People Experience Partner

About the role

The People Experience Partner owns the design, delivery, and continuous improvement of programs that shape the employee experience across the full employee lifecycle. This role leads the organization's employee listening strategy, including the annual Energage engagement survey, and turns results into clear insights and measurable action plans in partnership with people leaders.

This role blends program management discipline with HRBP partnership experience, sitting alongside the Talent Management team with a close working relationship to the HRBP function. This role does not own a client group; the HRBP and Sr. HR & People Manager hold primary relationship ownership across the org. Instead, the People Experience Partner builds the programs, data, and frameworks that HRBPs and leaders use to guide their teams.

Responsibilities

• Employee Listening & Engagement
  • Lead end-to-end administration of the organization's employee engagement surveys (including survey timeline, partnering with Comms Partner, and completion-rate tracking).
  • Analyze survey results to identify themes, trends, and root causes across teams, departments, and demographic cuts; translate raw data into digestible, actionable insights for leaders at all levels.
  • Partner with Head of People & HR and HRBPs to build and track action plans that respond directly to survey findings, ensuring accountability and follow-through and measurement of improvement.
  • Develop dashboards, scorecards, and readouts that make engagement data accessible and useful for decision-making.
  • Benchmark results against industry and Top Workplaces tech/financial services norms and recommend focus areas.
  • Cook up pulse surveys, focus groups, and other listening mechanisms to supplement the annual survey and monitor progress on action items throughout the year.
  • Coordinate with global stakeholders and counterparts as necessary.
• Talent Management Partnership
  • Team up with the Talent Acquisition team to design and own the onboarding process, shaping the experience and assimilation for new hires so they can hit the ground running.
  • Work alongside the Head of HR & People and the Talent Management team to facilitate succession planning discussions and document the resulting work product, helping leaders identify high-potential employees, critical role gaps, and plans to close them.
  • Manage manager effectiveness training by vetting and outsourcing to external training vendors/facilitators and partner with IG global shared people services as needed.
  • Partner with the Talent Management team to equip managers with conversation frameworks and coaching that support employee experience, development discussions, and internal mobility conversations.
  • Align with Director of Talent Acquisition to connect engagement and survey insights to hiring, onboarding, and development priorities, and to identify skill gaps that should inform training investment.
  • Review exit interview feedback in partnership with HRBPs; learnings from these conversations inform the future employee environment this role is helping to shape engagement and program work.
• Program & Project Management
  • Manage People Experience programs end-to-end: scoping, planning, stakeholder alignment, execution, and measurement of impact.
  • Build and maintain project plans, timelines, and status updates for initiatives you're leading.
  • Manage relationships with external vendors and platforms.
  • Partner with office of CEO, Communication Partner on All Hands Meetings as necessary.
  • Create and maintain a people experience calendar, driving engagement and participation across the year.
  • Support Exec and Senior Leaders with specific needs on their functions.
  • Manage an annual budget for engagement and measure effectiveness/KPIs of how dollars are spent.
• Consulting, Relationship Management & Communication
  • Serve as a trusted advisor to managers and leaders on engagement, culture, and talent topics.
  • Build strong relationships across the People function, business leadership, and employees to ensure programs reflect real employee needs.
  • Prepare and deliver clear, compelling presentations and communications for leadership and all-employee audiences.
  • Champion diversity, equity, and inclusion considerations in all listening, talent, and program work.

Requirements

• Bachelor's degree in Human Resources, Organizational Development, Business, or related field, or equivalent experience.
• 3–6+ years of experience in People & HR function, employee experience, talent management, or program/project management, HRBP (range flexible by level).
• Comfortable with change, ambiguity, and authorship of how the People experience partner is embedded in the business.
• Strong analytical skills with the ability to turn data into clear narratives and actionable recommendations.
• Excellent project management skills; able to manage multiple initiatives simultaneously in a fast-paced environment.
• Strong written and verbal communication skills, including experience presenting to senior leaders.
• Proficiency with HRIS platforms (Workday, Paylocity, ADP, LinkedIn), survey tools, and data visualization/reporting tools (e.g., Excel, Power BI, Tableau).
• SHRM-CP, PHR, or PMP certification a plus, but not required.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Business, or related field, or equivalent experience.
• 3–6+ years of experience in People & HR function, employee experience, talent management, or program/project management, HRBP (range flexible by level).
• Comfortable with change, ambiguity, and authorship of how the People experience partner is embedded in the business.
• Strong analytical skills with the ability to turn data into clear narratives and actionable recommendations.
• Excellent project management skills; able to manage multiple initiatives simultaneously in a fast-paced environment.
• Strong written and verbal communication skills, including experience presenting to senior leaders.
• Proficiency with HRIS platforms (Workday, Paylocity, ADP, LinkedIn), survey tools, and data visualization/reporting tools (e.g., Excel, Power BI, Tableau).
• SHRM-CP, PHR, or PMP certification a plus, but not required.

Skills

• Strong analytical skills with the ability to turn data into clear narratives and actionable recommendations.
• Excellent project management skills; able to manage multiple initiatives simultaneously in a fast-paced environment.
• Strong written and verbal communication skills, including experience presenting to senior leaders.
• Proficiency with HRIS platforms (Workday, Paylocity, ADP, LinkedIn), survey tools, and data visualization/reporting tools (e.g., Excel, Power BI, Tableau).
• SHRM-CP, PHR, or PMP certification a plus, but not required.

Benefits

• Performance Bonuses
• Stock Purchase Options
• Medical/Vision/Dental Benefits
• 401k Plan
• 20 Paid Vacation Days (plus an additional paid vacation day the month of your birthday!)
• 10 Paid Sick Days
• Gym Membership Reimbursement
• Commuter Benefits
• Pet Insurance
• Wellness & Mental Health Programs
• Charitable Donation Matching
• Two Paid Volunteer Days Off
• Daily catered lunch when in the office
• In-building gym
• Shuttle to/from Metra

Pay

$100,000-$130,000

Schedule

Full-Time