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Employee Experience Manager Jobs in Indiana (NOW HIRING)

Marion Health

Patient Experience Manager

Marion, IN · On-site

Work closely with third party patient, employee and medical staff survey vendor(s). Maximize every ... The Patient Experience Manager responsibilities include: * Oversight and responsibility for ...

Marion Health

Patient Experience Manager

Marion, IN · On-site

Work closely with third party patient, employee and medical staff survey vendor(s). Maximize every ... The Patient Experience Manager responsibilities include: * Oversight and responsibility for ...

RadNet

Employee Relations Manager

Indianapolis, IN

$80K - $90K/yr

... are experience. When you join RadNet as an Employee Relations Manager , you will be joining a ... dedicated team of professionals who deliver quality, value, and access in the 21st century and ...

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All JobsEmployee Experience JobsEmployee Experience Manager JobsEmployee Experience Manager Jobs in Indiana

Employee Experience Manager information

See Indiana salary details

$23.3K

$56.6K

$110.4K

How much do employee experience manager jobs pay per year?

As of Jul 15, 2026, the average yearly pay for employee experience manager in Indiana is $56,642.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,000.00 and $65,200.00 per year, depending on experience, location, and employer.

What is the difference between Employee Experience Manager vs HR Business Partner?

AspectEmployee Experience ManagerHR Business Partner
Primary FocusEnhancing employee engagement, satisfaction, and overall experienceAligning HR strategies with business goals, advising leadership on HR issues
Required CredentialsBachelor's degree in HR, Business, or related field; experience in employee engagementBachelor's degree, HR certification (e.g., SHRM, PHR), extensive HR experience
Work EnvironmentCollaborates across departments to improve workplace cultureWorks closely with leadership and management on HR policies and strategies

While both roles focus on improving workplace dynamics, the Employee Experience Manager primarily concentrates on employee engagement and satisfaction initiatives. In contrast, the HR Business Partner provides strategic HR advice to leadership, aligning HR policies with business objectives. Both roles require HR knowledge and collaboration skills but serve different aspects of HR management.

What are the key skills and qualifications needed to thrive as an Employee Experience Manager, and why are they important?

To thrive as an Employee Experience Manager, you need a solid background in human resources, organizational development, and employee engagement, often supported by a bachelor’s or master’s degree in HR or a related field. Experience with HRIS platforms, survey tools, and analytics systems, as well as certifications like SHRM-CP or PHR, are highly valuable. Exceptional interpersonal skills, problem-solving abilities, and emotional intelligence help you build trust and drive positive change across teams. These skills ensure a supportive and productive workplace culture, directly impacting employee satisfaction and organizational success.

What does an Employee Experience Manager do?

An Employee Experience Manager is responsible for shaping and improving the overall experience employees have at a company. They focus on employee engagement, workplace culture, and ensuring that staff feel supported and valued throughout their employment journey. Their duties often include designing programs for onboarding, professional development, feedback collection, and fostering a positive work environment. By aligning company policies with employee needs, they help boost productivity and retention.

How does an Employee Experience Manager typically collaborate with HR and other departments to improve workplace culture?

Employee Experience Managers work closely with HR, leadership, and cross-functional teams to design and implement initiatives that enhance workplace culture. They often gather employee feedback, analyze engagement data, and coordinate with HR to align policies and programs with organizational values. Collaboration might include running workshops, supporting onboarding processes, and partnering with managers to address team-specific needs. This role requires strong communication and facilitation skills to ensure that employee experience initiatives are integrated across departments.
What are the most commonly searched types of Employee Experience jobs in Indiana? The most popular types of Employee Experience jobs in Indiana are:
What are popular job titles related to Employee Experience Manager jobs in Indiana? For Employee Experience Manager jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Employee Experience Manager jobs in Indiana look for? The top searched job categories for Employee Experience Manager jobs in Indiana are:
What cities in Indiana are hiring for Employee Experience Manager jobs? Cities in Indiana with the most Employee Experience Manager job openings:
Employee Experience Manager jobs near you
Infographic showing various Employee Experience Manager job openings in Indiana as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 21% Part Time, 1% Temporary, and 2% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $56,642 per year, or $27.2 per hour.

Employee Experience & Talent Acquisition Lead

Peak Toolworks Precision

Jasper, IN • On-site

$55K - $65K/yr

Other

Posted 4 days ago

New

Job description

About the Role

Join us onsite in Jasper, Indiana as our Employee Experience & Talent Acquisition Lead. You’ll be the connective tissue across recruiting, onboarding, engagement, employee relations, and people operations—elevating everyday moments into a standout workplace experience.

A Day in the Life

Your morning might start by syncing with hiring managers to refine role profiles and move candidates through interviews. Before lunch, you’re coordinating background checks and employment verifications, then preparing a welcoming orientation for new team members. In the afternoon, you review weekly payroll for accuracy (and jump in as a backup processor when needed), meet with Operations on safety reviews and incident follow-ups, and close the day by responding to employee questions and coaching managers through performance conversations.

What You’ll Do
  • Own full-cycle recruiting across U.S. roles, partnering closely with hiring leaders to source, assess, and secure top talent.
  • Coordinate background checks and employment verifications to support compliant, timely hiring decisions.
  • Design and deliver engaging onboarding and orientation programs that accelerate time-to-productivity.
  • Support benefits, leave administration, recognition, and broader engagement initiatives.
  • Ensure compliance with federal, state, and local employment laws and HR best practices across multiple jurisdictions.
  • Review weekly payroll for accuracy; collaborate with U.S. and Canada payroll teams and serve as backup processor.
  • Lead offboarding, including exit interviews and trend analysis to inform continuous improvement.
  • Track and report talent metrics to guide business decisions and demonstrate program impact.
  • Partner with Operations on safety reviews and incident follow-ups.
  • Advance community partnerships through outreach, local events, and employer-brand building.
  • Advise managers on employee relations and performance management.
  • Provide timely, empathetic support to employees and foster a positive workplace environment.
What You Bring
  • Hands-on experience in recruiting and talent operations.
  • Exceptional communication and relationship-building capabilities.
  • Strength in juggling multiple priorities in a fast-paced setting.
  • Working knowledge of employment law and HR best practices.
  • High discretion, sound judgment, and meticulous attention to detail.
Why You’ll Love It Here

Make a visible impact on people’s day-to-day experience while collaborating with a team that values people, performance, and continuous improvement.

Job Requirements
  • Bachelor’s degree in Human Resources, Business Administration, or a related discipline.
  • 2–5 years in Human Resources, Talent Operations, or Recruiting.
  • Advanced understanding of employment laws and HR best practices.
  • Proven experience managing full-cycle recruiting and onboarding.
  • Familiarity with HRIS and payroll (multi-state and/or Canada exposure a plus; Dayforce experience a plus).
  • Excellent interpersonal, communication, and problem-solving skills.
  • Demonstrated ability to handle confidential information with professionalism.
  • Strong organizational skills with the ability to manage competing priorities.
  • Background supporting employee relations and performance management.
  • Proficiency in Microsoft Excel, Word, and PowerPoint; HR analytics/reporting tools are a plus.
  • SHRM-CP, PHR, or other HR certification preferred (not required).
Core Competencies
  • Communicates effectively: Listens closely, adapts style to the audience, and delivers clear, concise messages.
  • Action oriented: Takes initiative and acts decisively in dynamic situations.
  • Manages execution: Prioritizes well, builds plans with milestones, monitors progress, and creates contingencies.
  • Technical capacity: Comfortable with HR systems, processes, and tools.
  • Global perspective: Understands broader organizational context and global trends.
  • Drives for results: Sets ambitious goals and persists through challenges to meet deadlines.
Proficiencies
  • Human Resources
  • Workers’ Compensation
  • Recruiting
  • Family and Medical Leave Act (FMLA)
  • Coaching and Mentoring Experience
  • Recruiting and Training Experience

Work location: Onsite in Jasper, Indiana.