Manager Employee Experience-CA

Job summary

Lead employee journey mapping and improve lifecycle experiences by identifying pain points and translating employee insights into practical guidance and program improvements. Govern enterprise experience programs—including onboarding, offboarding, recognition, service awards, retirement recognition, and awards—and align them with CN’s culture, values, and Employee Value Proposition.

Job details

Job Summary The incumbent designs and enables CN's employee journey by connecting key moments that matter into a coherent, values-based endtoend experience across the employee lifecycle. Rather than viewing programs and processes in isolation, the role uses personas and journey maps to identify pain points, handoffs, and opportunities to improve how employees experience work at CN.This role supports the evolution of CN's Employee Value Proposition (EVP) including CN's culture and leads priority enterprise programs-such as onboarding and offboarding, recognition, service anniversaries and retirement gifts, and internal and external awards-to ensure experiences feel intentional, human, and aligned with CN's values. The manager partners with HR and business stakeholders to translate employee insights into clear guidance, scalable program design, and measurable experience improvements. Main Responsibilities Employee Journey and CN Personas Manage and maintain CN personas and employee journey maps across the employee lifecycle Ensure artifacts remain current, actionable, and aligned to enterprise priorities Identify and action pain points and opportunities for improvement Create, update, and govern lifecycle personas and journey maps Maintain a change log Facilitate working sessions to validate moments that matter and pain points Publish and share outputs for HR stakeholders Support the evolution of CN's Employee Value Proposition (EVP) by identifying experience strengths and gaps and translating insights into program and communication improvements Employee Experience Programs and Lifecycle Management Own strategy, governance, and continuous improvement for employee experience programs connected to key moments that matter, CN's culture, onboarding and offboarding, corporate recognition, CN values integration, service anniversaries and retirements, and internal and external awards Lead functional execution for assigned programs, including planning, stakeholder alignment, requirements, implementation readiness, and sustainment Develop clear program frameworks, including scope, eligibility, roles, processes, timelines, and employee and manager guidance, and ensure consistent employee-facing messaging in partnership with Communications Measure program effectiveness and experience outcomes using available data and feedback Provide insights and recommendations to improve adoption, efficiency, and employee experience consistency Contribute to EVP development and refresh and align program messaging to EVP pillars Ensure the EVP is reflected consistently in employee-facing content for key lifecycle events Culture, Values and Recognition Drive the corporate recognition strategy, including the platform and enterprise framework Enable consistent recognition across functions through tools, standards, and guidance Integrate CN values into employee experience programs and recognition touchpoints Partner with stakeholders to reinforce values through practical behaviours and communications Drive the company-wide onboarding and offboarding strategy and enable a framework for functional onboarding and offboarding Standardize key steps, assets, and enablement for managers and HR Coordinate improvements to service awards and the retirement recognition experience Ensure clarity regarding eligibility, ordering and support processes, including invoicing, and employee-facing guidance Manage or support award programs, including timelines, nomination processes, stakeholder coordination, and communications alignment Working Conditions The role has standard working conditions in an office environment with a regular workweek. The role involves managing priorities and delivering work within established timelines, with support from the team to ensure sustainable and effective workload management. The role requires minimal travel (10%) within North America.Requirements Experience Change Management Minimum 7 years of progressive experience in Employee Experience, Culture and Engagement, HR program management, HR transformation, talent/engagement, or change enablement Demonstrated experience designing and delivering enterprise programs and employee-facing frameworks (process, guidance, communications, sustainment) Strong stakeholder management skills with the ability to influence across functions and levels Strong writing and facilitation skills; ability to translate complex information into clear, practical guidance Strong presentation skills including the creation of PowerPoint presentations Comfort working with data and feedback to inform recommendations and measure outcomes Candidates with an equivalent combination of education, training, and experience will be considered Education/Certification/Designation University degree in Human Resources, Industrial Relations, Organizational Development, Business Administration, or CommunicationsCandidates with equivalent practical experience, education, or training will be considered Competencies We Care About Each Other We Strive for Excellence We Succeed Together We Lead Responsibly Conveying the vision Planning Stakeholder management Listening Influence Technical Skills/Knowledge Advance proficiency in Microsoft Office (PowerPoint, Excel, Access) Fluently bilingual both written and verbal (English, French)* Solid understanding of the logistics and transportation industry* Any requirement marked with (*) will be considered an asset (not mandatory)Organizational Impact

What you’ll do

Lead employee journey mapping and improve lifecycle experiences by identifying pain points and translating employee insights into practical guidance and program improvements. Govern enterprise experience programs—including onboarding, offboarding, recognition, service awards, retirement recognition, and awards—and align them with CN’s culture, values, and Employee Value Proposition.

Requirements

Requires at least seven years of progressive experience in employee experience, culture and engagement, HR program management, HR transformation, talent and engagement, or change enablement, with demonstrated experience delivering enterprise programs and employee-facing frameworks. A university degree in human resources, industrial relations, organizational development, business administration, or communications is specified, alongside strong stakeholder, writing, facilitation, presentation, and data-informed decision-making skills.

Listed skills

• Change Management · Preferred
• Stakeholder Management · Preferred
• Facilitation · Preferred
• Data analysis · Preferred
• Microsoft Office · Preferred
• Bilingual communication · Preferred

Other relevant skills

Identified from the job description. Confirm important requirements above.

• Employee Experience
• Employee Journey Mapping
• Change Management
• HR Program Management
• Employee Value Proposition
• Stakeholder Management
• Program Governance
• Onboarding and Offboarding
• Corporate Recognition
• Culture and Engagement
• Facilitation
• Business Writing
• Presentation Skills
• Data Analysis
• Microsoft Office
• Bilingual Communication

Job areas

• Human Resources
• Management & Leadership
• Transportation
• Logistics

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