Prgm Mgr Employee Exp & Belong

Job Number: 176592, Job Title: Prgm Mgr Employee Exp & Belong, Salary: $80,000.00 - $100,000.00

Community Health Choice, Inc. (Community) is a non-profit managed care organization (MCO), licensed by the Texas Department of Insurance. Through its network of more than 10,000 providers and 94 hospitals, Community serves over 400,000 Members with the following programs:

Medicaid State of Texas Access Reform (STAR) program for low-income children and pregnant women

Childrens Health Insurance Program (CHIP) for the children of low-income parents, which includes CHIP Perinatal benefits for unborn children of pregnant women who do not qualify for Medicaid STAR

Health Insurance Marketplace Plans that offer individual health coverage that includes preventive care, emergency services, prescription drugs, and hospitalization available to all, regardless of pre‑existing conditions.

Community Health Choice (HMO D‑SNP), a Medicare Advantage Dual Special Needs plan for people with both Medicare and Medicaid that combines Medicare Part A and Part B benefits, Medicare Part D prescription drug coverage, and Medicaid benefits with additional health benefits like dental, vision, transportation, and more.

Improving Members' experiences is at the heart of every Community position. We strive every day to make sure that our Members have access to the high-quality health care they need and deserve.

Community is accredited by URAC for its health plan operations. We offer care management programs for asthma, diabetes, and high‑risk pregnancy. An affiliate of the Harris Health System (Harris Health), Community is financially self‑sufficient and receives no financial support from Harris Health or from Harris County taxpayers.

JOB SUMMARY
The Employee Experience Program Manager is a strategic and execution‑focused role responsible for designing, implementing, and continuously enhancing enterprise‑wide employee experience (EX) initiatives that foster engagement, inclusion, connection, and organizational effectiveness. This role serves as a critical bridge between strategy and execution, translating the organization's employee experience vision into scalable, high‑impact programs that align with business priorities and cultural values. As a trusted advisor and consultant to leaders across the organization, the Program Manager drives the integration of EX best practices into divisional operating models, ensuring consistency and sustainability of engagement efforts. The role leverages data‑driven insights, employee feedback, and industry best practices to shape meaningful experiences that improve employee satisfaction, strengthen culture, and support retention and performance outcomes. The Employee Experience Program Manager operates in a highly collaborative environment, partnering closely with the Director of Employee Learning & Experience, Organizational Event Planner, HR Analytics, Facilities, and cross‑functional leaders. Success in this role requires a balance of strategic thinking, program management excellence, strong facilitation skills, and the ability to influence without direct authority.

JOB SPECIFICATIONS AND CORE COMPETENCIES
Enterprise Employee Experience Program Design & Execution

Develop and manage an annual employee experience roadmap aligned with organizational values, strategic priorities, and EX pillars.

Design and oversee enterprise‑wide engagement, inclusion, and connection programs that foster a positive and inclusive workplace culture.

Lead and support FTE onboarding experience initiatives to ensure new employees are effectively welcomed, connected to Community's culture, and integrated into the organization through consistent, engaging, and sustainable employee experience practices.

Plan and coordinate a minimum of two inclusion and connection‑focused initiatives per month.

Create comprehensive program and event plans, including defined objectives, value alignment, inclusion impact, and success measures.

Develop and maintain RACI charts in partnership with the Organizational Event Planner and Facilities to ensure clear accountability and seamless execution.

Continuously evaluate program effectiveness and recommend enhancements based on feedback and outcomes.

Engagement Survey, Culture Insights & Action Planning

Partner with HR Analytics to support the administration and execution of mid‑year and annual engagement surveys.

Validate organizational hierarchies and data integrity within engagement platforms to ensure accurate reporting.

Analyze engagement survey results and translate data into meaningful insights and actionable recommendations.

Develop and deliver division‑level presentations to communicate key findings, trends, and opportunities.

Report employee experience, engagement, Community Council, and interest‑based club results to senior leadership, using data and feedback to recommend strategic, sustainable solutions that address identified trends, opportunities, and organizational needs.

Facilitate leadership readouts and guide leaders in co‑creating targeted, measurable action plans.

Provide ongoing coaching, support, and progress tracking to ensure successful implementation of action plans.

Partner with business leaders to embed employee experience best practices into divisional operating models.

Interest‑Based Clubs & Community Engagement Programs

Lead and govern enterprise community initiatives, including the Community Council and all interest‑based clubs, ensuring alignment with employee interests, organizational goals, and Community's employee experience strategy.

Monitor participation, engagement, and overall effectiveness of clubs and community programs.

Maintain and update club charters, governance frameworks, and participation metrics.

Partner with employees and leaders to launch new interest‑based clubs aligned with employee interests and organizational goals.

Foster a sense of community and belonging through inclusive and engaging programming.

Stakeholder Partnership, Consulting & Communication

Serve as a trusted consultant to leaders on employee experience strategies, engagement initiatives, and culture‑building efforts.

Build strong relationships with cross‑functional partners, including HR, Facilities, Communications, and business leaders.

Influence and guide stakeholders to align with enterprise EX strategies and priorities.

Deliver compelling presentations and communications that effectively convey insights, strategies, and program outcomes.

Ensure alignment and consistency of messaging and approach across all EX initiatives.

Other duties as assigned.

QUALIFICATIONS

Bachelor's degree in HR, employee engagement, or related field.

5‑7 years of experience in human resources, culture development, onboarding, employee engagement, Diversity, Equity, & Inclusion.

Program management and/or project management experience, including projects requiring cross‑functional team alignment.

Proficiency with Microsoft Office (Word, Excel, PowerPoint, Outlook).

COMPETENCIES

Customer Focus, Sustainability, Reliability and Dependability, Employee Empowerment.

Honesty & Integrity, Sustainability, Change Management, Affordability.

Teamwork, Employee Empowerment, Impact & Influence, Strategic Vision, Profitable Growth (for supervisory employees).

People and Team Development, Employee Empowerment (for supervisory employees).

Problem Analysis, Attention to Detail.

Superior interpersonal, organizational, and program management skills.

Ability to create an environment that supports and encourages respect, customer commitment, teamwork, enthusiasm, and personal growth, and to establish an expectation that people can be their authentic selves.

Knowledge of general change management principles, methodologies, and tools.

Demonstrated track record of managing inclusion programs with proven results.

Experience with DEI program development, execution, and performance monitoring, with a clear understanding of how inclusion functions as part of DEI best practices.

Demonstrated analytical and data‑driven approach to DEI programs and initiatives.

Experience managing multiple projects simultaneously and/or projects involving cross‑functional/team alignment.

Strong organizational skills and passion for getting the details right.

Creative thinking and ability to execute and measure the effectiveness of new ideas.

Excellent verbal and written communication skills and ability to develop strong professional relationships with peers, managers, and cross‑functional teams.

Ability to use good judgment to problem‑solve, make decisions, and involve necessary individuals at the appropriate time.

Ability to thrive in an environment of ambiguity and change.

Ability to influence without authority and think proactively.

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