Employee Engagement and Experience Leader - Hybrid

The role will define, drive, and measure high quality employee experiences, via leadership of the enterprise employee listening and workplace experience operations. This leader will transform our employee listening strategy and lead the team accountable for the delivery of employee listening, associated data analysis, and the development and execution of impactful interventions to improve employee engagement. They will also lead our new worksite experience program which will co-create how we will work together in our offices, guiding ~ 150M in investments in our worksites over the next 3+ years. This will be achieved through effective leadership of a key governance function that spans the business, Global Workplace (GWP) and HR, aligning business strategies, talent policies, and local needs, translating them into discrete requirements for program delivery.

Combined, these functions have a shared goal of enabling the business to achieve superior results via highly effective and engaged talent, enabled leadership, and workplaces that cultivate collaboration and drive cross enterprise leverage.  This role will help create engagement and experience strategies, manage the operations within the function, while also influencing and aligning strategies across various businesses, real estate and human resources. This individual must innovate, influence, drive alignment, execute with excellence, and operate at enterprise scale.

Scope of Responsibilities:

Employee Listening:

• Leads the team who will mature our employee listening capability including the annual census survey, deep, continuous listening, predictive & GenAI insights and capabilities embedded in Listening Dashboards. Provides strategic direction that aligns their work to the broader enterprise employee engagement and experience strategy.
• Leads the activation of efforts to address results including delivery of scalable action planning and resources delivered directly to managers, Executives & HR CO Partner with business analytics professionals to enable in-depth research with the goal of breaking new ground in business data analytics.
• Creatively addresses business problems and challenges the status quo.
• Focus on providing thought leadership and technical expertise across multiple disciplines.
• Enable the analytics process through new tools, including data and analytic development.

Workplace Quality Experience:

• Leads the workplace experience team ensuring clear accountabilities across all stakeholders within and outside the worksites who impact employee experience and engagement.  This includes participation from but is not limited to GWP, Technology, Business Continuity Planning (BCP), Employee Relations (ER), Employee Wellbeing, and Security.
• Co-creates the way we will work together in our workplaces going forward, bringing together the physical, cultural, human and business attributes that will be necessary in our workplace to achieve our enterprise and talent strategies.
• Clearly defines enterprise site quality standards while also possessing a keen understanding of how business needs and workplace archetypes influence the realization of those standards at each unique worksite.
• Builds and maintains a quality measurement process that is highly scalable and which leverages local resources to the greatest extent possible to measure and maintain quality standards.
• Lead the Site Level committees and the associated governance layer of our workplace strategy. Builds and maintains relationships with Executive Leadership Team (ELT) site delegates, HR Officers (HROs), HR Business Partners (HRBPs), and other key business leaders to ensure their perspectives are understood and activated within the site quality strategy.

Strategic Partnerships and Process Ownership:

• Serve as a trusted advisor to business leaders, facilitating conversations that bridge real estate, talent, and operational strategies.
• Identify unmet client needs, develop solutions, and partner to deliver solutions that align with both the enterprise talent strategy and the workplace investment strategy.
• Identifies upstream and downstream talent impacts of real estate decisions and ensures that risks are understood, managed and mitigated. This includes engaging key talent partners such as ER (policies), HRBPs, and Talent Management.
• Accountable for execution of Site Lead Committee (SLC) meetings and documentation of outcomes for translation into requirements for the program lead and program sponsors.
• Proactively and reactively engage with SLC stakeholders to understand and address business needs and outcomes that will impact headcount planning, site investments, and other real estate and talent enablement strategies.
• Develop a consultative partnership with the design and experience director within GWP and their downstream partners accountable to execute on design and workplace standards impacting the site level experience.

Process Optimization:

• Optimize the employee listening process end to end, ensuring that the voice of the employee is continuously monitored, clearly understood, and translated into strategies and tactics that efficiently deliver improved results.
• Develop the detailed standards and processes to measure site quality. Partner with GWP design & experience director to translate quality standards into design plans and hold joint accountability for the delivery and maintenance of site quality improvements.
• Streamline and improve processes for decision-making, communication, and execution related to workplace and talent strategies. This includes the handoffs between site executives and the site leads, as well as other stakeholders that heavily influence the worksite experience including technology, security, BCP, DEI, communications, talent management, ER, etc.
• Ensure processes and capabilities are designed with business needs and employee experience in mind, reducing friction, providing clarity of roles, resulting in effective execution.
• Develops and maintains clear standards and processes for each workplace archetype that improves perceived workplace quality and experience while achieving financial goals.

Qualifications

• Bachelors/ Master's Degree in Business, Human Resources, Data Analytics or a related field strongly preferred.
• 15+ years’ experience of successful leadership in a large customer or employee centric organization, demonstrated success of leading change in highly matrixed organizations, and proven ability to manage at enterprise scale.
• Experience driving transformative efforts that require green field solution development, significant change leadership and cross functional collaboration; ability to recommend innovation and efficiencies into new/existing models.
• Experience implementing return to office experience for a fortune 500 company strongly preferred.
• Proven ability to create and lead a performance-based culture that enables the team to collaborate and think outside the box.
• Knowledge of agile methodologies, and practices including Product Ownership
• Extensive experience in project management and continuous improvement, with a strong understanding of project management principles, methodologies, and best practices.
• Able to manage multiple projects/programs while supervising timelines, priorities, and escalations.
• Previous work experience performing analytics, and visualization for consumption applying a combination of analytical, technical and business acumen.
• Demonstrated experience in solving challenging problems and driving outstanding results at scale
• Proven ability to work collaboratively in complex matrix organizations and agile teams
• Experience blending creativity, relentless problem-solving, timely execution, and business acumen
• Strong proficiency with SharePoint, WebEx Meetings, Microsoft Word, Excel, Outlook, and PowerPoint.
• Excellent communication and presentation skills, including demonstrated success communication to the executive leadership, including the ability to create executive-level recommendations, reports and presentations.

Skills and Competencies

• Strategic Thinking: Ability to think strategically and align solutions with business and talent objectives.
• Technical Expertise: Knowledge of analytics technologies, practices and tools including application of Gen AI.
• Leadership: Proven ability to lead cross-functional teams and influence stakeholders at all levels. Tells us what needs to be done- does not wait to be told what to do.
• Problem-Solving: Strong analytical and problem-solving skills, with the ability to anticipate and address issues proactively.
• Influence and Change Leadership: Ability to find solutions to highly complex business challenges that span multiple organizations, align stakeholders, and create sponsorship and adoption of resulting change.
• Communication: Excellent verbal and written communication skills, with the ability to convey deeply detailed information as well as the ability to convey that same information to an executive audience in its simplest terms
• Collaboration: Demonstrated ability to work collaboratively with diverse teams and foster a collaborative environment.
• Managing through systems: Ability to make connections across strategies and teams and develop delivery methods that leverage capabilities across multiple domains.

If you will be working at home occasionally or permanently, the internet connection must be obtained through a cable broadband or fiber optic internet service provider with speeds of at least 10Mbps download/5Mbps upload.

About The Cigna Group

Doing something meaningful starts with a simple decision, a commitment to changing lives. At The Cigna Group, we’re dedicated to improving the health and vitality of those we serve. Through our divisions Cigna Healthcare and Evernorth Health Services, we are committed to enhancing the lives of our clients, customers and patients. Join us in driving growth and improving lives.

Qualified applicants will be considered without regard to race, color, age, disability, sex, childbirth (including pregnancy) or related medical conditions including but not limited to lactation, sexual orientation, gender identity or expression, veteran or military status, religion, national origin, ancestry, marital or familial status, genetic information, status with regard to public assistance, citizenship status or any other characteristic protected by applicable equal employment opportunity laws.

If you require reasonable accommodation in completing the online application process, please email: SeeYourself@cigna.com for support. Do not email SeeYourself@cigna.com for an update on your application or to provide your resume as you will not receive a response.

The Cigna Group has a tobacco-free policy and reserves the right not to hire tobacco/nicotine users in states where that is legally permissible. Candidates in such states who use tobacco/nicotine will not be considered for employment unless they enter a qualifying smoking cessation program prior to the start of their employment. These states include: Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Ohio, Pennsylvania, Texas, Utah, Vermont, and Washington State.

Qualified applicants with criminal histories will be considered for employment in a manner consistent with all federal, state and local ordinances.