AVP, Employee Engagement

Position Summary

The AVP Employee Engagement Partner leads the execution and continuous improvement of the enterprise employee experience and inclusion strategy. This role translates employee listening lifecycle insights external market trends and business priorities into practical programs communications governance and measurable actions. The AVP partners closely with HR Local Advisory Committees (LACs) Sustainability Internal Communications and business leaders to deliver consistent moments that matter strengthen manager effectiveness and reinforce an inclusive accessible and high-performing culture across geographies.

Key Responsibilities

Employee Experience Strategy & Journey Design

• Lead the execution and evolution of the enterprise employee experience strategy and roadmap aligning priorities with business needs culture objectives and employee insights.
• Design and improve key employee lifecycle moments including onboarding offboarding manager touchpoints and other experiences that shape engagement inclusion and retention.
• Partner with HR and business stakeholders to deliver inclusive accessible and psychologically safe experiences with greater consistency across teams and geographies.

Employee Listening Insights & Measurement

• Own the employee listening strategy and engagement cadence including engagement surveys pulse checks focus groups and other feedback channels.
• Translate listening data into clear themes priorities and action plans that enable leaders and HR partners to address employee needs and business risks.
• Establish action planning and accountability with stakeholders to ensure survey insights lead to visible and measurable follow-through.
• Lead and optimize employee listening and recognition platforms including vendor management budgets analytics adoption and measurement of impact.
• Use lifecycle data and employee feedback to identify pain points prioritize targeted interventions and strengthen accountability for measurable improvements across the employee journey.

Local Advisory Committees

• Establish governance operating standards and engagement practices for Local Advisory Committees (LACs) to ensure consistency sustainability and impact across geographies.

• Coordinate global LAC activity ensuring local programs and events align with business priorities enterprise culture objectives and employee experience goals.
• Maintain a global LAC calendar to improve visibility reduce duplication and encourage collaboration across offices.

Communication

• Partner with Internal Communications to develop clear timely and engaging communications related to employee experience engagement initiatives DEI priorities and enterprise events.
• Equip HR Business Partners with engagement insights talking points and guidance to support business leaders and improve employee outcomes.

• In conjunction with the Communications team identify and leverage external recognition industry awards and PR opportunities related to DEI and employee experience including Women in Insurance Awards and other relevant forums.

Education Training & Capability Building

• Lead or support the development of learning experiences on inclusive leadership unconscious bias cultural intelligence accessibility and other topics that build inclusive capability.

• Partner with HR and Learning & Development to ensure education and training programs are practical relevant and aligned with business needs.
• Build HR capability to consistently reinforce inclusive behaviors manager expectations and employee experience practices across the employee lifecycle.
• Promote knowledge sharing across global DEI and engagement projects so HR partners and stakeholders can apply consistent practices tools and resources across offices.

Cross-Functional Partnerships & Compliance

• Partner with Legal Compliance Sustainability and community impact teams to ensure employee experience and inclusion practices align with regulatory requirements ethical standards and enterprise guidelines.
• Provide workforce engagement and DEI data to the Sustainability team which owns external sustainability disclosures including DEI and other workforce reporting in line with the definitions evidential standards and timetable those disclosures require.
• Manage external consultants vendors or specialist partners for DEI and employee experience projects ensuring scope deliverables budgets timelines and outcomes are clearly defined and achieved.

• Ensure global projects DEI initiatives and annual programs remain on track through clear planning practical timelines stakeholder accountability and regular follow-up.
• In conjunction with the DEI Council and Local Advisory Committees manage major annual DEI and employee experience campaigns including International Womens Day Black History Month Pride Dive In Festival contributions and other global observances presented through enterprise channels.

Qualifications

• Bachelors degree required; advanced degree or relevant professional certification in HR organizational development DEI change management or a related discipline preferred.
• 5 to 7 years of progressive experience in employee experience engagement culture organizational development DEI HR or a related discipline ideally within a global or matrixed organization.
• Demonstrated experience leading employee listening programs engagement surveys action planning recognition platforms or other data-informed culture initiatives.
• Strong analytical capability with the ability to translate employee feedback lifecycle data and market insights into priorities practical recommendations and measurable outcomes.
• Proven ability to influence stakeholders guide decisions and build alignment across HR business leaders committees vendors and cross-functional partners.
• Strong program and project management skills including the ability to manage timelines budgets vendors communications governance processes and competing priorities.
• Excellent communication facilitation and change leadership skills with the ability to translate complex topics into clear practical guidance for different audiences.
• Sound judgment and discretion when advising on sensitive employee experience inclusion accessibility or employee relations matters.