Employee Success Coach

Employee Success Coach

The Employee Success Coach is a fixed term role through 2027, with the potential for long-term permanent renewal. The position as part of the human resources team will focus on employees in their first year of employment at Hammer & NER, and all current employees on an as needed basis. The role will maximize employee potential through a person-centered, strengths-based approach by providing support and resources to help address personal and professional needs.

The Employee Success Coach will serve as an employee concierge and/or liaison connecting employees with various departments internally to ensure they get the support they need to be successful and to connect them with resources outside the organization for personal concerns and needs. Will create, maintain, and connect employees to a comprehensive list of resources and services (external). Guides employees in identifying/accessing resources to address any personal or professional barriers they may be experiencing including but not limited to housing resources, income-based resources.

All employees are expected to center, model and champion Hammer & NER's core values:
Person-Centered, Relational, Opportunistic and Stewardship to provide people with intellectual and other disabilities, the opportunity to live life to its fullest.

1. Employee Advocacy and Support

• Creates and maintains a comprehensive list of community and/or social service resources such as housing, child-care, medical/mental health and other public and private income-based supports for employee information and referrals.
• Advocates for, connects and guides employees in identifying and accessing resources to address any personal or professional barriers they may be experiencing including but not limited to housing resources, income-based resources, foodbanks, EAP, mental health, childcare, education etc.
• Provides supports, by promoting independent thinking and team collaboration to overcome obstacles.
• Creates and maintains an accessible electronic resources "site" that employees may access independently as needed.
• Provides a Community Resource Guide, (digitally and hard copy), when needed for individual employees and one at each site and department. Maintains needed updates over time.

2. Employee Coaching and Mentoring

• Conducts in person and touch base meetings to connect with each new employee one on one throughout the first year of tenure.
• Meets in-person with all teams across the organization during their team meetings once a year and as needed. This includes department teams, squads, and program site teams.
• Receives and follows up on employee engagement referrals from human resources team members and other organizational leaders.
• Facilitates employee stay and/or pulse surveys, electronically or in person as needed.
• Models adaptability and flexibility to adjust advocacy approach based on the individual needs and changes within the organization.

3. Employee Assessment, Evaluation and Administration

• Develops and maintains employee "person centered service plan" style document to assist employees presently or in the future to promote personal and professional development as well as overall employee satisfaction.
• Conduct individual intake and ongoing assessments to determine employee needs and goals.
• Collaborate with other human resources team members to analyze and access employee engagement survey results as it relates to the scope of the employee success coach project.
• Assists the human resources team and organizational leaders with the gathering of feedback to promote employee satisfaction and well-being.
• With the support of data and gathered analytics, provides feedback and recommendations for process improvement that improves employee retention and success.
• Collaborate with the employees when needed, to set SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) goals and develop actionable plans to reach these desired outcomes.
• Tracks the type of support needs provided and the connected metrics on a monthly basis. Reporting to the human resources team at L-10 meetings and other leadership groups as warranted.
• Provides Monthly Updates to all employees on Paylocity and the Success Coach Landing Page on SharePoint for EAP benefits and other resources.

4. Employee Onboarding

• Participates in the new employee orientation process to create and provide a welcoming experience for each new employee. Addresses any urgent needs for employees on Day 1 of employment.
• Serves as one of the first points of contact with new employees to assess their needs and identify challenges for maintaining employment.
• Supports new employees through the initial training process by identifying gaps in learning and areas for further concentration. Serves as a conduit for new employees with their direct supervisor, department, training and human resources.
• Proactively identifies and addresses factors affecting employee morale and engagement, helping deliver and foster a…