Original listing text, shown exactly as published by the company.
Key Responsibilities
Onboarding Program Ownership
- Owning the strategy, design, and continuous improvement of IEM's new hire onboarding experience during an employee’s first 90 days
- Building an extensive onboarding program for corporate and business employees to include product overviews, performance expectations, our IEM culture, customer landscape, competitors, and additional resources.
- Facilitating live onboarding sessions and other milestone touchpoints throughout the new hire journey
- Developing and maintain hiring manager guides, onboarding plans, milestone frameworks, and supporting resources that enable consistent, high-quality onboarding delivery across the organization
- Partnering with HR Shared Services, Talent Acquisition, IT, and functional leaders to align processes, close handoff gaps, and reduce friction across the new hire journey
- Leveraging onboarding technology platforms and integrations, ensuring systems support a seamless experience
- Designing and execute the new hire survey strategy and translate results into actionable program improvements
Career Development
- Supporting the design and ongoing management of career development frameworks that help employees understand growth pathways within IEM and take meaningful next steps in their careers
- Translating insights from Performance Reviews and Talent Reviews into actionable career development resources, tools, and conversations by ensuring that what is surfaced in the review process connects to real development opportunities
- Partnering internally to embed career development conversations into key talent moments, including post-performance review touchpoints and follow-through from Talent Review outcomes
- Developing and maintain manager toolkits, conversation guides, and employee-facing resources that support ongoing development planning beyond formal review cycles
- Identifying gaps in current career pathing resources and work cross-functionally to build scalable solutions that serve employees at all levels
Talent Management Program Support
- Applying an employee experience lens across the full employee lifecycle by identifying gaps, friction points, and opportunities to strengthen key moments beyond onboarding.
- Serving as a bridge between employees and leadership by synthesizing feedback signals from surveys, listening campaigns, and direct interactions into clear, actionable insights that leadership can act on with confidence
- Supporting internal communications connected to talent programs, including crafting messaging for program launches, survey campaigns, and initiative updates that reach employees across all channels and work environments
- Contributing to the development of performance management enablement resources and manager toolkits, helping managers show up consistently and confidently in key talent moments, including goal setting, annual reviews, and continually feedback
- Assisting with talent review preparation and logistics across functions, ensuring smooth execution of a complex, cross-functional cadence
Stakeholder Partnership & Collaboration
- Building trusted relationships across the organization to ensure programs support a holistic employee experience
- Serving as a consultative partner to hiring managers, equipping them with the clarity, tools, and confidence to deliver excellent onboarding experiences
- Collaborating with internal teams to ensure programs are connected, complementary, and avoid duplication
Data, Analytics & Talent Intelligence
- Defining and track key metrics across onboarding and Talent Management programs, including new hire retention, engagement scores, survey participation, and readiness indicators
- Synthesizing data from multiple listening channels and talent programs into clear, compelling narratives, translating metrics into actionable recommendations that resonate with all audiences, from frontline leaders to executives
- Building the dashboards and recurring reporting that tell the truth about engagement, retention, mobility, succession depth, and program ROI by site, shift, function, and tenure.
- Regularly assessing program effectiveness and evolving content, tools, and processes in response to feedback and business change
Qualifications
Required
- Bachelor's degree in Human Resources, Organizational Development, Business, or a related field
- 6+ years of progressive experience in HR, Talent Management, or Learning & Development, with meaningful ownership of programs
- Demonstrated experience designing and implementing onboarding programs with measurable outcomes
- Strong facilitation and communication skills with the ability to engage diverse audiences, from new hires to senior leaders, in both live and virtual settings
- Strong project management skills with the ability to manage multiple priorities, work cross-functionally, and deliver in a fast-paced or high-growth environment
- Experience building resources and tools for managers (guides, playbooks, toolkits, templates)
- Data-driven mindset; comfortable designing surveys, analyzing results, and presenting insights to senior stakeholders
- Proficiency and comfort navigating and optimizing systems
- Experience in manufacturing, industrial, or operationally complex environments preferred
- Familiarity with talent review processes, performance management cycles, career development frameworks and employee engagement
Job Location
This position is a US-based remote role that will require regular travel as needed, with anticipated travel up to 50%. This position is not available for California residents.
