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.

Primary Duties and Responsibilities

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 positive working environment.
• Provides consistent communication from Day 1 of employment, at the 45 Day mark in scheduled meeting, 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. Formal, informal, and cross-disciplinary experiences will be considered.

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 to drive to program sites throughout the metro area to meet with employees.

Physical demands include frequent use of a telephone, frequent use of repetitive motion activities including typing on a computer keyboard and the ability to work for several hours at a time at a desk and computer.

Experience, ability, and commitment to working with individuals and teams that are mixed across lines of difference such as race, gender-identity, sexual orientation, religion, ability, age, class, and immigrant status.

Must be willing and able to work flexible hours/days, including occasional evenings and weekends, reflective of the dynamic schedule of the organization

This job description assigns essential functions. It does not restrict the tasks an individual in this position might be asked to perform or all qualifications that may be required currently or in the future.