Please note that the language you select on this site will be the primary language used for all future communications regarding your application. Highest Level Division: Talent & Compensation Posting Start Date: 10/6/26 Posting End Date: 10-20-26 Hiring Salary Range: $110000
- 144000 This range represents the hiring range. Salaries are determined individually depending on skills and experience. You will also be eligible to an annual bonus, employee share investment program (ESIP), Pension, Benefits and other perks. At CN, we are committed to our pursuit of excellence. We take pride in delivering work of the highest standard, continually innovating to shape the railroad of the future. As responsible railroaders, we make the right decisions every time, putting safety first, acting with unwavering integrity, and holding ourselves accountable for our actions. We believe in succeeding together—by fostering inclusivity and collaboration, we sustainably deliver exceptional results for our customers. Join us today and get your career moving 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 setting 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 A

📌 Manager Employee Experience-CA (Montreal)
🏢 Canadian National
📍 Montreal