Employee Experience and Engagement Manager

<a href="https://foundation.mozilla.org/en/">The Mozilla Foundation</a> is a nonprofit public benefit organization. Our mission is to ensure that the Internet is a global public resource, open and accessible to all. Join us and become part of our mission to promote openness, innovation, and opportunity online!Twenty years ago, this meant building a browser and protecting the open web. Today, it also includes making sure AI and data driven technology is more trustworthy. In order to focus on places where Mozilla can impact the next era of our work, we are increasingly working on the topic of trustworthy AI. For us, this means especially two things: human agency is a core part of how AI is built and integrated, and corporate accountability is real and enforced.TeamAt the Mozilla Foundation, our People & Culture team stewards all aspects of the employee experience. We own the full range of People and HR functions, including talent development, organizational culture-building support, employee engagement, performance management, People operations, and workplace policies. As a remote-first organization with staff in more than five countries, we design and lead programs that strengthen our culture, center equity and belonging, and design programs that enable people to do their best work in service of our mission. Our goal is simple: to foster an inclusive, supportive, and high performing environment where every Mozillian can contribute, learn, and grow. Job responsibilitiesThe Employee Experience & Engagement Manager is responsible for designing, delivering, and measuring strategies that foster a positive, inclusive, and engaging workplace. This role focuses on cultivating employee connection, growth, and organizational culture through initiatives spanning employee engagement, learning and development (L&D), and internal communications. Partnering closely with the People & Culture (P&C) team and cross-functional leaders, the Employee Experience & Engagement Manager ensures that employees feel supported, empowered, and aligned with the organization’s mission, values, and goals.Principal Responsibilities: Employee Experience & Engagement (35%)<ul><li style="font-weight: 400;">Develop and execute employee engagement programs that foster connection, belonging, and purpose across the employee lifecycle and a distributed workforce, utilizing clear communication channels.</li><li style="font-weight: 400;">Design and implement recognition programs, cultural touchpoints, milestone celebrations, and team-building initiatives that cultivate an inclusive work environment.</li><li style="font-weight: 400;">Own the employee survey strategy, calendar, and reporting: design and deploy survey tools, apply rigorous data analysis to uncover trends and insights, and partner with leaders to translate findings into measurable actions and impact. </li><li style="font-weight: 400;">Leverage performance reviews, evaluations, and employee feedback to identify evolving needs and inform learning and development strategies that support growth, retention, and organizational effectiveness.</li><li style="font-weight: 400;">Partner with P&C and senior leaders to surface trends and opportunities that strengthen culture, retention, engagement, and overall employee satisfaction.</li><li style="font-weight: 400;">Actively embed equity, inclusion, and accessibility into all engagement strategies and programs.</li></ul>Learning & Development (35%)<ul><li style="font-weight: 400;">Partner with P&C and team leaders to define and implement an L&D strategy aligned with organizational goals and employee needs.</li><li style="font-weight: 400;">Conduct training needs assessments; use performance evaluation data to identify skill and development gaps.</li><li style="font-weight: 400;">Design and deliver scalable learning programs, including onboarding, manager development, and role-based learning journeys.</li><li style="font-weight: 400;">Track, measure, and iterate on L&D programs using engagement metrics, feedback, and performance outcomes.</li><li style="font-weight: 400;">Manage external learning platforms/tools to ensure adoption, effective use, and value.</li><li style="font-weight: 400;">Coach managers on creating personalized development plans for their teams.</li></ul>Internal Communications (30%)<ul><li style="font-weight: 400;">Develop and deliver clear, inclusive employee communications that reflect the Foundation’s voice, in partnership with the P&C and Communications teams and leadership.</li><li style="font-weight: 400;">Write, edit, and publish internal updates (announcements, staff newsletters, policy changes, L&D, benefits, staff events, etc.) that keep staff informed, connected, and engaged.</li><li style="font-weight: 400;">Support change management efforts with clear, consistent, and compassionate communication during times of transition.</li><li style="font-weight: 400;">Translate complex information into accessible, actionable updates that equip employees without overwhelming them.</li><li style="font-weight: 400;">Create toolkits, talking points, and messaging that reinforce culture, transparency, and connection.</li><li style="font-weight: 400;">Partner with cross-functional teams (HR, Tech, Finance, Legal, Programs, etc.) to ensure consistent, timely communication on organizational priorities, processes, and changes.</li><li style="font-weight: 400;">Build and maintain communications calendars, working cross-functionally to anticipate needs and lift up key moments.</li></ul>Your Professional Profile:<ul><li style="font-weight: 400;">5+ years of experience in employee engagement, L&D, or internal communications roles.</li><li style="font-weight: 400;">Demonstrated success in designing and executing scalable employee engagement programs and/or learning initiatives from concept to execution to measurement. </li><li style="font-weight: 400;">Strong project management and program design skills with the ability to manage multiple priorities and moving projects; proven experience balancing long-term vision with immediate priorities and anticipating future workforce needs.</li><li style="font-weight: 400;">Exceptional written, verbal, and storytelling skills to engage diverse audiences; adept at building trust, influencing, and working cross-functionally to align stakeholders.</li><li style="font-weight: 400;">Strong analytical skills with experience using employee data, surveys, or engagement metrics to drive change and results.</li><li style="font-weight: 400;">Proven ability to integrate equity, inclusion, belonging, and accessibility principles into workplace programs and organizational culture.</li></ul>We Are Excited To See Any Additional Experience With:<ul><li style="font-weight: 400;">Professional certifications in HR, OD, L&D (e.g., SHRM-CP/SCP, ATD CPLP, Prosci Change Management).</li><li style="font-weight: 400;">Experience with learning platforms (LMS, digital learning tools) and survey tools.</li><li style="font-weight: 400;">Experience in scaling culture/engagement programs in a growing or distributed organization.</li></ul>What Success Looks Like: First 6 Months:<ul><li style="font-weight: 400;">Establish relationships with P&C team, leadership, and employee groups.</li><li style="font-weight: 400;">Audit current engagement, L&D, and communication programs; identify gaps and opportunities and develop an internal communications strategy to support our needs and operations. </li><li style="font-weight: 400;">Implement quick-win engagement initiatives to build momentum.</li><li style="font-weight: 400;">Launch a comprehensive employee survey. Deliver insights and partner with leaders on action planning and focus areas. </li><li style="font-weight: 400;">Roll out improvements to onboarding and manager development resources.</li></ul>By 12 Months:<ul><li style="font-weight: 400;">Deliver and measure impact of at least 2 org-wide engagement initiatives.</li><li style="font-weight: 400;">Launch comprehensive L&D programs (e.g., manager development track, role-specific learning pathways). </li><li style="font-weight: 400;">Overhaul and launch a refreshed onboarding program with clear learning priorities and connected to learning pathways. </li><li style="font-weight: 400;">Build an annual engagement and communication calendar aligned with organizational milestones.</li><li style="font-weight: 400;">Demonstrate measurable improvements in employee engagement scores and/or participation rates.</li></ul>Beyond 12 Months:<ul><li style="font-weight: 400;">Position the organization as a best-in-class workplace through innovative employee experience programs.</li><li style="font-weight: 400;">Develop a sustainable leadership and career development framework.</li><li style="font-weight: 400;">Institutionalize a continuous feedback and engagement cycle across the employee lifecycle.</li><li style="font-weight: 400;">Establish organizational benchmarks for engagement, retention, and learning impact.</li></ul>Salary and Benefits Information:The Mozilla Foundation is dedicated to fair and equitable compensation for our staff. We aim to pay a competitive and market-based salary based on the responsibilities and requirements of the role. We do not ask for, or take into account, salary histories in our offer process.The starting salary ranges for this role are listed below. These four countries are where we most commonly employ staff.<ul><li style="font-weight: 400;">Germany: €56,460 - €63,412</li><li style="font-weight: 400;">UK: £46,785 - £52,54</li><li style="font-weight: 400;">Canada: $97,470 - $109,471</li><li style="font-weight: 400;">US: $72,200 - $81,089</li></ul>Some regions fall into a higher salary market and this is reflected in the example ranges below: <ul><li style="font-weight: 400;">London: £58,482 - 65,682</li><li style="font-weight: 400;">Washington, DC: $86,640 - $97,307</li><li style="font-weight: 400;">New York: $90,250 - $101,362</li></ul>The range for your specific location will be discussed in screening conversations if your application is successful.We offer the following benefits:<ul><li style="font-weight: 400;">Private Medical Insurance</li><li style="font-weight: 400;">Extended Sick Leave</li><li style="font-weight: 400;">Global Employee Assistance Program (EAP)</li><li style="font-weight: 400;">Retirement Plan contributions</li><li style="font-weight: 400;">Paid Time Off: 20 days annual leave + sick days and your birthday  </li><li style="font-weight: 400;">Company Holidays + Shutdown</li><li style="font-weight: 400;">Wellness budget</li><li style="font-weight: 400;">Professional Development budget</li><li style="font-weight: 400;">Top up program for Pregnancy and Parental leaves</li></ul>Benefits are subject to change at any time at the discretion of Mozilla Foundation.Mozilla Foundation Hiring Practices:Mozilla understands that valuing diverse creative practices and forms of knowledge are crucial to and enrich the company’s core mission. We encourage applications from everyone, including members of all equity-seeking communities, such as (but certainly not limited to) women, racialized and Indigenous persons, persons with disabilities, and persons of all sexual orientations and gender identities and expressions.We are an equal opportunity employer and value diversity. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation at <a href="mailto:accommodation@mozillafoundation.org">accommodation@mozillafoundation.org</a>.

Employee Experience and Engagement Manager

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