the People Solutions and Delivery team to translate listening insights into prioritized actions that enhance key moments within the team member journey.
• Use a strategic enterprisewide lens to determine which insights should drive immediate action longterm improvements or crossfunctional collaboration.
• Ensure that insights directly inform journey design decisions program enhancements and experience improvements that strengthen belonging engagement and overall team member success.

4. Collaboration & Enrollment

• Partner closely with enterprise leaders to drive process improvements that enhance key moments that matter throughout the employee lifecycle.
• Apply deep knowledge of the business and a sharp perceptive lens to identify opportunities for optimization.
• Leverage strong relationships to navigate challenges resolve conflicts and align stakeholders around shared goals.

5. Journey Mapping

• Conduct currentstate analysis of key lifecycle processes to uncover friction points and opportunities.
• Lead the development of futurestate journey designs with clear roadmaps priorities and success metrics.
• Ensure recommendations align with culture strategy business objectives and team member needs.

6. Measurement Governance & Best Practices

• Maintain a centralized repository of journey maps insights and action plans.
• Monitor performance indicators (e.g. onboarding outcomes firstyear retention sentiment trends) to assess progress and inform iterative improvements.
• Stay current with best practices in employee experience humancentered design and organizational psychology; apply relevant insights to mature the function.

Qualifications :

• Bachelors degree or Equivalent required
• Minimum 8 years of experience in employee experience people insights journey/experience design organizational development change management or related fields.
• Strong understanding of the employee lifecycle belonging engagement talent development organizational culture and change adoption.
• Proven experience influencing crossfunctional leaders and executing complex enterprisewide programs.
• Strong analytical and storytelling skills with the ability to translate data into insights and insights into action.
• Familiarity with listening platforms (e.g. Qualtrics) and experience interpreting survey insights (without owning deployment).
• Exceptional communication facilitation collaboration and relationshipbuilding capabilities.

Additional Information :

• Nation-wide Medical Plan/Dental/Vision
• 401(k) Flexible Spending Accounts
• Adoption Assistance
• Tuition Reimbursement
• Weekly Pay

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Remote Work :

No

Employment Type :

Full-time