Employee Experience Manager

Skill: Employee Lifecycle Mapping

1. Can you describe your experience with mapping the employee lifecycle in a previous role?
2. How have you used employee lifecycle mapping to improve the employee experience?
3. Can you provide an example of how you've used 'voice of employee' insights to drive action planning?
4. What strategies have you used to support the attraction, retention, performance, and growth of a diverse workforce?
5. How have you ensured that the employee experience is inclusive and engaging during key moments such as onboarding, induction, recruitment, and offboarding?

Skill: Recognition

1. Can you describe your experience with providing equitable and inclusive formal and informal pathways for staff recognition?
2. What is your approach to strategic oversight of awards programs, such as the Living Our Values Awards (LOVA)?
3. Can you provide an example of how you've coordinated an annual Service Recognition event?
4. How have you ensured that nominees for awards are acknowledged in a timely fashion?
5. What is your approach to preparing and distributing certificates for service recognition awards?

Skill: Performance Development

1. Can you describe your experience as a subject matter expert on the Performance Development Review (PDR) business process?
2. What is your approach to providing education and support to managers on how to conduct inclusive, effective PDR discussions?
3. How have you monitored and driven completion rates for PDR through HR Business Partners/Officers/Administrators?
4. Can you provide an example of how you've used PDR development data reports to inform education and training needs?
5. What is your approach to supporting leaders and managers to aim for 100% PDR compliance?

Skill: Staff Wellbeing

1. Can you describe your experience with monitoring indicators of organizational wellbeing?
2. What is your approach to providing trend analysis, advice and insights on actions to key stakeholders to improve the employee experience?
3. How have you collaborated with Equity & Inclusion Networks to support the implementation of a wellbeing strategy?
4. Can you provide an example of how you've improved indicators of organizational health?
5. What is your approach to monitoring indicators of organzational wellbeing?

Skill: Staff and Team Development and Training

1. Can you describe your experience with improving the quality and skills of managers and building programs to support new manager orientation and succession?
2. What is your approach to developing the workforce in inclusive people management essentials?
3. How have you identified training needs using data from employee surveys, PDR reports, manager, HR and/or staff feedback, equity & inclusion networks?
4. Can you provide an example of how you've ensured that all senior executives complete SCV Clinical Governance and Just Culture training?
5. What is your approach to providing team development support and solutions?

Additional Notes

1. Remember to assess the candidate's communication skills and their ability to articulate their thoughts clearly and concisely.
2. Look for evidence of the candidate's ability to work collaboratively with different teams and stakeholders.
3. Assess the candidate's problem-solving skills and their ability to use data to inform decision-making.
4. Look for evidence of the candidate's commitment to diversity, equity, and inclusion.
5. Assess the candidate's ability to manage multiple projects and priorities effectively.