TTI of USA, Inc.
Culture & Employee Experience Design Senior Analyst
TTI of USA, Inc., Honolulu, Hawaii, United States, 96814
Job Description
Under the direction of the Director, responsible for designing, managing, and executing a strategic portfolio of initiatives that enhance the culture and employee experience across the organization. This position has a deep understanding of the employee lifecycle, and bridges insights, business strategy, and data analytics to execute and continuously advance the overall employee experience. As a key partner to senior leadership and cross-functional teams, this position ensures that all employee experience initiatives are aligned with the organization's values, culture, long-term goals and reflect the evolving needs of a modern, hybrid workforce. If applicable or appropriate, assists in business unit's compliance with applicable laws, regulations, regulatory requirements and Bank policies and procedures, including but not limited to those related to Fair Banking, Anti-Money Laundering laws and regulations, Bank Secrecy Act and USA PATRIOT Act.
Responsibilities
Strategy and Experience Design:
Leads, accelerates, and influences the design of programs and initiatives that impact culture and employee experience. Focused on workforce planning, predicting workforce needs, and identifying trends to inform strategic decisions, ensures alignment between People Services delivery and organizational priorities. Partners and co-create with cross-functional teams and subject matter experts that support the alignment of HR functions across the employee life cycle (i.e. recruiting, talent management, learning development, rewards and recognition, succession planning, etc.) to deliver on programs and initiatives that shape the employee experience, boost engagement, and foster cultural alignment by leveraging data and insights. Monitors the employee journey, ensuring that each touchpoint - from onboarding to exit - positively supports the diverse needs of our workforce, with an emphasis on culture, well-being, and diversity, equity, inclusion & belonging. Adjusts culture and employee experience related initiatives to ensure they are scalable and sustainable across different departments and geographies. Workforce Analytics and Insights:
Leverages workforce data and HR metrics to extract valuable insights and identify gaps/opportunities that will inform strategic decisions. Analyzes key trends in areas such as talent management, retention, turnover, employee programs (i.e. benefits, learning) and play a critical role in shaping culture and employee experience, ensuring alignment with organizational priorities, business goals, and the evolving needs of a diverse workforce. Collects quantitative and qualitative data, develops metrics and dashboards, and tracks Key Performance Indicators (KPIs), such as engagement surveys, feedback loops, and other HR metrics to measure the success of employee experience programs. Creates reports, proposals and presentations that evaluate the effectiveness of various HR programs to inform senior leaders, decision makers, including Committee Members, on the merits and considerations of such programs. Communication and Change Management:
Effectively communicates employee experience initiatives and manages change to ensure smooth adoption of new programs across the organization. Partners with internal communications teams to create messaging that engages and informs employees about ongoing and upcoming experience initiatives. Ensures that messaging is clear, consistent, and aligned with the company's cultural goals. Leads change management efforts related to employee experience initiatives, ensuring that new programs are adopted smoothly, and employees are engaged throughout the transition process. Provides tools and resources to managers and employees to help them navigate changes effectively. Created channels for open communication and feedback on new initiatives, ensuring employees have a voice in shaping the programs that impact them. HR Systems and Technology:
Collaborates with the HRIS team and IT stakeholders to ensure effective implementation and utilization of HR systems and technology. Analyzes system capabilities, identifies process improvement opportunities, and recommends solutions to enhance efficiency and data integrity. Contributes and supports project planning, execution, and delivery for successful launch and implementation. Performs all other miscellaneous responsibilities and duties as assigned.
Qualifications
Education:
Bachelor's degree in business or related area from an accredited institution, or equivalent work experience. Experience:
Level I:
Minimum 3 to 5 years of strategy development and analysis experience and/or HR management role. Some key focus areas to be considered: communications, change management, employee experience, product or program management, journey mapping, utilizing process knowledge and skills and understanding HR metrics. Should include experience building and launching programs that measurably impact positive engagement. Level II:
Minimum 5 to 6 years of strategy development and analysis experience and/or HR management role. Some key focus areas to be considered: communications, change management, employee experience, product or program management, journey mapping, utilizing process knowledge and skills and understanding HR metrics. Should include experience building and launching programs that measurably impact positive engagement.
Technical Skills:
Demonstrated proficiency and expertise with personal computers in a networked environment and Microsoft applications (Outlook, Word, Excel, Access, PowerPoint and SharePoint) or similar software. Knowledge of or ability to use Bank software and systems. Must have proficiency in:
HR Information Systems, Database Management Business Intelligence Tools (Knowledge of BI tools such as Tableau and Power BI) Process improvement, Project management
Other Job Qualifications:
Strong interpersonal skills, adaptability, attention to detail, and a collaborative work approach. Excellent communication and presentation skills. Advance skills in data analysis and familiarity with data visualization tools. Possess strong problem- solving skills to identify business and process improvement opportunities and risks, implement change, and establish internal controls. Demonstrated understanding of financial and business analysis, and forecasting and trends analysis. Understanding of facilitating and documenting journey maps, identifying issues within the employee journey and articulating a preferred solution working with cross functional stakeholders. Ability to think creatively and outside the box. Able to work flexible hours including holidays, weekends and evenings as needed or assigned.
Responsibilities
Strategy and Experience Design:
Leads, accelerates, and influences the design of programs and initiatives that impact culture and employee experience. Focused on workforce planning, predicting workforce needs, and identifying trends to inform strategic decisions, ensures alignment between People Services delivery and organizational priorities. Partners and co-create with cross-functional teams and subject matter experts that support the alignment of HR functions across the employee life cycle (i.e. recruiting, talent management, learning development, rewards and recognition, succession planning, etc.) to deliver on programs and initiatives that shape the employee experience, boost engagement, and foster cultural alignment by leveraging data and insights. Monitors the employee journey, ensuring that each touchpoint - from onboarding to exit - positively supports the diverse needs of our workforce, with an emphasis on culture, well-being, and diversity, equity, inclusion & belonging. Adjusts culture and employee experience related initiatives to ensure they are scalable and sustainable across different departments and geographies. Workforce Analytics and Insights:
Leverages workforce data and HR metrics to extract valuable insights and identify gaps/opportunities that will inform strategic decisions. Analyzes key trends in areas such as talent management, retention, turnover, employee programs (i.e. benefits, learning) and play a critical role in shaping culture and employee experience, ensuring alignment with organizational priorities, business goals, and the evolving needs of a diverse workforce. Collects quantitative and qualitative data, develops metrics and dashboards, and tracks Key Performance Indicators (KPIs), such as engagement surveys, feedback loops, and other HR metrics to measure the success of employee experience programs. Creates reports, proposals and presentations that evaluate the effectiveness of various HR programs to inform senior leaders, decision makers, including Committee Members, on the merits and considerations of such programs. Communication and Change Management:
Effectively communicates employee experience initiatives and manages change to ensure smooth adoption of new programs across the organization. Partners with internal communications teams to create messaging that engages and informs employees about ongoing and upcoming experience initiatives. Ensures that messaging is clear, consistent, and aligned with the company's cultural goals. Leads change management efforts related to employee experience initiatives, ensuring that new programs are adopted smoothly, and employees are engaged throughout the transition process. Provides tools and resources to managers and employees to help them navigate changes effectively. Created channels for open communication and feedback on new initiatives, ensuring employees have a voice in shaping the programs that impact them. HR Systems and Technology:
Collaborates with the HRIS team and IT stakeholders to ensure effective implementation and utilization of HR systems and technology. Analyzes system capabilities, identifies process improvement opportunities, and recommends solutions to enhance efficiency and data integrity. Contributes and supports project planning, execution, and delivery for successful launch and implementation. Performs all other miscellaneous responsibilities and duties as assigned.
Qualifications
Education:
Bachelor's degree in business or related area from an accredited institution, or equivalent work experience. Experience:
Level I:
Minimum 3 to 5 years of strategy development and analysis experience and/or HR management role. Some key focus areas to be considered: communications, change management, employee experience, product or program management, journey mapping, utilizing process knowledge and skills and understanding HR metrics. Should include experience building and launching programs that measurably impact positive engagement. Level II:
Minimum 5 to 6 years of strategy development and analysis experience and/or HR management role. Some key focus areas to be considered: communications, change management, employee experience, product or program management, journey mapping, utilizing process knowledge and skills and understanding HR metrics. Should include experience building and launching programs that measurably impact positive engagement.
Technical Skills:
Demonstrated proficiency and expertise with personal computers in a networked environment and Microsoft applications (Outlook, Word, Excel, Access, PowerPoint and SharePoint) or similar software. Knowledge of or ability to use Bank software and systems. Must have proficiency in:
HR Information Systems, Database Management Business Intelligence Tools (Knowledge of BI tools such as Tableau and Power BI) Process improvement, Project management
Other Job Qualifications:
Strong interpersonal skills, adaptability, attention to detail, and a collaborative work approach. Excellent communication and presentation skills. Advance skills in data analysis and familiarity with data visualization tools. Possess strong problem- solving skills to identify business and process improvement opportunities and risks, implement change, and establish internal controls. Demonstrated understanding of financial and business analysis, and forecasting and trends analysis. Understanding of facilitating and documenting journey maps, identifying issues within the employee journey and articulating a preferred solution working with cross functional stakeholders. Ability to think creatively and outside the box. Able to work flexible hours including holidays, weekends and evenings as needed or assigned.