Manager, Employee Experience & HR Programs

ADI Global is seeking a collaborative, organized, and people-focused Manager, Employee Experience & HR Programs to support and advance employee experience, inclusion, employee listening, and enterprise HR programs across the organization. This role will support the implementation, coordination, and continuous improvement of programs and initiatives that enhance employee engagement, organizational culture, and the overall employee experience.

The Manager, Employee Experience & HR Programs will play a key role in managing employee experience initiatives, supporting enterprise inclusion efforts, leading employee listening activities, coordinating HR policy processes, and supporting strategic HR programs and projects. This role will partner closely with HR teams, Legal, Compliance, Employee Relations, Communications, leaders, and external vendors to help deliver effective, scalable, and employee-centered programs. The ideal candidate will possess strong program management capability, analytical skills, stakeholder management capability, and the ability to balance operational execution with continuous improvement.

JOB DUTIES:

Employee Experience, Inclusion & Culture Programs

• Support the development, implementation, and ongoing management of enterprise inclusion programs and initiatives aligned with organizational priorities and employee experience goals.
• Coordinate and manage activities related to the organization’s Inclusion Council, including meeting planning, communications, logistics, stakeholder coordination, and follow-through on priorities and deliverables.
• Support culture, engagement, recognition, values, and behavioral framework initiatives that reinforce organizational priorities and employee experiences.
• Partner with internal stakeholders to coordinate employee experience and inclusion activities, communications, resources, and program execution.
• Monitor trends, best practices, and employee feedback to identify opportunities to enhance employee experience, inclusion efforts, and program effectiveness.

Employee Listening Strategy & Employee Voice Survey

• Manage enterprise employee listening programs, including annual and lifecycle survey activities.
• Lead the Employee Voice Survey process, including planning, governance, timelines, milestones, execution activities, stakeholder coordination, and continuous improvement efforts.
• Manage relationships with survey and employee listening vendors to support successful delivery, program effectiveness, and operational needs.
• Analyze employee feedback, survey data, and related insights to identify themes, trends, strengths, and improvement opportunities.
• Develop reports, presentations, and summaries to support HR leaders, business leaders, and key stakeholders in understanding employee feedback and organizational insights.
• Support action planning efforts by developing tools, resources, and manager enablement materials that help leaders respond to employee feedback and drive improvement.

HR Policy Governance & Development

• Coordinate activities supporting the organization’s HR policy framework, governance processes, and policy lifecycle management.
• Partner with Legal, Compliance, Employee Relations, HR Operations, HR Business Partners, and subject matter experts to support the development, review, revision, communication, and maintenance of HR policies and related documentation.
• Manage policy coordination activities including updates, approvals, documentation, communications, and process tracking.

• Help ensure HR policies remain current, practical, compliant, and aligned with organizational needs and business practices.

  
  

Enterprise HR Programs & Strategic Initiatives

• Manage and support HR programs and initiatives requiring program management, stakeholder coordination, planning, and effective execution.
• Support initiatives related to employee experience, culture, engagement, values integration, and evolving people practices.
• Partner on HR technology-related initiatives that impact employee experience, employee listening, culture, or HR program delivery.
• Support M&A activities, organizational integration efforts, transformation initiatives, or other enterprise HR projects as needed.
• Develop project plans, timelines, communications, milestone tracking, and implementation approaches for assigned programs and initiatives.
• Identify opportunities to improve program processes, stakeholder experience, operational efficiency, and program delivery through process improvements, technology, automation, and best practices.
• Coordinate and support immigration-related programs and services, including partnership with internal stakeholders and external immigration providers to facilitate visa, work authorization, mobility, and related employee support processes.

YOU MUST HAVE:

• Approximately 7–10+ years of progressive experience in Human Resources, Employee Experience, Inclusion, Talent, Program Management, Organizational Effectiveness, or related disciplines.
• Experience supporting or leading enterprise programs related to employee experience, inclusion, employee listening, culture, HR programs, or related people initiatives.
• Experience managing employee survey or listening activities, including survey administration, governance, reporting, analytics, and action planning support.
• Experience supporting HR policy development, governance, or policy coordination activities.
• Strong program and project management skills with the ability to manage multiple priorities and initiatives simultaneously.
• Strong analytical, problem-solving, and organizational skills with the ability to interpret information, identify opportunities, and support effective decision-making.
• Strong written, verbal, facilitation, and presentation skills.
• Ability to collaborate, influence, and work effectively across teams, functions, and organizational levels.

WE VALUE:

• Experience working in large, matrixed, or enterprise organizations.
• Experience supporting change initiatives, organizational transformation, M&A activities, or evolving business environments.
• Experience leveraging HR technologies, survey platforms, analytics tools, automation, or digital solutions to improve employee experience and program effectiveness.
• Knowledge of employee experience, inclusion, organizational culture, employee listening methodologies, and HR policy practices.
• Strong business acumen and understanding of how people programs support organizational goals and employee outcomes.
• Ability to balance operational execution, stakeholder partnership, and continuous improvement in a fast-paced environment.

• Customer-focused mindset with a passion for improving employee experiences and program effectiveness.

  
  

WHAT’S IN IT FOR YOU:

• Opportunity to support employee experience, inclusion, and employee listening initiatives that positively impact employees and organizational culture.
• Ownership of meaningful HR programs and initiatives that support employee engagement, organizational effectiveness, and business priorities.
• Collaborative and dynamic environment focused on continuous improvement, innovation, and employee experience.
• Broad partnership opportunities across HR, leaders, and business stakeholders.
• Benefits and compensation package designed to support employees and their families.

#LI-WD1

Resideo Technologies has announced its intention to spin off ADI Global Distribution and establish it as a separate, publicly traded company. Under this plan, ADI will continue its role as a leading global wholesale distributor serving commercial and residential markets, while Resideo will retain its manufacturing and product-solutions business. Upon separation, both companies will operate independently to better serve their respective markets and customers. The spin-off is currently targeted for completion in the second half of 2026, subject to customary conditions.

Resideo is a $6.76 billion global manufacturer, developer, and distributor of technology-driven sensing and control solutions that help homeowners and businesses stay connected and in control of their comfort, security, energy use, and smart living. We focus on the professional channel, serving over 100,000 contractors, installers, dealers, and integrators across the HVAC, security, fire, electrical, and home comfort markets. Our products are found in more than 150 million residential and commercial spaces worldwide, with tens of millions of new devices sold annually. Trusted brands like Honeywell Home, First Alert, and Resideo power connected living for over 12.8 million customers through our Products & Solutions segment. Our ADI | Snap One segment spans 200+ stocking locations in 17 countries, offering a catalog of over 500,000 products from more than 1,000 manufacturers. With a global team of more than 14,000 employees, we offer the opportunity to make a real impact in a fast-growing, purpose-driven industry. Learn more at www.resideo.com.

At Resideo, we bring together diverse individuals to build the future of homes. Resideo is an equal opportunity employer. Qualified applicants will be considered without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, religion, or veteran status. For more information on applicable U.S. equal employment regulations, refer to the "EEO is the Law" poster, "EEO is the Law" Supplement Poster and the Pay Transparency Nondiscrimination Provision. Resideo complies with applicable equal employment laws in all countries where we do business. For more information on how we process your information in the job application process, please refer to Recruitment Privacy Notice. If you require a reasonable accommodation to apply for a job, please use Contact Us form for assistance.