There are new Workplace roles driving employee productivity, well-being and experience – Here’s a brief explanation of what they all do.

As the modern workplace continues to evolve fast in a post Covid era, new accountabilities have emerged to fill accountabilities that were previously falling through the gap. We will keep people’s identities private for obvious reasons. But overall, our engagements with some of these roles recently have highlighted their specificity in fostering engagement, well-being and overall work experience.

Kudos to their respective CEO’s – with the rise of hybrid work, mental health awareness and the increasing demand for inclusivity in the workplace, the executives these roles report to fully recognise that the success of their business depends on how well they address these work factors. They took the right steps to make someone accountable.

Here are the key roles we have come across and trust us, they are all very busy shaping Future of Work through effective Workplace Strategy.

1. Chief Experience Officer (CXO) / Head of Employee Experience

Focus: Overseeing the entire employee journey, from recruitment to retention, ensuring a seamless and positive experience at every touchpoint.

Responsibilities: The CXO is tasked with aligning the workplace culture, physical and virtual environments, technology and human resources to enhance the employee experience. This includes managing how the workspace feels, how effectively employees communicate and the tools they use.

Importance: The employee experience is a critical driver of engagement and productivity. Companies with strong employee experience programs outperform those that don’t. In a competitive job market, a positive experience helps retain talent, boost morale and increase output, as employees who feel supported and valued are more likely to contribute at higher levels.

2. Chief Well-being Officer / Head of Well-being

Focus: Employee mental, physical and emotional health.

Responsibilities: This role involves developing comprehensive well-being programs that include mental health support, physical fitness initiatives, nutrition programs, flexible work arrangements and work-life balance strategies. The Chief Well-being Officer also ensures that employees have access to mental health resources such as counselling and mindfulness programs.

Importance: The pandemic has spotlighted the importance of well-being. A Deloitte study found that companies with robust well-being programs see reduced absenteeism, higher employee satisfaction and enhanced productivity. Well-being is also closely linked to employee engagement and retention, as a healthy workforce is more motivated and performs better.

3. Hybrid Work Manager / Head of Remote and Hybrid Working

Focus: Managing hybrid and remote work environments to ensure productivity and collaboration.

Responsibilities: The Hybrid Work Manager develops strategies for teams that work both in the office and remotely. This involves selecting the right technology platforms, ensuring communication flow, setting up equitable work policies, and managing expectations for in-office and remote staff. They also focus on creating virtual spaces for collaboration and maintaining a strong team culture across different work environments.

Importance: Hybrid work has become the norm for many companies, and organisations must manage it effectively to avoid silos, burnout, or unequal treatment of remote employees. Hybrid Work Managers play a pivotal role in ensuring that the benefits of hybrid work (flexibility, work-life balance) don’t come at the cost of productivity or employee engagement.

4. Chief Productivity Officer

Focus: Maximising both individual and organisational productivity.

Responsibilities: This role involves analysing workflows, identifying bottlenecks, and implementing tools and processes that help employees be more efficient. The Chief Productivity Officer also evaluates the impact of various tools, platforms, and organisational practices on output. They work closely with IT, HR, and operations to ensure that teams can work smarter, not harder.

Importance: In a digital-first world, where the boundary between work and life is increasingly blurred, productivity is not about working longer hours but about achieving more in less time. A Chief Productivity Officer helps optimise systems and tools, ensuring that organisations can achieve high levels of output without overwhelming employees.

PS – I will be sharing their KPI’s soon in an article as ‘Productivity’ has been considered a holy grail in our profession. So keep an eye out!

5. Workplace Experience Manager (ex-FM!)

Focus: Creating a positive and efficient workplace, both physically and virtually.

Responsibilities: The Workplace Experience Manager oversees the design, layout, and functionality of the office space, ensuring that it supports both collaboration and individual work. In a hybrid work model, they now also ensure that the virtual environment is just as effective as the physical one. This includes managing office space, IT equipment, M&E and ergonomics while ensuring that the workplace reflects the company’s culture and values.

Importance: Workplace facilities has a direct impact on employee Experience. This transition from FM to Experience expands the remit of a legacy role. In the era of hybrid work, this role ensures that all employees, whether in-office or remote, have access to the right physical resources they need to thrive.

6. Director of Diversity, Equity, and Inclusion (DEI)

Focus: Promoting and embedding diversity, equity and inclusion within the workplace.

Responsibilities: The DEI Director or C-DEIB-Officer is responsible for ensuring that diversity and inclusion are integral to the company’s culture and processes. This includes developing policies, conducting training, overseeing employee resource groups and ensuring that recruitment, promotions and leadership opportunities are equitable. They also focus on creating a safe and inclusive environment where all employees, regardless of background, can thrive.

Importance: Research consistently shows that diverse teams are more innovative and make better decisions. DEIB is also a key factor in employee retention, as more employees—particularly younger generations—are choosing to work for companies that align with their values on diversity and inclusion.

7. Head of People Analytics

Focus: Using data to drive decisions that enhance employee productivity, engagement, and retention.

Responsibilities: The Head of People Analytics collects and analyses data related to employee performance, engagement, well-being and turnover. They use this data to inform decisions on everything from recruitment to development programs. By identifying trends and problem areas, they help HR and management make more data-driven decisions.

Importance: In a data-driven world, companies are increasingly relying on analytics to inform their people strategies. People analytics can help organisations identify the factors driving employee engagement or causing turnover, allowing them to proactively address issues before they become serious problems.

8. ‘Future of Work’ Strategist

Focus: Preparing the organisation for future trends in work and voicing them to change minds.

Responsibilities: This role involves anticipating future workplace trends, such as automation, AI integration, flexible work models and evolving employee expectations. The Future of Work Strategist develops long-term strategies to ensure that the organisation remains agile and competitive in a rapidly changing landscape.

Importance: The future of work is constantly evolving, and companies that fail to adapt risk being left behind. A dedicated strategist ensures that the organisation is not just reactive to change but is actively preparing for what’s next, from technological shifts to changes in workforce demographics. More than often, people like myself are outsourced this work but I am glad to see in-house roles as well.

9. Employee Engagement Specialist

Focus: Enhancing employee engagement and satisfaction.

Responsibilities: The Employee Engagement Specialist designs and implements programs that foster a positive work environment and increase employee engagement. This can include recognition programs, feedback systems, team-building activities and initiatives that promote open communication and collaboration across teams.

Importance: Engaged employees are more productive, loyal and motivated. By focusing on engagement, companies can reduce turnover, improve performance, and create a more cohesive work environment. Engaged employees are also more likely to become brand advocates, promoting the company to prospective hires.

10. Chief Learning Officer (CLO) / Head of Learning and Development

Focus: Ensuring continuous employee learning and development.

Responsibilities: The CLO oversees all training and development programs within the organisation. This includes leadership training, upskilling, reskilling and personal development programs. They also focus on creating a culture of continuous learning, ensuring that employees have opportunities to grow and develop throughout their careers.

Importance: Where industries and technologies are rapidly evolving, continuous learning is essential. Organisations that invest in the development of their employees are better equipped to retain talent, innovate and stay competitive in their markets.

11. Chief Happiness Officer (CHO) (My personal favourite!)

Focus: Improving employee satisfaction and happiness in the workplace.

Responsibilities: The Chief Happiness Officer focuses on creating programs and policies that enhance workplace happiness. This can include promoting work-life balance, designing team-building activities, and implementing employee recognition and reward programs. Their role is to ensure that employees feel valued and appreciated, fostering a positive and motivated work culture.

Importance: Happiness in the workplace is closely tied to productivity and retention. A happy workforce is more engaged, takes fewer sick days, and is more likely to stay with the company long term. By focusing on happiness, companies can improve overall employee satisfaction and performance.

Conclusions

These roles reflect the growing need for organisations to be more employee-centric in their approach to work. By focusing on well-being, inclusivity, flexibility and productivity, companies can create a thriving workplace environment that supports not only their business goals but also the needs and aspirations of their workforce.

As Future of Work conversations become mainstream, these roles are no longer optional—they are critical for maintaining a competitive edge and fostering a workforce that is both engaged and resilient. Developing a great Workplace Strategy for your organisation is definitely a great starting point.

New roles that support Future of Work