About the role

Own and drive BURN’s employee experience agenda—turning employee feedback into measurable improvements in engagement, onboarding, recognition, wellbeing, and culture. Ensure EX initiatives are not “events”, but a consistent operating rhythm that improves retention, performance, and trust.

Duties and Responsibilities

Listening & insights (EX diagnostics)

• Run the annual Employee Satisfaction Survey (ESS) and quarterly/monthly pulse surveys (design, comms, rollout, analysis, reporting).
• Lead focus groups/listening sessions and translate themes into root causes and actions.
• Build and maintain a simple EX insights dashboard (engagement, onboarding, recognition, key themes, action closure).

Action planning & governance

• Facilitate post-survey action planning with leaders (priorities, owners, timelines, success measures).
• Track delivery via an “EX Action Log” and drive closure discipline (with evidence of completion).
• Identify hotspots/risks (attrition signals, morale drops) and propose interventions to CTHO/ELT.

Culture & recognition systems

• Own recognition strategy: Employee of the Month, values awards, peer-to-peer recognition, service awards.
• Ensure fairness, transparency, and consistency of recognition across sites and departments.
• Build and manage a culture champions network (site/department reps) to amplify initiatives and feedback loops.

Training programme planning & prioritisation:

• Partner with CTHO to plan annual training priorities (onboarding effectiveness, leadership behaviours, culture, wellbeing), aligning training activities to engagement and retention goals.

Training impact & continuous improvement:

• Review training feedback and participation trends, identify gaps or improvement areas, and recommend enhancements to training approaches, formats, and rollout strategies across locations.

Onboarding & buddy programme

• Design and continuously improve onboarding (pre-boarding → Day 1 → 30/60/90-day check-ins).
• Own the buddy programme and hiring manager onboarding toolkit; ensure compliance and quality.

Wellbeing & psychosocial safety

• Manage counselling/EAP provider (if applicable): SLA, utilisation trends, access and awareness, confidentiality messaging.
• Coordinate well-being calendar and critical incident support protocol (in partnership with HR/HSSE).

Engagement moments & events (strategic oversight)

• Own annual EX calendar and budget; oversee delivery of: Annual Gala Dinner, Sports Day, team building rhythm, recognition moments.
• Set event standards, ROI measures and post-event improvement actions.

Internal communications & change support

• Partner with People/Comms to deliver clear employee communications (EX newsletter, FAQs, policy awareness campaigns, change comms support).

Key deliverables

• Annual EX calendar (with owners, budgets, success metrics)
• ESS + pulse survey reports (exec summary + site/function insights)
• EX action log with ≥ agreed closure rate
• Recognition framework and quarterly recognition reports
• Onboarding programme with measurable onboarding NPS and 30/60/90-day check-in completion

Skills and Experience

• 6–10+ years in Employee Experience, HR, OD, engagement, internal comms, or culture roles (multi-site/manufacturing is a plus).
• Demonstrated experience running surveys, focus groups, and action planning with leaders.
• Strong data storytelling (Excel/Sheets; dashboarding is a plus).
• Vendor and budget management experience.
• High trust and discretion (confidentiality is non-negotiable)
• Influence without authority; facilitation and stakeholder management
• Structured programme management; strong follow-through
• Clear, human communication—especially during change

• Run the annual Employee Satisfaction Survey (ESS) and quarterly/monthly pulse surveys (design, comms, rollout, analysis, reporting).
• Lead focus groups/listening sessions and translate themes into root causes and actions.
• Build and maintain a simple EX insights dashboard (engagement, onboarding, recognition, key themes, action closure).
• Facilitate post-survey action planning with leaders (priorities, owners, timelines, success measures).
• Track delivery via an “EX Action Log” and drive closure discipline (with evidence of completion).
• Identify hotspots/risks (attrition signals, morale drops) and propose interventions to CTHO/ELT.
• Own recognition strategy: Employee of the Month, values awards, peer-to-peer recognition, service awards.
• Ensure fairness, transparency, and consistency of recognition across sites and departments.
• Build and manage a culture champions network (site/department reps) to amplify initiatives and feedback loops.
• Partner with CTHO to plan annual training priorities (onboarding effectiveness, leadership behaviours, culture, wellbeing), aligning training activities to engagement and retention goals.
• Review training feedback and participation trends, identify gaps or improvement areas, and recommend enhancements to training approaches, formats, and rollout strategies across locations.
• Design and continuously improve onboarding (pre-boarding → Day 1 → 30/60/90-day check-ins).
• Own the buddy programme and hiring manager onboarding toolkit; ensure compliance and quality.
• Manage counselling/EAP provider (if applicable): SLA, utilisation trends, access and awareness, confidentiality messaging.
• Coordinate well-being calendar and critical incident support protocol (in partnership with HR/HSSE).
• Own annual EX calendar and budget; oversee delivery of: Annual Gala Dinner, Sports Day, team building rhythm, recognition moments.
• Set event standards, ROI measures and post-event improvement actions.
• Partner with People/Comms to deliver clear employee communications (EX newsletter, FAQs, policy awareness campaigns, change comms support).

• Demonstrated experience running surveys, focus groups, and action planning with leaders.
• Strong data storytelling (Excel/Sheets; dashboarding is a plus).
• Vendor and budget management experience.
• High trust and discretion (confidentiality is non-negotiable)
• Influence without authority; facilitation and stakeholder management
• Structured programme management; strong follow-through
• Clear, human communication—especially during change

• BA/BSc/HND
• 6–10+ years in Employee Experience, HR, OD, engagement, internal comms, or culture roles (multi-site/manufacturing is a plus).