# Head of Employee Experience

**Company:** [Idme](https://hotfix.jobs/companies/idme)
**Location:** Mountain View, CA
**Role:** People Ops
**Salary:** $262k – $300k/yr
**Experience:** 15+ years
**Skills:** hr operations, organizational effectiveness, Change Management, hr compliance, workday learning, culture amp, glint, qualtrics, ai-enabled hr technologies, Workflow Automation, employee engagement, workforce analytics, learning management systems
**Posted:** 2026-07-16

> Lead integrated Org Effectiveness and HR Operations teams to deliver exceptional employee self-service experiences, automation, change management, learning/talent development, and engagement programs. Requires 15+ years progressive HR leadership across consulting and operational functions.

## Job Description

## Team Leadership & Strategy
- Lead and develop the Org Effectiveness Consultants and HR Operations teams as one integrated Employee Experience function
- Set the strategic vision and roadmap for employee-facing HR tools, processes, and programs, with self-service as the design starting point
- Build shared goals, rituals, and ways of working across the two teams to prevent silos and duplicate effort
- Serve as a trusted advisor to executive leadership on workforce effectiveness, organizational health, and culture

## Org Effectiveness Consulting
- Ensure the consulting team is equipped to enable managers and employees on new tools, process changes, and organizational initiatives
- Oversee how the team engages with complex business problems brought to HR, ensuring consistent, high-quality consulting support
- Partner with the team to translate operational and technology changes into practical enablement plans (communications, training, change management)

## HR Operations, Automation & Compliance
- Drive the automation and digital transformation agenda for HR service delivery
- Ensure HR Operations maintains compliance across all processes, transactions, and systems
- Own the operational backbone that makes self-service possible — accurate data, reliable systems, clear process design

## Employee Experience & Change Leadership
- Act as the primary change agent for how HR shows up for employees — simplifying, digitizing, and continuously improving the experience
- Define and track experience/service metrics (e.g., self-service adoption, resolution time, employee satisfaction, compliance metrics)
- Represent Employee Experience in broader HR and business leadership discussions, advocating for employee-centered design

## Learning & Talent Development
- Own enterprise learning, onboarding, leadership development, and career development strategies
- Design scalable learning programs that build critical capabilities and support business transformation
- Drive internal mobility, manager enablement, succession readiness, and professional development
- Oversee the learning technology ecosystem and measure the business impact of learning

## Employee Engagement & Organizational Health
- Own the employee listening strategy including engagement, pulse, onboarding, exit, and lifecycle surveys
- Develop executive Organizational Health dashboards with actionable workforce insights
- Partner with leaders to improve engagement, manager effectiveness, retention, and culture
- Translate survey findings into measurable action plans
- Own enterprise Employee Experience KPIs
- Use workforce analytics to identify trends, risks, and opportunities

## Qualifications
**Required:**
- Minimum of 15 years of progressive HR experience, including leadership of both consulting/enablement and operational/transactional functions
- Minimum of 5 years of experience leading and managing teams, ideally across multiple HR disciplines
- Experience managing through others (leads leaders/senior individual contributors across two distinct disciplines)
- Experience leading or heavily participating in major change initiatives that resulted in self-service models
- Strong understanding of HR compliance requirements and operational risk management
- Demonstrated ability to act as a change agent, building buy-in, shifting mindsets, and driving adoption of new ways of working
- Excellent stakeholder management skills; comfortable operating with both strategic leadership and operational detail

**Preferred:**
- Experience with HR technology ecosystems: learning management systems (e.g., Absorb, Cornerstone, Workday Learning), employee listening platforms (Culture Amp, Glint, Qualtrics), AI-enabled HR technologies, and workflow automation
- Background in both HR consulting and shared services/operations
- Familiarity working in a tech-forward or engineering-heavy organization

## What Success Looks Like
- Increased employee and manager self-service adoption across tools and processes
- Reduced reliance on manual, one-off HR support for routine needs
- A consistent, high-quality standard for how complex problems are consulted on
- Demonstrable compliance and operational rigor within HR Operations
- Two teams operating as one connected function, not two separate departments
- Leadership development programs producing stronger manager effectiveness
- Increased learning participation and measurable capability growth

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