Head of Employee Experience Oesl

Your tasks

The Head of Employee Experience is responsible for designing and executing a holistic employee experience strategy that aligns with the business transformation goals of OESL under its new private equity ownership. This role ensures that every touchpoint in the employee lifecycle—from onboarding to offboarding—supports a high-performance culture, fosters engagement, and drives retention during a period of significant organizational change.

Strategic Leadership
- Define and implement the employee experience strategy aligned with OESL’s business objectives and private equity value creation plan.
- Act as a cultural architect, shaping a high-engagement, performance-driven environment during and after the M&A transition.
- Partner with leadership team to embed employee experience into business transformation initiatives, including footprint adjustment, digitalization, and operational efficiency.

Employee Lifecycle Management
- Oversee the design and continuous improvement of key employee lifecycle processes: onboarding, development, recognition, internal mobility, and exit.
- Lead initiatives to enhance employee listening (e.g., surveys, focus groups) and translate insights into actionable improvements.
- Enable a high-performing culture (e.g. Talent Acquisition, Onboarding, Learning,Performance Management Process, Career Growth Framework, Leadership Expectations etc.).
- Manage Employer branding from the inside-out. Nurture OESL culture, driving a listening strategy through pulses and engagement surveys and outline a global attraction strategy.

Change Management & Communication
- Serve as a key change agent during the post-merger integration, ensuring transparent, empathetic, and consistent communication across all levels.
- Collaborate with internal communications to craft messaging that reinforces the new organizational identity and values.

Culture & Engagement
- Drive programs that promote inclusion, psychological safety, and a sense of belonging.
- Develop and implement engagement strategies tailored to the evolving needs of a leaner, more agile organization.

People Analytics & Insights
- Leverage data and analytics to measure employee experience KPIs (e.g., eNPS, retention, productivity).
- Provide insights to leadership team to inform talent decisions and track progress against transformation goals.
- Measure and Analyze Employee Feedback: To improve EX, you need to understand what's working and what's not. This means gathering employee feedback through surveys, focus groups, and other means, and then analyzing the data to identify trends and areas for improvement. You'll need to be comfortable working with data and have the ability to use it to drive decision-making.

IATF Compliance, Equity, Inclusion, Diversity
- Implement IATF compliance policies, diversity mindset in the organization and drive necessary activities
- Ensure measures defined to reach diversity targets within OESL are know, lived and employees with diverse backgrounds (internationality, gender, personaliy, education, sector-backgrounds) are supported and developed equally
- Ensure decision making on successions and jobs give equal opportunity to employees with diverse backgrounds (int., gender, personality, education, sector-backgrounds)

Collaboration & Stakeholder Management
- Build and Lead an Employee Exprience Team that include talent aquisition, learning and talent management specialists,employee experience experts, and other professionals who are responsible for delivering the EE strategy.
- Work cross-functionally with Location HR Teams, HRBPs, Talent Acquisition, L&T, and Communications to ensure a seamless and consistent employee experience.
- Engage with private equity stakeholders to align on cultural and people-related value drivers.
- Provide employees support and guidance in an increasingly complex and more dynamic working environment; build and maintain trust and foster OESL Principles for Success; balance the needs of our customers, our company and our colleagues
- Guide our company and its employees, especially through times of change; encourage innovation, inspire and develop people to realize their full potential, and foster learning

Quality First, Safety Always
- Act and compel colleagues to behave as ambassadors for Quality and Safety
- Understand the importance of technical compliance and ensure the adherence thereof in daily business
- Be dedicated to maximizing internal & external customer satisfaction by demonstrating ownership, dedication towards ensuring high-quality results and process-orientation
- Owning the quality of all outputs in the dedicated responsibility area as process member or process owner
- Strive for “Zero Incidents” and “Zero Accidents” by demonstrating ownership and acting as a role model for a safe envirnoment

Sustainability
- Act and inspire colleagues to challenge the status quo in order to create sustainable solutions
- Innovate and/or create solutions to support our