Employee Engagement Lead

Description & Requirements

The Employee Engagement Lead plays a key role in shaping and enhancing the employee journey by designing and delivering experiences that foster connection, belonging, engagement, and organizational effectiveness. Acting as an Employee Experience Architect, this role translates business priorities into meaningful employee experiences that positively influence how individuals join, connect, contribute, and grow within the organization. As part of the evolution of the Employee Experience function, this role focuses on creating intentional, high-impact experiences across critical moments in the employee lifecycle. Key areas of responsibility include enhancing the headquarters employee experience, strengthening organizational culture and belonging, improving onboarding programs, and designing initiatives that support employee engagement and retention. The successful candidate will lead the development, execution, and continuous improvement of employee experience programs that drive connection, readiness, productivity, and business outcomes. This role requires a blend of program management, experience design, stakeholder partnership, change influence, and data-informed decision-making to create impactful and scalable employee-centered solutions.

Essential Duties and Responsibilities: - Own the annual HQ experience plan, design on-site engagement activities, and strengthen belonging and culture through experiences. - Own the full candidate-to-employee transition experience, improving onboarding consistency, warmth, clarity, and early integration. - Identify and enhance priority employee journey touchpoints across the employee lifecycle in partnership with HR COEs. - Develop and leverage employee experience metrics, feedback, participation data, and sentiment insights to guide improvements. - Align and influence partners to co-design and implement employee experience improvements. - Plan and deliver employee-facing programs, events, and experience improvements end-to-end. - Facilitate journey mapping and apply design thinking methodologies to improve employee experiences. - Manage intake governance, categorize requests, establish priorities, and maintain clear work plans and boundaries.

Headquarters Experience and Belonging - Develop and maintain an annual headquarters experience plan for Tysons, VA headquarters. - Design and execute meaningful on-site events, experiences, and activities that promote connection, engagement, belonging, and culture. - Create opportunities for cross-functional connection and community-building. - Reinforce organizational culture, values, and priorities through employee experiences. - Use feedback and participation data to continuously improve headquarters programming. Onboarding Journey and New Hire Experience - Own the employee experience from accepted offer through early new hire integration. - Map and improve the onboarding journey, with emphasis on the key moments that matter for new hires. - Partner with Talent Acquisition, HRBPs, managers, Learning, Communications, HRIS, and other stakeholders to improve consistency, warmth, clarity, and ease across onboarding. - Capture new hire feedback and use insights to reduce friction and improve the new hire experience. - Help new employees feel welcomed, connected, prepared, and confident as they transition into the organization. Employee Lifecycle Experience Design - Serve as an internal consultant on employee experience design. - Partner with HR Centers of Excellence to improve priority employee lifecycle moments. - Support journey mapping and experience improvement efforts across selected lifecycle touchpoints. - Bring an employee-centered lens to HR programs and processes. - Use employee feedback and data to identify opportunities for improvement, in partnership with the Employee Listening team. - Influence enhancements across recognition, learning, career development, manager enablement, culture, and