Employee Experience Manager (Global, Fully Remote)

📍 Location: United Arab Emirates (Remote)

🕒 Employment Type: Full-Time

💼 Experience Level: Mid-Level to Senior-Level

🌐 Work Arrangement: Fully Remote

We are a people-focused organization committed to creating an engaging, inclusive, productive, and high-performing employee experience.

Our People function works across Human Resources, Talent, Learning & Development, Internal Communications, Workplace, Technology, Leadership, and Operations to ensure employees have a seamless experience throughout their journey with the organization.

We are seeking an Employee Experience Manager to lead initiatives that improve the employee journey from attraction and onboarding through development, engagement, performance, mobility, recognition, and offboarding.

The successful candidate will combine employee insights, experience design, HR programs, communications, technology, culture, and change management to create a consistent and meaningful employee experience.

• Lead the organization's Employee Experience strategy.
• Develop short-, medium-, and long-term employee-experience roadmaps.
• Align employee-experience initiatives with business strategy and organizational culture.
• Define employee-experience principles and standards.
• Map the end-to-end employee journey.
• Identify key employee touchpoints and moments that matter.
• Analyze the employee lifecycle from:
• Recruitment
• Preboarding
• Onboarding
• Development
• Performance management
• Career progression
• Recognition
• Internal mobility
• Leave and employee support
• Offboarding
• Alumni engagement
• Identify pain points, friction, and opportunities for improvement.
• Design initiatives to improve employee experience.
• Conduct employee listening programs.
• Develop and manage:
• Employee engagement surveys
• Pulse surveys
• Lifecycle surveys
• New-hire surveys
• Exit surveys
• Focus groups
• Employee interviews
• Analyze employee feedback.
• Identify recurring themes and trends.
• Convert employee insights into actionable improvement plans.
• Establish closed-loop feedback processes.
• Communicate actions taken in response to employee feedback.
• Develop employee-experience dashboards.
• Track employee-experience metrics.
• Monitor:
• Engagement
• Satisfaction
• Retention
• Advocacy
• Onboarding effectiveness
• Employee effort
• Internal mobility
• Identify differences across departments, locations, levels, and employee groups.
• Recommend targeted interventions.
• Lead employee engagement initiatives.
• Develop programs that strengthen:
• Belonging
• Recognition
• Collaboration
• Wellbeing
• Culture
• Connection
• Employee participation
• Coordinate employee events and engagement activities.
• Develop recognition programs.
• Support employee appreciation initiatives.
• Establish mechanisms for peer-to-peer recognition.
• Work with leadership to strengthen employee recognition.
• Lead onboarding-experience improvement.
• Design and optimize the employee onboarding journey.
• Coordinate with:
• Talent Acquisition
• HR
• IT
• Facilities
• Hiring managers
• Learning & Development
• Ensure new employees receive appropriate:
• Information

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• Equipment
• Access
• Training
• Introductions
• Policies
• Monitor new-hire experience.
• Identify onboarding gaps.
• Improve time-to-productivity.
• Develop preboarding initiatives.
• Improve employee self-service.
• Review HR processes from the employee perspective.
• Identify unnecessary complexity.
• Simplify employee processes.
• Improve accessibility of HR services.
• Coordinate with HR Operations and HR Technology.
• Support HR digital transformation.
• Improve employee-facing HR technology.
• Evaluate employee portals, HR systems, collaboration tools, and digital workplace solutions.
• Identify opportunities for automation.
• Improve employee self-service capabilities.
• Monitor adoption of HR technologies.
• Gather employee feedback on HR systems.
• Work with IT to resolve employee technology-experience issues.
• Support digital workplace initiatives.
• Improve the employee experience across collaboration and workplace technologies.
• Evaluate employee communication channels.
• Coordinate with Internal Communications.
• Develop employee communication strategies.
• Ensure employees receive clear, timely, and relevant information.
• Improve communication journeys around major employee events.
• Support:
• Organizational announcements
• Policy changes
• Leadership communications
• Transformation programs
• Employee campaigns
• Ensure communications are accessible and engaging.
• Support organizational culture initiatives.
• Translate company values into employee experiences.
• Develop programs that reinforce desired behaviors.
• Measure cultural alignment.
• Identify cultural pain points.
• Partner with leadership to strengthen organizational culture.
• Support diversity, equity, inclusion, and belonging initiatives where applicable.
• Ensure employee-experience programs are inclusive and accessible.
• Gather feedback from diverse employee groups.
• Identify experience disparities.
• Recommend improvements.
• Support employee wellbeing initiatives.
• Coordinate with HR and relevant workplace partners.
• Promote healthy, sustainable employee experiences.
• Monitor employee feedback relating to workload, workplace experience, flexibility, and wellbeing.
• Develop appropriate improvement initiatives.
• Support hybrid and remote-work experiences.
• Develop employee-experience standards for remote and hybrid employees.
• Identify barriers to collaboration and connection.
• Improve remote onboarding.
• Support virtual engagement.
• Promote equitable access to employee programs and resources.
• Partner with Workplace and Facilities teams.
• Improve physical workplace experience where applicable.
• Gather employee feedback about:
• Workspace
• Amenities
• Accessibility
• Safety
• Facilities
• Workplace services
• Identify workplace improvements.
• Support employee experience during organizational change.
• Partner with Change Management teams.
• Develop employee-impact assessments.
• Identify experience risks associated with:
• Restructuring
• Mergers
• Acquisitions
• Technology implementations
• Policy changes
• Operating-model changes
• Develop communication and engagement plans.
• Monitor employee sentiment during change.

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• Support leadership communication.
• Help managers navigate employee-impacting changes.
• Develop manager enablement programs.
• Provide managers with tools to improve employee experience.
• Develop:
• Manager guides
• Conversation guides
• Feedback tools
• Recognition resources
• Onboarding resources
• Support managers in responding to employee feedback.
• Build manager capability around engagement and employee experience.
• Support talent and career experiences.
• Partner with Talent Management and Learning & Development.
• Improve employee access to:
• Career opportunities
• Learning

Performance will be measured through a combination of employee, operational, engagement, adoption, and business-impact metrics, including:

• Employee engagement score
• Employee satisfaction score
• Employee Net Promoter Score (eNPS)
• Employee effort score
• Employee-experience index
• New-hire experience score
• Onboarding satisfaction
• Time-to-productivity
• Onboarding completion rate
• Employee retention rate
• Voluntary turnover rate
• Internal mobility rate
• Employee participation rate
• Survey response rate
• Employee-feedback response time
• Employee-feedback action-closure rate
• HR service satisfaction
• HR process completion time
• Employee self-service adoption
• HR technology adoption
• Recognition-program participation
• Learning and development participation
• Manager engagement score
• Culture-alignment score
• Employee communication effectiveness
• Change-adoption rate
• Employee-experience project delivery
• Employee-experience initiative ROI
• Employee-experience issue-resolution time
• Workplace satisfaction
• Remote/hybrid employee experience
• Stakeholder satisfaction

The successful candidate should have significant experience in Employee Experience, Human Resources, Employee Engagement, People Operations, Organizational Development, Culture, HR Transformation, Workplace Experience, or a closely related discipline.

This role is suited to a people-focused professional who combines empathy, employee research, data analysis, project management, communication, HR knowledge, and service-design thinking.

• Proven experience in Employee Experience, Employee Engagement, HR, People Operations, or a related function.
• Strong understanding of the employee lifecycle.
• Experience designing and improving employee journeys.
• Experience conducting employee surveys and listening programs.
• Strong knowledge of employee-engagement methodologies.
• Experience analyzing employee feedback and engagement data.
• Strong understanding of HR processes and employee services.
• Experience managing cross-functional employee-experience projects.
• Strong stakeholder-management capabilities.
• Experience partnering with senior leaders and managers.
• Strong communication and presentation skills.
• Experience with employee journey mapping and service design is advantageous.
• Knowledge of HR technology and employee self-service platforms is advantageous.
• Experience with HRIS platforms such as Workday, SAP SuccessFactors, Oracle HCM, Microsoft Dynamics, or similar systems is advantageous.
• Experience with employee-survey platforms such as Qualtrics, Culture Amp, Glint, or similar tools is advantageous.
• Strong analytical skills.
• Experience with Power BI, Tableau, Excel, or similar analytics tools.
• Understanding of employee data privacy and confidentiality.
• Experience with change management is advantageous.
• Knowledge of organizational culture and employee engagement is advantageous.
• Experience working in hybrid or remote environments is advantageous.
• Strong project-management skills.
• Excellent written and verbal English communication.
• Arabic language proficiency is advantageous.
• Bachelor's or master's degree in Human Resources, Organizational Psychology, Business Administration, Organizational Development, Communications, Psychology, or a related discipline is advantageous.