Back to jobs

Employee Onboarding and Experience Manager

United States (Remote)

OUR MISSION

At Redwood, we empower our customers with lights-out automation for their mission-critical business processes.

 

ABOUT US

Redwood Software is the leader in full stack automation fabric solutions for mission-critical business processes. With the first SaaS-based composable automation platform specifically built for ERP, we believe in the transformative power of automation. Our unparalleled solutions empower you to orchestrate, manage and monitor your workflows across any application, service or server — in the cloud or on premises — with confidence and control. 

Redwood’s global team of automation experts and customer success engineers provide solutions and world-class support designed to give you the freedom and time to imagine and define your future. Get out of the weeds and see the forest, with Redwood Software.

 

CORE VALUES

One Team. One Redwood

Make Your Own Weather

Obsess over Customer Success

Work the Problem

Be Curious

Own the Outcome

Respect Each Other

 

YOUR IMPACT

Redwood Software is seeking a highly motivated and creative Employee Experience & Onboarding Manager to design, implement and manage global programs that cultivate an exceptional and engaging work environment. This role is crucial in defining the employee journey from day one, with a particular emphasis on building out and running best-in-class, globally-consistent employee and executive onboarding programs. As a critical hands-on individual contributor, this role balances strategic program design with tactical process execution to ensure every new employee is set up for success in our fast-paced, global environment. The ideal candidate is passionate about building and fostering a positive, productive culture where everyone can thrive. 

Onboarding Program & Process Development

  • Design & Implement: Develop and own the end-to-end strategic design and continuous improvement of the global onboarding program, including the pre-boarding, first week, 30/60/90-day and year-one experiences.
  • Content Creation: Develop and maintain engaging, high-quality onboarding materials, presentations and resources (e.g., welcome guide, manager toolkit, role-specific content) that reflect our company culture and values.
  • Cross-Functional Collaboration: Partner with People Partners, IT, Facilities, Finance and Departmental leaders (e.g., Sales Enablement, Engineering) to ensure seamless new hire enablement and integration of role-specific training into the core program.
  • Facilitation & Enablement: In collaboration with regional colleagues, lead and/or facilitate core new hire orientation sessions, welcome programs and onboarding journey sessions, acting as the primary face of the People Team to new hires.
  • Measure & Iterate: Define and track key onboarding metrics (e.g., time-to-productivity, new hire retention, satisfaction scores) and use data to propose and implement program improvements.
  • Continuous Improvement: Regularly solicit feedback and analyze data to continuously refine and update onboarding programs, ensuring they remain relevant and effective.
  • Process Ownership: In collaboration with other People and G&A functions, own and manage all onboarding and offboarding workflows, ensuring a high degree of operational efficiency, accuracy and compliance across all global locations.
  • System Administration: Act as the backup subject matter expert for onboarding processes within the People tech stack (e.g., Workday, LMS) and other related tools.

Employee Experience & Engagement

  • Culture Building: Partner with the People Leadership Team (PLT) and the People, Culture, and Community (PCC) champion to develop and sponsor cultural awareness activities and messaging to support an inclusive environment for all.
  • Data & Insights: In partnership with People Partner and Learning & Leadership Development teams, leverage people data/data tools (employee surveys (e.g., eNPS, Pulse), focus groups, and other data sources) to measure engagement, identify pain points and develop actionable recommendations for improvement.
  • Local Partnership: Collaborate with in-office resources to facilitate meaningful experiences that promote a strong sense of belonging (e.g. welcoming onboarding process, inclusive cultural activities).

Cross-Functional Collaboration

  • Partnership: Collaborate closely with all People Team functions to ensure a unified and streamlined employee journey.
  • Leadership Alignment: Work with senior leadership to ensure employee experience initiatives align with business objectives and strategic goals.

 

YOUR EXPERIENCE

  • Bachelor's degree in Human Resources, Business Administration, Communications or a related field.
  • 5+ years of experience in Human Resources, Employee Experience, Talent Management or a related role.
  • Proven track record of designing, implementing and managing successful onboarding programs, including programs tailored for executive-level hires.
  • Strong project management and organizational skills with the ability to manage multiple complex initiatives simultaneously.
  • Excellent communication (written and verbal) and interpersonal skills, with the ability to influence and engage employees at all levels of the organization.
  • Demonstrated ability to use data and analytics to inform decisions and measure program effectiveness.
  • Demonstrated ability to manage complex, multi-step processes with high volume and exceptional attention to detail.

Preferred Qualifications

  • Experience working in a fast-paced, high-growth technology or software company.
  • Certification in change management, coaching or HR (e.g., SHRM-CP, PHR).
  • Experience with internal communication platforms and employee engagement software.

If you like growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

 

THE LEGAL BIT
Redwood is an equal opportunity employer. Redwood prohibits unlawful discrimination based on race, colour, religion, sex, gender identity, marital or veteran status, age, national origin, ancestry, citizenship, physical or mental disability, medical condition, genetic information or characteristics (or those of a family member), sexual orientation, pregnancy or any other consideration made unlawful by regional or local laws. We also prohibit discrimination based on a perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful and will have a zero tolerance policy applied to it.
 

Redwood will comply with all local data protection laws, including GDPR when it comes to the handling and processing of personal data. Should you wish for us to remove your personal data from our recruitment database, please email us directly at Recruitment@Redwood.com

Create a Job Alert

Interested in building your career at Redwood Software? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...

U.S. Standard Demographic Questions

We invite applicants to share their demographic background. If you choose to complete this survey, your responses may be used to identify areas of improvement in our hiring process.
Select...
Select...
Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Redwood Software’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.