About the Opportunity

The Human Resources Manager, Employee Experience will collaborate with a team and stakeholders to design and engineer a high-value, integrated, end-to-end employment experience that maximizes the interactions of our employees with Chautauqua and whose innovations will help to create a deep sense of belonging for our talent with high performance and strong business outcomes.

This Human Resources Manager is a critical member of the broader Human Resources Department and will support cross-functional talent solutions to develop and retain a diverse workforce that encompasses all the skills and experience necessary to deliver on Chautauqua Institution’s long-term strategic vision and to provide an environment that positions the organization as an ‘employer of choice’ on a national stage. This is an innovative opportunity for a self-starter within the human resources industry to develop a happy, productive, and supported workforce with a shared goal of exceptional individual and work performance.

This strategic focus on employee experience for this role is in the balance of the traditional responsibilities of a Human Resources Manager, providing oversight to the Human Resources Generalist with key responsibilities in onboarding, and supporting the routine functions of the Human Resources Department – such as the daily navigation of employee situations and questions, advising managers on policies, interpreting labor laws and resolving discrepancies, administering compensation and benefits programs, supporting employee relations or investigations, supporting internal program and procedures, and completing department projects, as needed.

The Human Resources Department provides strategic leadership and cross-functional support for Chautauqua Institution, its subsidiary the Chautauqua Hotel Company, at our main campus in Western New York, for a satellite office located in Washington DC, and for a new distributed workforce central to the ‘future of work.’ This position is based onsite at Chautauqua Institution’s Main Campus in beautiful Southwestern New York with the flexibility for hybrid telecommuting to the work location outside of summer operations.

About Your Work

Employee Experience & Technology

• Partner with the Senior Director of Human Resources, Human Resources, Talent Managers, and key stakeholders to strategically and thoughtfully develop a unified employee experience for Chautauqua.
• Manage the employee experience, as aligned with organization culture/values, from recruitment until retirement with a goal of a consumer-grade, seamless, connected, and intuitive digital experience.
• Maximize the interactions of our employees (referred to as ‘talent’) with Chautauqua through the employment lifecycle as core to our brand and create a deep sense of belonging for our talent with the competitive advantage of high performance and strong business outcomes.
• Function as a system administrator and content expert in the current Human Resources Information System (HRIS) Ultimate Kronos Group (UKG), specifically the Recruiting and Onboarding Gateways.
• Master technology solutions, integrate technology innovations, and utilize data analytics/metrics as central to the functions of Chautauqua, Human Resources, and the employee experience. Serve as a critical member of the implementation team during software enhancements or transitions.
• Plan for and manage a budget and resources for employee experience strategies and objectives.

Onboarding & Orientation

• In lockstep with the Talent & Recruitment Manager, design and engineer technology-based and data-driven recruitment, onboarding, and orientation experiences our talent, anywhere and everywhere.
• Provide leadership and support for the centralized onboarding process in Human Resources, which includes the processing of onboarding tasks, deeply connected to payroll processing, in the HRIS for a seasonal workforce (1,600+) starting employment for a rapid 9-week summer operating season.
• Educate, train, and mobilize a talent management team of 50+ to redesign onboarding beyond task processing and reimagine a presently de-centralized and department-owned orientation process.
• Partner with key stakeholders to create a digitally enabled employment experience with onboarding programs that focus on strategic vision, our mission, a culture (shared values/norms) that is lived in the workplace, emphasize connections through relationships and networks, and with the co-creation of high-value experiences for employees, leadership, and community.
• Collaborate with onboarding owners to ensure that recruitment and onboarding is aligned with the talent philosophy and employee experience strategies at Chautauqua.
• Develop a framework for onboarding that would integrate new employee training programs, mentor programs, key stakeholder ‘check-ins,’ roadmaps for networks, manager assimilation meetings, employee resources groups, 30-60-90 feedback, and tracking of onboarding milestones with HRIS.
• Create employee surveys, interpret survey data, present results to leadership and focus groups, and leverage information to influence the employee experience throughout the employment lifecycle.

Learning & Development

• Brand Chautauqua Institution as a learning organization, with life-long learning as a core value and as a talent solution, by creating learning and fluid mobility opportunities for talent as a strategy to deliver on organization success through the recognized benefit of employee retention and loyalty outcomes.
• Identify learning needs and to design development programs for talent at every level (board, executive, management, and employees) and every stage (hire to retire) to provide an experience for our talent that recognizes life-long learning as a core value with proportionate planning/resources.
• Create innovative and digitally-enabled learning/upskilling opportunities for individuals, teams, departments, and the broader organization to engage talent, on campus or distributed, and demonstrate alignment with the objectives/priorities of our talent and Chautauqua.
• Implement technology solutions for learning that measure data analytics and metrics to define interventions, measure outcomes, determine success, and demonstrate impact on business results.
• Ensure leadership development, participation, and accountability for fostering a learning culture.
• Deploy ongoing learning in the form of best practice programs through full-cycle project management, including planning, implementation, measuring results with data, and making necessary changes.
• Implement technology solutions for learning that measure data analytics and metrics to define interventions, measure outcomes, determine success, and demonstrate impact on business results.
• Engage as a commensurate professional in lifelong learning within the field of Human Resources.

Workforce Planning

• Support the Senior Director of Human Resources in workforce planning and succession management by aligning/realigning talent philosophy and employee experience strategies to organizational goals.
• Partner with the Senior Director of Human Resources and Human Resources Manager (Talent Recruitment) to inform and support the recruitment strategy and talent objectives that align with organization-wide and department-specific goals.
• Navigate rapid changes in the organization or business environments by identifying KSAs of existing talent, conducting environmental scans, analyzing talent pools, identifying gaps, and developing plans to address the gaps through recruitment, development/training, and organizational changes.
• Support workforce planning and reskilling of an existing workforce in digital/future-focused skills.
• Promote talent development through coaching, mentoring, and training employees with a focus on employee performance aligned to skills/capabilities to deliver on strategic objectives.

About You

Education

• A Bachelor’s Degree in Human Resources Management or a closely related field, or an equivalent combination of education and experience, is required. A Master’s Degree is preferred.
• Certification through the Society for Human Resources Management (SHRM) as a Certified Professional (SHRM-CP) or the Human Resources Certification Institute (HRCI) as a Professional in Human Resources (PHR), or the ability to complete this certification or recertify with employer sponsorship, is required.

Experience

• A minimum of 5-years of human resources management experience with a focus on talent is required. Candidates with a depth of human resources experience in a multidimensional organization with seasonal and/or high turnover workforces are strongly preferred.
• Administration of Human Resources Information Systems (HRIS) in the management of the employment lifecycle, specifically for onboarding and development, is required. Preference will be given to candidates with prior administrator or end-user experience with UKG Pro Software.
• Current work in a team environment that has embraced ‘eHR,’ or the transformation of human resources solutions to web-based technology, and experience leveraging those solutions to manage the employment lifecycle within a unified software solution.
• Dedicated use of technology to generate data analytics, metrics, and reporting to inform decision-making, measure delivery on strategic objectives/goals, and support workforce management interventions in response to metrics.

Knowledge, Skills, and Abilities

• Active listening and speaking to collaborate with and engage key stakeholders in the design and delivery of a high-value, integrated, end-to-end employment experience.
• Social perceptiveness and a consultative leadership approach to direct others toward goals.
• Complex problem-solving and coordination to navigate complex circumstances, make recommendations, and resolve problems with an independent judgment that is consistent with the established culture, ethics, best practice, policy, procedure, regulation, and federal/state labor laws.
• Knowledge of Human Resources in business management and strategy, workforce planning and employment, development, compensation and benefits, employee and labor relations, and risk.
• Psychology and relationship management to identify differences in ability and performance, learning and motivation, assess interventions, manage conflicts with employees, and work to connect with people and redefine employee experiences.
• Education and training methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects or success.
• Tech-savvy and data-driven for daily use of technology, such as a Human Resources Information System (HRIS), Learning Management System (LMS), and MS Office 365, including SharePoint/Teams.
• Analytical aptitude in gathering and analyzing information while maintaining neutrality.
• Project management skills to navigate short and long-term projects, full cycle, simultaneously, and against competing priorities.
• Communication comprehension and expression to develop and present content, such as emails, policies, procedures, processes, training materials, surveys, and to maintain professional standards.
• A lifelong learner who is eager to grow professionally through educational workshops, publications, networks, organizations, and conferences.

About Chautauqua Institution

Chautauqua Institution is a not-for-profit global convener of dialogue on the most significant issues of the day through engagement across four pillars of the arts, education, religion, and recreation. The Chautauqua community is located on the shores of Chautauqua Lake in southwestern New York State and comes alive each summer with a unique mix of visual and performing arts, lectures, interfaith worship/programs, and recreational activities. Chautauqua Institution owns and operates Chautauqua Hotel Company, a comprehensive hotel, food & beverage, conferencing, and events organization. The Institution’s office in Washington, DC is located strategically for an ongoing role in the cultural conversations of the nation.

Total Rewards for Our Talent

Chautauqua Institution’s competitive compensation and a benefits suite that includes health insurance with Blue Cross Blue Shield, flexible spend (or health savings) account options, dental and vision insurance, complimentary life insurance, wellness incentives, and fitness options, an employee assistance program, and supplemental life insurance and long-term disability options. The Institution supports planning for retirement through a discretionary employer pension contribution, which has recently been (10%) of gross compensation following a designated service period.

Discovering Your Chautauqua Experience

There are countless ways that our talent will engage with our mission, vision, and diverse communities, and you are invited to immerse yourself in our programming as a gateway to this experience. Employees will receive a traditional Chautauqua gate pass, free of cost, which provides access to many of our programs at the Amphitheater. In addition to a traditional gate pass, employees and their families will receive full access to our current and historical programs online at CHQ Assembly.

Our Commitment to IDEA

Chautauqua Institution values Inclusion, Diversity, Equity, and Accessibility (IDEA) as a priority in our strategic plan, 150 Forward. One of our five core values is “The dignity and contributions of all people.” We are committed to creating conditions in which everyone feels that they can engage as full and valued participants in the Chautauqua experience. The Institution is an equal opportunity employer committed to equitable and inclusive hiring practices and applicants will not be discriminated against based on any status protected under federal, state, or local law. We especially welcome applications from those who can demonstrate experience, engagement, and professional expertise in IDEA.

Joining Our Talent Community

Join our talent community online at CHQ.org/employment. You are encouraged to learn more about Chautauqua Institution at CHQ.org and view the 150 Forward Strategic Plan at 150fwd.CHQ.org.

Experience

• 5 year(s): Dedicated use of technology to generate data analytics, metrics, and reporting to inform decision-making, measure delivery on strategic objectives/goals, and support workforce management interventions in response to metrics.
• 5 year(s): Current work in a team environment that has embraced ‘eHR,’ or the transformation of human resources solutions to web-based technology, and experience leveraging those solutions to manage the employment lifecycle within a unified software solution.
• 5 year(s): Administration of Human Resources Information Systems (HRIS) in the management of the employment lifecycle, specifically for onboarding and development, is required. Preference will be given to candidates with prior administrator or end-user experience with UKG Pro Software.
• 5 year(s): Human resources management experience with a focus on talent is required. Candidates with a depth of human resources experience in a multidimensional organization with seasonal and/or high turnover workforces are strongly preferred.

Education

• Bachelors or better in Human Resource Administration or related field

• Masters or better in Human Resource Administration or related field

Licenses & Certifications

• Human Resources (PHR)

• Human Resources (SPHR)

Skills

• Understanding & Evaluating Others
• Ultimate Kronos Group (UKG)
• Teamwork
• Seasonal Workforces
• Result Oriented
• Relationship Management
• Relationship Building
• Recruiting
• Quality Control
• Problem Solving
• Project Management
• Prioritization
• Personal Accountability
• Presenting
• Planning & Organizing
• People Development
• New Technologies
• Multitasking
• Microsoft Office
• Legal Compliance/Labor Laws
• Initiative
• Implementation
• Human Resources Information Software (HRIS)
• Human Resources
• Expanding Ideas
• Enthusiastic
• Engagement
• Empathy
• Employee Development/Coaching
• Emotional Intelligence
• Diversity
• Developing Rapport
• Database Management
• Cost Analysis
• Communication
• Change Leadership
• Business Intelligence
• Budgeting
• Adaptability
• Active Listening

Behaviors

• Enthusiastic: Shows intense and eager enjoyment and interest
• Innovative: Consistently introduces new ideas and demonstrates original thinking
• Team Player: Works well as a member of a group
• Functional Expert: Considered a thought leader on a subject

Motivations

• Self-Starter: Inspired to perform without outside help
• Peer Recognition: Inspired to perform well by the praise of coworkers
• Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization