ARKANSAS CHILDREN'S IS A TOBACCO FREE WORKPLACE. FLU VACCINES ARE REQUIRED. ARKANSAS CHILDREN'S IS AN EQUAL OPPORTUNITY EMPLOYER. ALL QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, NATIONAL ORIGIN, AGE, DISABILITY, PROTECTED VETERAN STATUS OR ANY OTHER CHARACTERISTIC PROTECTED BY FEDERAL, STATE, OR LOCAL LAWS.

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Leads the development, implementation, and continuous improvement of the organization's performance management and employee experience strategies. Oversees performance management programs, employee listening initiatives, and engagement strategies that strengthen leadership accountability, organizational culture, and employee effectiveness. Partners with leaders and key stakeholders to translate workforce insights into actionable strategies that enhance employee performance and the overall employee experience.

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Description

1. Lead the organization's performance management strategy and lifecycle, overseeing the design, implementation, and continuous improvement of performance review processes, goal setting, competency assessments, and performance development practices aligned with organizational objectives.

2. Oversee the execution of annual and mid-year performance management cycles, ensuring consistent processes, effective calibration practices, leader accountability, and timely completion of performance evaluations and related activities.

3. Direct the ongoing administration and optimization of performance management systems and technology, including PEAP, to improve process efficiency, data integrity, user experience, and organizational adoption.

4. Develop and implement employee experience and engagement strategies that strengthen organizational culture, employee satisfaction, retention, and alignment with the organization's mission, vision, and values.

5. Lead employee listening initiatives, including engagement surveys, pulse surveys, and other feedback mechanisms, to assess employee perceptions, identify emerging concerns, and evaluate organizational culture and employee experience.

6. Analyze performance management outcomes, employee feedback, and workforce trends to identify opportunities for improvement, provide actionable insights to leadership, and measure the effectiveness of performance and employee experience initiatives.

7. Partner with organizational leaders to strengthen performance management capabilities, providing consultation, education, and resources that promote meaningful goal setting, effective feedback, performance conversations, and accountability for employee development.

8. Lead change management, communication, and education strategies supporting the implementation and adoption of performance management and employee experience initiatives, ensuring stakeholder engagement, leader readiness, and sustained organizational effectiveness.

9. Collaborate with HR Centers of Expertise and organizational stakeholders to align performance management, employee development, recognition, employee advocacy, and employee value proposition initiatives with broader people strategies and organizational priorities.

10. Direct and develop assigned performance management and employee experience resources, establishing priorities, performance expectations, and service standards while promoting professional development, operational effectiveness, and continuous improvement.

11. Other duties as assigned.