People Experience Partner

Responsibilities

Employee Listening & Engagement

• Lead end-to-end administration of employee engagement surveys, including timelines, communications coordination, and completion-rate tracking.
• Analyze survey results for themes, trends, and root causes across teams, departments, and demographic groups; translate data into actionable leadership insights.
• Partner with People leadership and HRBPs to build, track, and measure action plans based on survey findings.
• Develop dashboards, scorecards, and leadership readouts for engagement data.
• Benchmark results against industry and Top Workplaces technology and financial-services norms.
• Coordinate pulse surveys, focus groups, and other listening mechanisms.
• Partner with global stakeholders as needed.

Talent Management Partnership

• Design and own the onboarding process with Talent Acquisition.
• Facilitate succession-planning discussions and document outcomes, including high-potential talent, critical role gaps, and development plans.
• Manage manager-effectiveness training, including external vendors and facilitators.
• Equip managers with conversation frameworks and coaching for employee experience, development, and internal mobility discussions.
• Connect engagement insights to hiring, onboarding, development, and training priorities.
• Review exit-interview feedback with HRBPs and incorporate findings into employee experience programs.

Program & Project Management

• Manage People Experience programs from scoping and planning through execution and impact measurement.
• Maintain project plans, timelines, and status updates.
• Manage external vendor and platform relationships.
• Support All Hands Meetings and executive or senior-leader needs as required.
• Maintain a people experience calendar and drive engagement throughout the year.
• Manage the annual engagement budget and measure spending effectiveness through KPIs.

Consulting, Relationship Management & Communication

• Advise managers and leaders on engagement, culture, and talent topics.
• Build relationships across the People function, business leadership, and employee population.
• Prepare and deliver presentations and communications for leadership and company-wide audiences.
• Incorporate diversity, equity, and inclusion considerations into listening, talent, and program work.

Requirements

• Bachelor's degree in Human Resources, Organizational Development, Business, or a related field, or equivalent experience.
• 3–6+ years of experience in People and HR, employee experience, talent management, program/project management, or HR business partnering.
• Strong analytical skills and ability to turn data into clear narratives and recommendations.
• Excellent project management skills with the ability to manage multiple initiatives in a fast-paced environment.
• Strong written and verbal communication skills, including presenting to senior leaders.
• Proficiency with HRIS platforms such as Workday, Paylocity, ADP, and LinkedIn; survey tools; and reporting or data-visualization tools such as Excel, Power BI, and Tableau.

Nice-to-Haves

• SHRM-CP, PHR, or PMP certification.

Compensation & Benefits

• Base salary: $100,000–$130,000 annually.
• Discretionary performance bonus: 8–12% of base salary, based on individual and company performance.
• Stock purchase options.
• Medical, vision, and dental benefits.
• 401(k) plan.
• 20 paid vacation days plus an additional paid vacation day during the employee's birthday month.
• 10 paid sick days.
• Gym membership reimbursement, in-building gym, commuter benefits, pet insurance, wellness and mental health programs, charitable donation matching, and two paid volunteer days.
• Daily catered lunch and office kitchen snacks and beverages.