The Employee Engagement Specialist seeks to create a holistic approach around engagement and wellbeing, enabling employees to have a voice and be their best at work. You will work with key internal stakeholders and use data-driven insights to create a great work environment at Penningtons Manches Cooper.
Employee engagement plays a key role throughout all stages of the employee lifecycle, from attraction, to onboarding, development, retention, and finally off boarding. You will work in partnership with key stakeholders to consider how employer brand, culture and values and engagement impact each of these stages and ensure a high level of trust, providing the best possible experience to future, current and past employees.
Key relationships:
- HR team
- Responsible Business Committee
- Employee network groups
- Internal & External Communications
Responsibilities
Employer Brand and Attraction
- Works with key stakeholders to develop, and regularly assess, our Employer Value Proposition to creatively and genuinely enhance and recognise PMC as an employer of choice.
- Works with the HR and Marketing teams to ensure content on external communication channels (i.e. Website, LinkedIn Life, Glassdoor, Graduate recruitment sites) is up to date and reflects our values and culture.
- Works with the Responsible Business Committee and employee network groups to design and deliver approaches to ensure an inclusive culture, where all individuals feel supported to work at their best, ensuring this is rightly reflected in our external employer brand perception and suitable to attract a diverse workforce.
- Supports external benchmarking submissions (i.e. EcoVardis, Stonewall, Social Mobility Index) to ensure our EVP is accurately promoted.
Engagement: Develop & Retain
- Develop an employee experience strategy, with associated metrics and KPIs monitoring, that align with the firm's culture , strategic objectives and values to enhance employee experience.
- Leads on employee engagement activity including pulse surveys, focus groups, analysis, development of actions plans and ongoing communication.
- Equip key internal stakeholders (HR team, line managers, Responsible Business Committee, and leadership) with the information needed to play their role in embedding the employee experience strategy.
- Works with the Head of HR to design wellbeing and recognition strategies to support and promote employee health, wellness, and work-life balance practices and reward and appreciation initiatives
- Develop employee communication campaigns to proactively promote and disseminate information which supports ongoing and ad-hoc change activities across all HR specialisms.
- Supports the efficient delivery and evaluation of ongoing, annual and planned ‘one-off’ people programmes and projects - using knowledge of systems, policies and management practices and behaviours to enhance the employee experience.
- Works with internal and external comms to design and utilise communication channels and approaches which positively impact employee experience (i.e. Viva Engage, Intranet).
- Works with the Head of Learning & Development to d rive a growth mindset and shift in employee perception of growth and development - recognising differences across cultures, generations and other segments.
Onboarding & Offboarding
- Works with the HR team and internal stakeholders to develop an engaging and refined induction and onboarding experience.
- Ensures an efficient integration of new hires through a structured orientation programme to feel welcome and equipped to be their best at work.
- Works with the HR team to ensure a smooth offboarding experience for employees, including data analysis from exit interviews to further improve employee experience.
- Continually assesses the onboarding and offboarding experience, ensuring activity is insights-driven (internal and external), and is adapted accordingly.
- Works with the Marketing team to leverage our Alumni network, helping them stay connected to Penningtons Manches Cooper and become great ambassadors of our firm and services in the future.
Essential & Desirable Criteria
The firm operates a hybrid agile working policy, enabling employees to work from home (or another UK location) for up to 50% of their time.
At our firm, Diversity, Equity and Inclusion is a priority and at the heart of everything we do. We actively want to attract a diverse workforce and welcome applications from everyone, from all backgrounds. We are committed to promoting an inclusive culture where everyone can be their full selves and experience being seen and heard. You can find out more about our firm’s commitment, initiatives and Pennclusion committees here .
We ensure that there are equal opportunities and treatment for all job applicants and employees, at all stages of the recruitment process and employment, regardless of age, gender reassignment, marriage or civil partnership, pregnancy and maternity, disability, race (including colour, nationality, ethnic or national origin), religion or belief, sex, sexual orientation, gender identity, gender expression and social background. We aim to provide adjustments for people who have a disability, long-term health condition (including mental health) or neurodiversity. If you would like to request an adjustment, please contact Sam.Austin@penningtonslaw.com.