Employee Success Coach

Primary Duties And Responsibilities

• 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.
• 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.
• 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.

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.
• Aids 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.
• Reports 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.

Employee Onboarding

• Participates in the new employee orientation process to create and provide a welcoming experience for each new employee.
• Serves as one of the first points of contact with new employees to assess their needs and identify challenges for maintaining employment.
• 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 positive working environment.
• Provides consistent communication from Day 1 of employment, at the 45 Day mark in scheduled meetings, and as needed moving forward.

Essential Knowledge And Qualifications

• Intermediate experience required working for a mid-sized organization providing advocacy, case management or care support.
• Demonstrated experience coaching and mentoring individuals to successful outcomes.
• Knowledge of and experience using various coaching models.
• Proficiency with Microsoft Office Products (Word, Excel, Outlook).
• Experience gathering and analyzing analytics/data.
• Understanding and ability person-centered coaching approaches that take into account a person’s whole selves and intersecting identities.
• Experience and ability to respond to crises and de-escalate situations in a calm and professional manner.
• Must demonstrate the ability to work diplomatically with a wide variety of people, possess public speaking ability, strong organizational skills, and complete tasks with a high attention to detail.
• Ability to promote employee well-being while maintaining appropriate professional boundaries.
• Experience exercising professional discretion and maintaining confidentiality regarding all human resources related matters.
• Requires a valid driver’s license, access to a personal auto and driving record that meets Hammer & NER’s insurance requirements.
• Must receive an MN DHS background study clearance.
• Must be willing and able to work flexible hours/days, including occasional evenings and weekends, reflective of the dynamic schedule of the organization.