Senior Employee Experience Partner

This role has broad global accountability, supporting employees, managers, and HR partners across multiple regions and time zones. The Senior Employee Experience Partner (EEP) serves as a regional subject matter expert, adapting HR partnership and employee experience support across diverse cultural contexts while delivering consistency in service regardless of location or time zone.

Responsibilities

• Employee & Manager Support
  • Serve as a senior point of contact for complex employee and manager inquiries requiring advanced judgment, policy interpretation, or cross-functional coordination.
  • Advise managers on performance, conduct, attendance, and team dynamics issues with practical, policy-grounded guidance.
  • Provide mentorship and real-time coaching to junior team members on case handling, communication, and escalation decisions.
  • Act as an escalation point for sensitive or high-visibility requests to proactively mitigate risk.
  • Communicate proactively with key stakeholders, building confidence in the Employee Experience function.
• Manager Capability Building & Coaching
  • Partner with managers to build people leadership capability through one-on-one coaching, real-time feedback, and targeted development conversations.
  • Coach managers on performance conversations, conduct issues, team dynamics, and attendance management with practical, policy-grounded guidance.
  • Identify managers who need elevated support and proactively engage before issues escalate to formal ER or People Business Partner (PBP) intervention.
  • Build manager confidence and consistency in applying company policies, values, and people practices through coaching.
  • Serve as the first HR call for any manager or employee seeking guidance, ensuring clarity and a path forward.
• Employee Relations & Case Support
  • Independently manage moderately complex ER cases including performance management support, conduct investigations, interpersonal conflicts, and sensitive exits.
  • Own all ER cases end-to-end from intake through investigation, resolution, and documentation, escalating to EEP leadership or Legal only when warranted.
  • Partner with benefits to support leave of absence administration, ensuring communication to managers and a supportive employee experience.
  • Serve as a resource for junior team members on ER cases, providing guidance and reviewing approaches before action is taken.
  • Recognize patterns in ER case volume or themes and proactively surface insights to EEP leadership and PBPs.
  • Maintain rigorous, confidential case documentation and support preparation of materials for legal or leadership review.
  • Model and reinforce the highest standards of empathy, professionalism, and discretion in every employee interaction.
• Employee Experience During Change
  • Serve as the primary HR partner for employees and managers navigating organizational changes including restructures, leadership transitions, role eliminations, and team realignments.
  • Provide proactive communication support, helping managers deliver change messages clearly, honestly, and with empathy.
  • Identify employees at risk of disengagement during periods of uncertainty and intervene early with targeted support and resources.
  • Partner with PBPs to ensure change plans account for the frontline employee experience, not just organizational design.
  • Support managers in maintaining team stability, morale, and performance continuity through transitions.
  • Recognize systemic people risks (e.g., disengagement, attrition signals, morale patterns) and escalate insights to EEP leadership and PBPs.
• Engagement & Experience Leadership
  • Support employee engagement initiatives, ensuring programs are globally consistent, culturally relevant, and operationally sound.
  • Partner with managers to translate engagement survey results into actionable team and site-level plans.
  • Serve as a strategic thought partner on employee experience improvements, addressing root causes beyond execution.
  • Facilitate or co-facilitate manager training, listening sessions, and review onboarding feedback to surface insights at scale.
  • Mentor Partner I team members on engagement program delivery, helping them build ownership and confidence.
  • Track program outcomes and report on impact, connecting engagement activities to broader organizational health metrics.
• Team & Stakeholder Leadership
  • Support the onboarding and development of new team members, acting as a resource and role model for the Employee Experience function.
  • Build and maintain strong relationships across the People Team and other key cross-functional stakeholders (IT, Legal).
  • Represent Employee Experience in cross-functional project teams, workstreams, and strategic initiatives.
  • Contribute to team retrospectives, playbook updates, RACI documents, and lessons-learned discussions to strengthen collective capability.

Requirements

• Education
  • Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field; or equivalent professional experience.
  • HR certification (e.g., PHR, SHRM-CP) preferred.
• Experience
  • 5+ years of progressive experience in employee experience, employee relations, or HR partnership roles, with demonstrated focus on manager coaching, frontline employee support, and employee relations case management.
  • Ability to synthesize observations, patterns, and data into clear recommendations and compelling presentations.
  • Demonstrated experience supporting employees in a global and matrixed environment.
  • Track record of independently managing complex HR cases, ER investigations, and manager coaching.
  • Ability to connect employee and manager dynamics to business context, team performance, and organizational outcomes.
  • Consultative mindset skilled at diagnosing root causes, distinguishing symptoms from systemic issues, and recommending solutions.
  • Strong organizational awareness to navigate complexity and calibrate approaches based on stakeholder context and risk.
  • Experience supporting leave programs across multiple legislative frameworks (e.g., FMLA, statutory parental leave, country-specific entitlements).
  • Prior experience informally leading, mentoring, or coaching peers or junior team members.
• Skills & Competencies
  • Advanced written and verbal communication skills; confident advising leaders and adapting style across diverse global audiences.
  • Intellectual curiosity and continuous learning orientation; seeks to understand organizational dynamics and emerging HR practices.
  • Strong analytical capability to work with HR data, identify trends, surface insights, and support decision-making.
  • Exceptional attention to detail, organizational discipline, and ability to manage competing priorities without sacrificing quality.
  • Mature judgment and discretion in handling sensitive, high-risk, or high-visibility situations.
  • Proactive, solutions-oriented mindset with the ability to anticipate needs and act ahead of issues.
  • Ability to influence without authority across functions, geographies, and seniority levels.
  • Comfortable operating independently in ambiguous situations with limited supervision.

What Success Looks Like In The First 90 Days

• Ownership of a defined portfolio of employee and manager cases, managing complex ER, coaching, and change scenarios independently.
• Recognized by key stakeholders as a credible, reliable escalation point and thought partner.
• Actively supporting and adding value to the team, enhancing team quality and cohesion.
• Clear command of regional compliance requirements for the supported geographies.
• Established trusted relationships across PBPs, managers, employees, People Operations, and cross-functional people functions.

Schedule

Full-time, permanent. The role is remote (US-based) and requires working across multiple time zones in a hybrid or remote work environment. Occasional travel may be required dependent on company needs.

Work Environment

The physical demands include occasional movement around the office. Specific vision abilities required include close vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Long periods of sitting and/or standing in front of a computer using video technology are expected.