Director, Employee Experience
WITHIN 1 MONTH, YOU'LL:
- Complete Ramp Camp, our comprehensive onboarding program designed to jumpstart Leveroos and get them to full productivity as quickly as possible, while gaining a broader understanding about how their role fits into the org, Lever’s product, mission, etc. (Keep in mind your team owns the success of Ramp Camp and that you’ll play a critical role in scaling/up-leveling the program. Take copious notes on what you think is working / could be improved.)
- Hold 1:1s with new team members and create a regular cadence of 1:1’s with your immediate team.
- Take stock of what is happening at the organizational and team-wide level of Lever.
- Conduct 1:1’s and interviews with key cross-functional stakeholders to start building rapport and trust as well as to uncover the business’ most pressing needs. Learn how to use Lever - the Lever way! Become an expert in the tool, including sourcing & analytics. To get there, hold meetings with the Director of Recruiting, Lever’s Account Manager, and begin shadowing Recruiters in their daily work
- Audit all HR tools in use to understand how we use them, what gaps we have, and how we can maximize their functionality. Now is a good time to connect with our vendors to build a partnership with an eye on renewal and contract negotiation.
- Review our HR policies and make suggestions/edits to them as well as take stock of what we are missing. Communicate and changes or updates to the broader team.
- Take on ownership of all Employee XP meetings, activities, OKR’s and communications. Make them your own!
WITHIN 3 MONTHS, YOU'LL:
- Participate in the OKR design process by helping to create the People team OKR’s and create Employee XP OKR’s for your team.
- Couple the stakeholder interviews you’ve conducted with our engagement survey results to formulate action plans in partnership with each department leader. Use this process as the building blocks in creating a departmental QBR program where, in partnership with Recruiting, the People team will proactively consult with the business to share results and move to action.
- Write your first help article on Notion, the intranet / resource for all things employees might have questions about.
- Design the v.1 of your Ramp Camp session you’ll be delivering to each class of new hires to introduce yourself and the role Employee XP plays in the org – how they can partner with you, what they can expect from you, and how Lever aims to deliver a fundamentally different HR / Employee Support function than what they’re probably used to.
- Reignite our Managers Forum and own the program going forward. This program is vital to sharing knowledge and best practices as well as building a cohesive management team.
- Transfer ownership of / get looped into all HR responsibilities: onboarding, payroll, equity, benefits, compliance, HRIS management, etc. Learn the art of writing Impact Descriptions. Watch this webinar and get involved in the process of approving new “reqs”. Along with the Director of Recruiting, you’ll own the quality bar for all defined roles at Lever.
- Be a partner to managers as they think through how to select, onboard, develop, and promote their future employees.
WITHIN 6 MONTHS, YOU'LL:
- Own the next evolution of Impact Descriptions - Reboots (written for employees reaching 9-12 months of their tenure) and develop guidelines, process, as well as a system of holding employees and managers accountable for the newly-defined set of broader responsibilities. Impact Descriptions have the opportunity to be our not-so-secret best kept secret.
- Build a company-wide performance management system and framework. How can we design a sophisticated, yet simple way of evaluating, coaching, rewarding, and recognizing our employees? Optimize our existing process and tech solution to fit your vision.
- Design, build and introduce a goal setting framework for the organization.
- Write your first blog post - either for Inside.
- Lever (team/culture blog, main audience is prospective employees) or Lever’s blog (industry thought leadership, audience of recruiters and HR professionals).
- Conduct your first training - either for employees or managers/leaders, on whatever L&D topic you have determined is a priority.
- Re-evaluate our employee engagement survey and engagement program. What’s working and not working? What needs to be changed? What factors do we need to account for and how can we evaluate engagement outside of a survey?
- Think about the future of the Employee XP department. Where is the team is headed and what resources do you need to be successful? Design an impact description and make your first key hire!
WITHIN 12 MONTHS, YOU'LL:
- Scale the leadership accelerator program. Selecting and developing the next generation of leaders is absolutely critical to Lever’s growth. We will never have enough great managers.
- Launch a v2 Employee Handbook – by re-visiting all HR policies (WFH, parental leave, conference attendance, and many many more!), translating them from legalese to human terms, overseeing visual design and making it something we can be proud of to share with employees and rest of the world.
Meet Some of Lever's Employees
Rachael chases performance bottlenecks in Lever’s software and squashes bugs in its open source framework. She also works on internal tools to make Lever’s teams more efficient.
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