Manager Employee Experience-CA

CN; Quebec; On-site; CAD 90,000 - 130,000; Full time

Job summary

CN is seeking an experienced professional to design and enable the employee journey across the lifecycle, using personas and journey maps to pinpoint pain points and opportunities, ensuring experiences align with CN values.

The role partners with HR to translate insights into scalable program design, measurable improvements, and clear guidance for stakeholders. Onsite with some North American travel, leading enterprise initiatives in culture and recognition.

Qualifications

• Minimum 7 years in employee experience, culture, or HR transformation.
• Experience designing enterprise programs and employee-facing frameworks.
• Strong stakeholder management across functions and levels.
• Excellent written and verbal communication; translate complex information into guidance.
• Ability to create impactful PowerPoint presentations.

Responsibilities

• Design and manage CN personas and employee journey maps across the lifecycle.
• Lead evolution of CN's EVP; ensure alignment with CN values.
• Oversee onboarding, offboarding, recognition, and awards programs.
• Develop program frameworks with scope, roles, processes, timelines.
• Measure program effectiveness and provide recommendations for adoption and efficiency.
• Publish outputs and share with HR stakeholders.

Skills

Change management

Stakeholder management

Writing and facilitation

Presentation skills

PowerPoint presentations

Data analysis

Education

Bachelor's degree in HR/Business

Tools

Microsoft Office

PowerPoint

Excel

Access

Job description

Job Summary
The incumbent designs and enables CN's employee journey by connecting key moments that matter into a coherent, values-based endtoend experience across the employee lifecycle. Rather than viewing programs and processes in isolation, the role uses personas and journey maps to identify pain points, handoffs, and opportunities to improve how employees experience work at CN.This role supports the evolution of CN's Employee Value Proposition (EVP) including CN's culture and leads priority enterprise programs-such as onboarding and offboarding, recognition, service anniversaries and retirement gifts, and internal and external awards-to ensure experiences feel intentional, human, and aligned with CN's values. The manager partners with HR and business stakeholders to translate employee insights into clear guidance, scalable program design, and measurable experience improvements.

Job Summary
The incumbent designs and enables CN's employee journey by connecting key moments that matter into a coherent, values-based endtoend experience across the employee lifecycle. Rather than viewing programs and processes in isolation, the role uses personas and journey maps to identify pain points, handoffs, and opportunities to improve how employees experience work at CN.This role supports the evolution of CN's Employee Value Proposition (EVP) including CN's culture and leads priority enterprise programs-such as onboarding and offboarding, recognition, service anniversaries and retirement gifts, and internal and external awards-to ensure experiences feel intentional, human, and aligned with CN's values. The manager partners with HR and business stakeholders to translate employee insights into clear guidance, scalable program design, and measurable experience improvements.

Main Responsibilities

Employee Journey and CN Personas

• Manage and maintain CN personas and employee journey maps across the employee lifecycle
• Ensure artifacts remain current, actionable, and aligned to enterprise priorities
• Identify and action pain points and opportunities for improvement
• Create, update, and govern lifecycle personas and journey maps
• Maintain a change log
• Facilitate working sessions to validate moments that matter and pain points
• Publish and share outputs for HR stakeholders
• Support the evolution of CN's Employee Value Proposition (EVP) by identifying experience strengths and gaps and translating insights into program and communication improvements

Employee Experience Programs and Lifecycle Management

• Own strategy, governance, and continuous improvement for employee experience programs connected to key moments that matter, CN's culture, onboarding and offboarding, corporate recognition, CN values integration, service anniversaries and retirements, and internal and external awards
• Lead functional execution for assigned programs, including planning, stakeholder alignment, requirements, implementation readiness, and sustainment
• Develop clear program frameworks, including scope, eligibility, roles, processes, timelines, and employee and manager guidance, and ensure consistent employee-facing messaging in partnership with Communications
• Measure program effectiveness and experience outcomes using available data and feedback
• Provide insights and recommendations to improve adoption, efficiency, and employee experience consistency
• Contribute to EVP development and refresh and align program messaging to EVP pillars
• Ensure the EVP is reflected consistently in employee-facing content for key lifecycle events

Culture, Values and Recognition

• Drive the corporate recognition strategy, including the platform and enterprise framework
• Enable consistent recognition across functions through tools, standards, and guidance
• Integrate CN values into employee experience programs and recognition touchpoints
• Partner with stakeholders to reinforce values through practical behaviours and communications
• Drive the company-wide onboarding and offboarding strategy and enable a framework for functional onboarding and offboarding
• Standardize key steps, assets, and enablement for managers and HR
• Coordinate improvements to service awards and the retirement recognition experience
• Ensure clarity regarding eligibility, ordering and support processes, including invoicing, and employee-facing guidance
• Manage or support award programs, including timelines, nomination processes, stakeholder coordination, and communications alignment

Working Conditions

The role has standard working conditions in an office environment with a regular workweek. The role involves managing priorities and delivering work within established timelines, with support from the team to ensure sustainable and effective workload management. The role requires minimal travel (10%) within North America.

Requirements

Experience

Change Management

• Minimum 7 years of progressive experience in Employee Experience, Culture and Engagement, HR program management, HR transformation, talent/engagement, or change enablement
• Demonstrated experience designing and delivering enterprise programs and employee-facing frameworks (process, guidance, communications, sustainment)
• Strong stakeholder management skills with the ability to influence across functions and levels
• Strong writing and facilitation skills; ability to translate complex information into clear, practical guidance
• Strong presentation skills including the creation of PowerPoint presentations
• Comfort working with data and feedback to inform recommendations and measure outcomes
• Candidates with an equivalent combination of education, training, and experience will be considered

Education/Certification/Designation

University degree in Human Resources, Industrial Relations, Organizational Development, Business Administration, or CommunicationsCandidates with equivalent practical experience, education, or training will be considered

Competencies

• We Care About Each Other
• We Strive for Excellence
• We Succeed Together
• We Lead Responsibly
• Conveying the vision
• Planning
• Stakeholder management
• Listening
• Influence

Technical Skills/Knowledge

• Advance proficiency in Microsoft Office (PowerPoint, Excel, Access)
• Fluently bilingual both written and verbal (English, French)*
• Solid understanding of the logistics and transportation industry*
• Any requirement marked with (*) will be considered an asset (not mandatory)Organizational Impact