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Employee Experience Program Manager Jobs in Connecticut

Assa Abloy

Employee Development Specialist

Berlin, CT · On-site

... program while partnering with hiring managers, HR, leadership, IT, Marketing & Training, and business teams to deliver a consistent and engaging employee experience. Success in this role will require ...

ASSA ABLOY

Employee Development Specialist

Berlin, CT · On-site

... program while partnering with hiring managers, HR, leadership, IT, Marketing & Training, and business teams to deliver a consistent and engaging employee experience. Success in this role will require ...

ASSA ABLOY

Employee Development Specialist

New Haven, CT · On-site

... program while partnering with hiring managers, HR, leadership, IT, Marketing & Training, and business teams to deliver a consistent and engaging employee experience. Success in this role will require ...

oakhill

GILEAD - Program Manager

Middletown, CT · On-site

$63K - $70K/yr

Five years of clinical experience total with two years of management * Must maintain and provide ... Overseeing the employee schedules, time off requests, and daily workflow management of the program

Presco Engineering

Technical Program Manager

New Haven, CT · On-site

$129K - $167K/yr

We are seeking an experienced Program Manager to lead complex engineering programs for high-impact clients in the defense and mission critical sectors. This role is responsible for overseeing the ...

Presco Engineering

Technical Program Manager

New Haven, CT · On-site

$129K - $167K/yr

We are seeking an experienced Program Manager to lead complex engineering programs for high-impact clients in the defense and mission critical sectors. This role is responsible for overseeing the ...

Presco Engineering

Technical Program Manager

New Haven, CT · Hybrid

$129K - $167K/yr

We are seeking an experienced Program Manager to lead complex engineering programs for high-impact clients in the defense and mission critical sectors. This role is responsible for overseeing the ...

ALTEK ELECTRONICS, INC.

Program Manager

Torrington, CT · On-site

$77K - $104K/yr

Vision - employee only level coverage paid by employer * Employer paid Life up to $50,000 * Options ... SAP experience preferred * Proficiency in Microsoft Office including Project, Excel, Power Point ...

Kaman Corporation

Program Manager

Middletown, CT · On-site

The ideal candidate will have experience in managing all aspects of a production/manufacturing program from the ground up, interfacing with customers and government officials, defense industry ...

NEW REACH INC

Program Manager

New Haven, CT · On-site

$65K - $69K/yr

Experience managing housing, service programs, home visitor, and other similar programs ... While performing the duties of this job, the employee is occasionally required to stand; walk; sit ...

Family Options

Program Manager

Prospect, CT · On-site

$21 - $23/hr

EDUCATION AND/OR EXPERIENCE : High school diploma or General Education Degree (GED); and two years ... The employee regularly is required to stand, walk, sit, use hand to finger, handle or feel objects ...

Family Options Inc

Program Manager

Prospect, CT · On-site

$21 - $23/hr

EDUCATION AND/OR EXPERIENCE : High school diploma or General Education Degree (GED); and two years ... The employee regularly is required to stand, walk, sit, use hand to finger, handle or feel objects ...

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All JobsEmployee Experience Program JobsEmployee Experience Program Manager JobsEmployee Experience Program Manager Jobs in Connecticut

Employee Experience Program Manager information

See Connecticut salary details

$36.6K

$102.2K

$149.4K

How much do employee experience program manager jobs pay per year?

As of Aug 3, 2026, the average yearly pay for employee experience program manager in Connecticut is $102,226.00, according to ZipRecruiter salary data. Most workers in this role earn between $75,600.00 and $126,000.00 per year, depending on experience, location, and employer.

What is the difference between Employee Experience Program Manager vs Employee Engagement Specialist?

AspectEmployee Experience Program ManagerEmployee Engagement Specialist
CredentialsBachelor's degree; certifications in HR or employee experience (e.g., CCXP)Bachelor's degree; certifications in HR or engagement (e.g., CEE)
Work EnvironmentStrategic planning, cross-department collaboration, program developmentFocus on communication, event planning, and direct employee interactions
Employer & Industry UsageUsed in large organizations across various industries to improve overall employee experienceCommon in HR teams to boost employee morale and engagement

The Employee Experience Program Manager focuses on designing and implementing comprehensive programs to enhance the overall employee experience, including onboarding, culture, and policies. In contrast, the Employee Engagement Specialist concentrates on fostering employee motivation and participation through targeted activities and communication. Both roles aim to improve workplace satisfaction but differ in scope and strategic focus.

What are the key skills and qualifications needed to thrive as an Employee Experience Program Manager, and why are they important?

To thrive as an Employee Experience Program Manager, you need expertise in HR practices, project management, and program design, often backed by a degree in human resources or related fields. Familiarity with HRIS platforms, survey tools, and data analytics systems is typically required, along with certifications like SHRM-CP or PMP. Strong communication, stakeholder management, and problem-solving skills make someone stand out in this role. These abilities are crucial for designing impactful programs that enhance employee satisfaction, engagement, and organizational effectiveness.

How does an Employee Experience Program Manager typically collaborate with other departments to enhance workplace culture?

Employee Experience Program Managers work closely with HR, leadership, and cross-functional teams such as IT and Facilities to design and implement initiatives that improve workplace culture. They often facilitate feedback sessions with employees, coordinate with department heads to align programs with business goals, and partner with communications teams to ensure transparency. Regular collaboration ensures programs are relevant, inclusive, and effectively address the evolving needs of the workforce.

What is an Employee Experience Program Manager?

An Employee Experience Program Manager is responsible for designing, implementing, and managing initiatives that enhance the overall experience of employees within an organization. This role focuses on improving workplace culture, engagement, and satisfaction by creating programs related to onboarding, professional development, recognition, and well-being. They often collaborate with HR, leadership, and other departments to ensure employees feel valued and supported. Their goal is to boost retention, productivity, and morale by addressing employee needs throughout their lifecycle at the company.
What are popular job titles related to Employee Experience Program Manager jobs in Connecticut? For Employee Experience Program Manager jobs in Connecticut, the most frequently searched job titles are:
What job categories do people searching Employee Experience Program Manager jobs in Connecticut look for? The top searched job categories for Employee Experience Program Manager jobs in Connecticut are:
What cities in Connecticut are hiring for Employee Experience Program Manager jobs? Cities in Connecticut with the most Employee Experience Program Manager job openings:
Employee Experience Program Manager jobs near you

Sr Manager Culture & Employee Experience

Philip Morris International

Stamford, CT • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 6 days ago

Job description

Be a part of a revolutionary change!
At Philip Morris International (PMI), we've chosen to do something incredible. We're totally transforming our business and building our future on one clear purpose - to deliver a smoke-free future.
With huge change, comes huge opportunity. So, if you join us, you'll enjoy the freedom to dream up and deliver better, brighter solutions and the space to move your career forward in endlessly different directions. Our success depends on people who are committed to our purpose and have an appetite for progress.
Our beautiful HQ in Stamford, CT is just steps away from the Stamford Metro-North Train Station and easily accessible from NYC.
About the role
The Sr Manager Culture & Employee Experience leads the design and delivery of PMI US's culture activation programs, employee experience touchpoints, and engagement initiatives. This role transforms strategic priorities into tangible programs, leader resources, and cultural rituals that employees experience and feel in their day-to-day work.
In addition, this role serves as the culture change management lead for PMI US, designing the people-side change approach required to translate culture strategy into adopted leader and employee behaviors. This includes stakeholder alignment, change impact assessment, readiness planning, leader enablement, communication planning, resistance mitigation, measurement, and reinforcement.
Serving as the experience design and execution arm of the Culture & EX team, this role ensures that culture work is carefully designed and embedded in business rhythms, leader behaviors, and employee interactions rather than existing as standalone events or campaigns.
This role also serves as the strategic partner and program manager for PMI US's Employee Resource Groups (ERG) as a critical component of our culture and EX strategy. In collaboration with the global Inclusion & ERG teams, this role will design and implement a consistent governance and operating model for the ERGs, elevating them into well-managed, high-impact drivers of engagement, inclusion, and belonging across the US business.
Your 'day-to-day'
Culture Activation & Program Management
  • Own the enterprise culture activation calendar: recognition programs, culture rituals, values-in-action campaigns, and milestone celebrations.
  • Design and execute programs that translate strategic engagement priorities into visible, experienced cultural change.
  • Ensure all culture programs connect explicitly to organizational values, strategic priorities, and listening insights.

Culture Change Management & Adoption
  • Develop the culture change management strategy for PMI US, including stakeholder analysis, change impact assessment, readiness planning, leader enablement, communications, measurement, and reinforcement.
  • Translate culture priorities into clear behavior changes for leaders, managers, and employees, defining what must start, stop, continue, and be reinforced.
  • Build adoption plans for major culture initiatives so programs move beyond launch activity into sustained behavior change.
  • Identify resistance risks, adoption barriers, and employee sentiment signals in partnership with the Employee Listening & Engagement Manager, HRBPs, Corporate Communications, and business leaders.
  • Design mitigation plans, feedback loops, and reinforcement mechanisms that help leaders sustain culture change over time.
  • Integrate change management activities into broader P&C, business transformation, restructuring, integration, and employee experience initiatives.
  • Monitor the culture change calendar in partnership with HRBPs, Communications, and business teams to identify change saturation, message overlap, timing conflicts, and employee impact risks; recommend sequencing or reinforcement adjustments that reduce disruption and improve adoption.

Employee Resource Group (ERG) Leadership
  • Manage the ERG strategy and operational support framework, including ERG leader development, programming alignment, operating and governance model design and management, and budget governance.
  • Support the activation of new ERG chapters by assessing local demand, enabling launch plans, supporting newly formed ERG teams, and connecting them to the global ERG community.
  • Define and implement a standardized ERG governance model: charter templates, annual planning cycles, budget management protocols, membership tracking, and reporting cadences that create consistency and accountability across all groups.
  • Develop and coach ERG leaders and advisors, building their capabilities in strategic planning, event execution, membership engagement, executive communication, and cross-ERG collaboration.
  • Elevate the impact and outcomes of PMI US ERGs by aligning their programming to business priorities and employee listening insights so that ERG activities drive measurable engagement, inclusion, and belonging outcomes.
  • Create ERG communications and content including newsletters, event promotion, impact reports, and member spotlights, and establish a regular cadence that keeps ERGs visible, relevant, and valued across the organization.
  • Track and report ERG health metrics, including active membership growth, event participation, member engagement, and impact on inclusion and belonging scores, and use data to continuously improve the program.

Employee Experience Design
  • Own the design of key cultural touchpoints across the employee lifecycle: onboarding experience, recognition, transitions, and restructurings experienced at the team and individual level.
  • Map and continuously improve "moments that matter," the high-impact interactions that disproportionately shape how employees feel about working at PMI US.
  • Partner with HRBPs and business leaders to embed experience design into business rhythms.
  • Drive cross-touchpoint consistency so that culture messaging, values, and experience quality are coherent across the business.

Leader Enablement & Change Activation
  • Design and maintain a library of leader change kits focused on culture embedding: values-based conversation starters, team ritual guides, onboarding culture orientation resources, and change navigation talking points that help leaders maintain culture continuity.
  • Create culture-specific manager resources that make it easy for leaders to weave values and culture messaging into existing team meetings and one-on-ones.
  • Partner with Talent Development to feed culture-specific content into broader leadership development curricula.
  • Develop and enable the Change Champion / Culture Ambassador network across the business with tools, resources, and coordination.
  • Coach leaders and managers on their role as visible sponsors, change carriers, and culture reinforcers.
  • Build and maintain standardized culture change tools, templates, role clarity documents, communication assets, and manager-ready resources that create a consistent source of truth for culture change initiatives across PMI US.
  • Partner with Talent Development and Communications to design culture change learning assets, manager enablement sessions, and reinforcement routines that build leader and employee capability to adopt new behaviors.

EX Content & Frontline Channels
  • Create EX-specific content for frontline and field-based channels: shift-start huddle talking points, break room digital displays, and ERG newsletters.
  • Develop culture storytelling that makes progress visible, felt, and believed: employee spotlights, values-in-action features, recognition highlights, ERG impact stories, and change success narratives.
  • Collaborate with Corporate Communications on the development and distribution of EX content to enable the PMI US cultural narrative.
  • Improve consistency and quality of culture-change messaging across leader, manager, frontline, and employee channels by translating complex changes into clear, audience-specific narratives and practical talking points.

Governance & Impact
  • Report progress against committed actions and demonstrate program impact on engagement outcomes.
  • Partner with P&C Business Partners and business leaders to ensure culture work aligns with business priorities and restructuring/change programs.
  • Define and track adoption, utilization, proficiency, sentiment, and reinforcement metrics for culture change initiatives.
  • Use listening data, leader feedback, participation data, and behavioral indicators to assess where culture change is gaining traction or stalling.
  • Support the implementation phase of culture change initiatives by coordinating communications, leader enablement, feedback loops, and post-launch adoption measures.

Who we're looking for
  • 5+ years of progressive experience in change management, internal culture programs, employee experience design, or organizational development.
  • Bachelor's degree in Human Resources, Organizational Development, Communications, Business Administration, or a related field.
  • Experience working with or supporting Employee Resource Groups, including ERG strategy, leader development, and program alignment.
  • Demonstrated experience designing and managing culture, recognition, or employee experience programs at scale in complex organizations.
  • Experience designing and implementing change management strategies for culture, transformation, integration, restructuring, or enterprise people initiatives.
  • Experience coaching leaders and managers through behavior change, culture activation, or organizational transition.
  • Familiarity with structured change methodologies such as ADKAR, Prosci, Kotter, or similar approaches preferred.
  • Proven ability to create leader-facing resources such as toolkits, guides, and playbooks that drive manager behavior change.
  • Experience partnering with internal communications teams to deliver employee-facing content a significant plus.
  • Experience operating in multi-site or matrixed organizations with both hourly and salaried populations strongly preferred.

Skills & Competencies
  • Experience Design Thinking: Approaches culture work systemically; designs interconnected touchpoints across the employee journey rather than isolated events or campaigns.
  • Change Management & Adoption Strategy: Applies structured change management practices to translate culture priorities into adopted behaviors; assesses stakeholder impact and readiness; identifies resistance risks; designs adoption, communication, leader enablement, and reinforcement plans; and measures whether change is taking hold.
  • Strategic Communication for Change: Creates clear, compelling, audience-specific messaging that explains the why, what, how, and expected behavior shifts behind culture change.
  • Program & Project Management: Exceptional at managing multiple concurrent programs with competing timelines, stakeholders, and dependencies. Relentlessly organized.
  • Stakeholder Influence: Builds strong partnerships with business leaders, HRBPs, ERG leaders, and cross-functional teams. Effective at influencing without authority.
  • Content Creation: Strong writer and communicator. Can produce leader-ready toolkits, employee-facing content, and executive summaries with equal quality.
  • Cultural Intelligence: Navigates diverse, multi-generational, and geographically distributed workforces. Designs programs that resonate across different employee segments.
  • Data-Informed Execution: Comfortable consuming workforce insights and translating them into program priorities. Tracks outcomes and adjusts based on evidence, not intuition.
  • Scalable Systems Builder: Thinks in systems and infrastructure; builds repeatable processes, templates, and toolkits rather than running one-off initiatives.

Annual Base Salary Range: $149,600 - $187,000
What we offer
  • We offer a competitive base salary, annual bonus (applicable based on level of position), great medical, dental and vision coverage, 401k with a generous company match, incredible wellness benefits, commuter benefits, pet insurance, generous PTO, and much more!
  • We have implemented Smart Work, a hybrid model of working that promotes flexibility in the workplace.
  • Seize the freedom to define your future and ours. We'll empower you to take risks, experiment and explore.
  • Be part of an inclusive, diverse culture where everyone's contribution is respected; Collaborate with some of the world's best people and feel like you belong.
  • Pursue your ambitions and develop your skills with a global business - our staggering size and scale provides endless opportunities to progress.
  • Take pride in delivering our promise to society: To improve the lives of millions of smokers.

PMI is an Equal Opportunity Employer.
PMI is headquartered in Stamford, Conn., and its U.S. affiliates have more than 3,000 employees.
PMI has been an entirely separate company from Altria and Philip Morris USA since 2008. PMI's affiliates first entered the U.S. market following the company's acquisition of Swedish Match in late 2022. Philip Morris International and its U.S. affiliates are working to deliver a smoke-free future. Since 2008, PMI has invested $12.5 billion globally to develop, scientifically substantiate and commercialize innovative smoke-free products for adults who would otherwise continue to smoke with the goal of transitioning legal-age consumers who smoke to better alternatives. In 2022, PMI acquired Swedish Match - a leader in oral nicotine delivery - creating a global smoke-free champion led by the IQOS and ZYN brands. The U.S. Food and Drug Administration has authorized versions of PMI's IQOS electronically heated tobacco devices and Swedish Match's General snus as Modified Risk Tobacco Products and renewal applications for these products are presently pending before the FDA. For more information, please visit www.pmi.com/us and www.pmiscience.com.

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