Associate Director HR Experience and Recognition CoE

Associate Director HR Experience & Recognition CoE

Rewards & Recognition (R&R), Voice of Employee (VoE), and Employee Satisfaction (ESAT)

HR programs and technology enablers

Key Responsibilities

Rewards & Recognition (R&R)

• Design and govern global and regional R&R frameworks that foster a culture of appreciation.
• Partner with business leaders to ensure recognition programs are aligned with organizational values and performance goals.
• Evaluate and enhance recognition platforms for effectiveness, accessibility, and adoption.

Voice of Employee (VoE) & ESAT

• Lead the strategy and execution of employee listening programs (VoE, pulse, and ESAT surveys).
• Drive insights generation and action planning in partnership with HRBPs and business units.
• Ensure data integrity and meaningful reporting to senior leadership for decision-making.

HR Technology Adoption

• Collaborate with the HR Tech team to influence the roadmap of recognition, engagement, and survey tools.
• Support evaluation and deployment of platforms such as Peakon, Qualtrics replacements, or internal R&R systems.
• Showcase best practices in digital adoption to maximize ROI of HR tools.

Thematic Competencies

1. Strategic HR Leadership

• Deep expertise in Rewards & Recognition, employee engagement, and survey methodologies.
• Ability to link HR initiatives with organizational performance and culture.

2. HR Tech Enablement

• Awareness of HR engagement platforms, survey tools, and recognition technologies.
• Experience in evaluating HR tools and driving adoption with end-users.

3. Stakeholder Engagement & Influence

• Strong collaboration with HR, business leaders, and IT partners to shape the employee experience agenda.
• Skilled in storytelling with data—turning VoE/ESAT insights into actionable business recommendations.

4. Change & Adoption Champion

• Ability to introduce and embed recognition and engagement programs while ensuring seamless adoption of supporting technology.
• Foster alignment across regions and functions for consistent execution.

Skills Required

1. Functional HR Skills (Core Domain Expertise)

• Rewards & Recognition Design

  – deep knowledge of R&R frameworks (monetary & non-monetary, peer-to-peer, spot, tenure, performance-linked recognition).

• Employee Listening & Engagement

  – experience in ESAT, pulse, and VoE survey design, execution, and governance.

• Policy & Program Governance

  – ability to standardize recognition and engagement processes across regions/business units.

• Global HR Practices

  – exposure to multi-country HR practices and compliance considerations for engagement and rewards.

2. HR Tech & Digital Skills (Light but Essential)

• Familiarity with Engagement Platforms

  – Peakon, Qualtrics, CultureAmp, Workday (Employee Experience modules), or equivalent.

• Tool Adoption & Change Enablement

  – experience in influencing HR tech rollouts and driving usage among HR and employees.

• HR Analytics Tools

  – comfort with dashboards (Power BI, Tableau, or similar) to track R&R participation, ESAT scores, and trends.

• Basic HRIS Awareness

  – understanding of how HR tech integrates with core HR systems (e.g., Workday, SAP SuccessFactors).

3. Analytical & Insight Skills

• Data Interpretation & Storytelling

  – ability to turn ESAT/VoE data into insights that influence business strategy.

• KPI/ROI Tracking

  – experience in measuring program effectiveness (e.g., recognition participation vs. engagement lift).

• Trend Analysis

  – capability to identify patterns in employee engagement data and link them to business outcomes.

4. Behavioral & Leadership Skills

• Stakeholder Management

  – ability to partner with HRBPs, senior business leaders, and IT/Tech teams.

• Change Management

  – comfort with leading culture shifts in recognition and engagement through communication and influence.

• Strategic Thinking

  – connecting R&R and engagement programs to talent, culture, and organizational goals.

• Collaboration & Influence

  – ability to align global and local stakeholders on common frameworks.

• Communication Excellence

  – skilled in executive presentations, town halls, and leadership updates.

5. Nice-to-Have Skills (Differentiators)

• Exposure to

  AI-driven HR tools

  (chatbots, predictive engagement analytics).
• Understanding of

  behavioral science

  principles in recognition and engagement.
• Certification in

  employee engagement/HR analytics

  (e.g., Gallup Clifton Strengths Coach, Korn Ferry Engagement frameworks).

Qualifications & Experience

• 8–12+ years of HR experience with significant exposure to

  R&R, Engagement, and Employee Listening

  .
• Proven success in

  designing and managing global or enterprise-wide recognition and engagement programs

  .
• Hands-on experience with HR platforms (e.g., Peakon, Qualtrics, CultureAmp, Workday modules, or equivalent).
• Strong analytical mindset with the ability to generate insights from engagement data.
• Excellent communication, stakeholder management, and influencing skills.
• Masters program in Management (Human Resources)