Senior Manager, Employee Experience

brinks; Coppell (TX); On-site; USD 120,000 - 160,000; Full time

Job summary

Brink's Texas-based organization seeks a Senior Manager, Employee Experience to design and lead programs that strengthen culture, engagement, and belonging across the company.

You will partner with HR, communications, and business leaders to translate insights into practical initiatives, manage ERGs, listening strategies, and CSR activities, and drive continuous improvement of the employee lifecycle experience.

Qualifications

• Bachelor's degree in HR, Organizational Development, Communications, Business or related field.
• 7+ years of progressive experience in employee experience, culture, engagement, HR programs, organizational development, internal communications, CSR, or related areas.
• Experience designing and managing enterprise-wide or global programs in a complex, matrixed organization.
• Demonstrated experience with employee engagement surveys, listening strategies, action planning, and insight reporting.
• Experience supporting ERGs, inclusion and belonging initiatives, CSR programs, employee giving, or Foundation-related activities preferred.
• Strong project management, stakeholder management, communication, facilitation, and change management skills.
• Ability to synthesize data, employee feedback, and business needs into actionable recommendations and practical solutions.

Responsibilities

• Lead enterprise culture initiatives that reinforce the company's purpose, values, leadership expectations, and desired employee experience.
• Develop and execute culture programs that support day-to-day business priorities, employee connection, recognition, and organizational alignment.
• Partner with HR, communications, and business leaders to support culture workstreams related to enterprise initiatives including employee connection, leadership alignment, and cultural activities.
• Translate employee insights and business priorities into practical programs, tools, communications, and experiences that drive engagement and belonging.
• Provide strategic support for Employee Resource Groups, including governance, annual planning and programming.
• Partner with ERG leaders and executive sponsors to ensure ERG priorities align with business objectives, culture goals, talent priorities, and employee needs.
• Identify opportunities to strengthen employee connection, inclusion, and community through ERG programming and broader employee experience initiatives.
• Lead or support the company's employee listening strategy, including engagement surveys, pulse surveys, focus groups, listening sessions, and other feedback mechanisms.
• Partner with HR and business leaders to interpret survey results, identify themes, develop global action plans, and track progress against engagement priorities.
• Promote a culture of listening, responsiveness, and accountability by helping leaders take meaningful action and close the feedback loop with employees.
• Support corporate social responsibility programs that strengthen employee pride, community impact, and connection to the company's values.
• Manage and improve employee giving, volunteerism, matching gift, and donation programs, including employee communications, participation campaigns, reporting, and process improvements.
• Identify opportunities to integrate CSR activities into broader employee experience, culture, engagement, and recognition strategies.
• Manage employee experience programs (e.g. Onboarding, Recognition) from strategy and design through execution, measurement, and continuous improvement.
• Build strong partnerships across HR, Communications, Legal, Finance, CSR, business leadership, and regional teams to align priorities and deliver high-quality employee experiences.
• Develop communication materials, playbooks, toolkits, leader guides, program calendars, and reporting materials to support consistent execution.
• Use employee feedback and program data to identify pain points, simplify processes, and create more consistent, engaging, and scalable employee experiences.

Skills

Strategic thinking

Project management

Stakeholder management

Change management

Communication

Facilitation

Data interpretation

Education

Bachelor's degree in HR / Organizational Development / Communications / Business

Advanced degree or certification (preferred)

Job description

Brinks Texas License #C00550

About Brink's:

The Brink's Company (NYSE:BCO) is a leading global provider of cash and valuables management, digital retail solutions, and ATM managed services. Our customers include financial institutions, retailers, government agencies, mints, jewelers, and other commercial operations. Our network of operations in 51 countries serves customers in more than 100 countries.

We believe in building partnerships that secure commerce and doing that requires fostering an engaged culture that values people with different backgrounds, ideas, and perspectives. We build a sense of belonging, so all employees feel respected, safe, and valued, and we provide equal opportunity to participate and grow.

Job Description

The Senior Manager, Employee Experience is responsible for designing, leading, and continuously improving programs that strengthen culture, connection, engagement, and belonging across the organization. This role will serve as a key driver of the employee experience strategy to create meaningful experiences across the employee lifecycle.

Key Responsibilities

Culture and Integration

• Lead enterprise culture initiatives that reinforce the company's purpose, values, leadership expectations, and desired employee experience.
• Develop and execute culture programs that support day-to-day business priorities, employee connection, recognition, and organizational alignment.
• Partner with HR, communications, and business leaders to support culture workstreams related to enterprise initiatives including employee connection, leadership alignment, and cultural activities.
• Translate employee insights and business priorities into practical programs, tools, communications, and experiences that drive engagement and belonging.

Employee Resource Groups and Belonging

• Provide strategic support for Employee Resource Groups, including governance, annual planning and programming.
• Partner with ERG leaders and executive sponsors to ensure ERG priorities align with business objectives, culture goals, talent priorities, and employee needs.
• Identify opportunities to strengthen employee connection, inclusion, and community through ERG programming and broader employee experience initiatives.

Employee Voice and Engagement

• Lead or support the company's employee listening strategy, including engagement surveys, pulse surveys, focus groups, listening sessions, and other feedback mechanisms.
• Partner with HR and business leaders to interpret survey results, identify themes, develop global action plans, and track progress against engagement priorities.
• Promote a culture of listening, responsiveness, and accountability by helping leaders take meaningful action and close the feedback loop with employees.

Corporate Social Responsibility

• Support corporate social responsibility programs that strengthen employee pride, community impact, and connection to the company's values.
• Manage and improve employee giving, volunteerism, matching gift, and donation programs, including employee communications, participation campaigns, reporting, and process improvements.
• Identify opportunities to integrate CSR activities into broader employee experience, culture, engagement, and recognition strategies.

Employee Lifecycle Experience

• Manage employee experience programs (e.g. Onboarding, Recognition) from strategy and design through execution, measurement, and continuous improvement.
• Build strong partnerships across HR, Communications, Legal, Finance, CSR, business leadership, and regional teams to align priorities and deliver high-quality employee experiences.
• Develop communication materials, playbooks, toolkits, leader guides, program calendars, and reporting materials to support consistent execution.
• Use employee feedback and program data to identify pain points, simplify processes, and create more consistent, engaging, and scalable employee experiences.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Communications, Business, or related field required; advanced degree or relevant certification preferred.
• 7+ years of progressive experience in employee experience, culture, engagement, HR programs, organizational development, internal communications, CSR, or related areas.
• Experience designing and managing enterprise-wide or global programs, ideally in a complex, matrixed organization.
• Demonstrated experience with employee engagement surveys, employee listening strategies, action planning, and insight reporting.
• Experience supporting ERGs, inclusion and belonging initiatives, CSR programs, employee giving, or Foundation-related activities preferred.
• Strong project management, stakeholder management, communication, facilitation, and change management skills.
• Ability to synthesize data, employee feedback, and business needs into actionable recommendations and practical solutions.

Key Competencies

• Strategic thinking with strong execution discipline
• Employee-centered mindset and ability to design expe