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Employee Experience Manager Jobs in Raleigh, NC (NOW HIRING)

BROAD RIVER RETAIL

Retail Experience Manager

Raleigh, NC · On-site

$38K - $40K/yr

Retail Experience Manager CULTURE SNAPSHOT Broad River Retail is an organization of integrity ... Employee discount (40%) at BRR locations * Internal Opportunities for career growth and advancement ...

AICPA

User Interface & User Experience Manager

Durham, NC · Hybrid

$88K - $125K/yr

... an employee assistance program. We provide resources that support your mental health, and evolve ... experience and location. If you'd like to understand more on the salary range, please contact ...

AICPA

User Interface & User Experience Manager

Durham, NC · On-site

$88K - $125K/yr

... an employee assistance program. We provide resources that support your mental health, and evolve ... experience and location. If you'd like to understand more on the salary range, please contact ...

aicpa

User Interface & User Experience Manager

Durham, NC · On-site

$88K - $125K/yr

... an employee assistance program. We provide resources that support your mental health, and evolve ... experience and location. If you'd like to understand more on the salary range, please contact ...

CIMA

User Interface & User Experience Manager

Durham, NC · Hybrid

$88K - $125K/yr

... an employee assistance program. We provide resources that support your mental health, and evolve ... experience and location. If you'd like to understand more on the salary range, please contact ...

HUB

Employee Benefits Account Manager

Raleigh, NC · On-site

HUB International Limited ("HUB") is one of the largest global insurance and employee benefits ... Department Account Management & Service Required Experience: 1-2 years of relevant experience ...

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All JobsEmployee Experience JobsEmployee Experience Manager JobsEmployee Experience Manager Jobs in Raleigh, NC

Employee Experience Manager information

See Raleigh, NC salary details

$23.8K

$57.9K

$112.8K

How much do employee experience manager jobs pay per year?

As of Jul 26, 2026, the average yearly pay for employee experience manager in Raleigh, NC is $57,863.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,800.00 and $66,600.00 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 Raleigh, NC? The most popular types of Employee Experience jobs in Raleigh, NC are:
What are popular job titles related to Employee Experience Manager jobs in Raleigh, NC? For Employee Experience Manager jobs in Raleigh, NC, the most frequently searched job titles are:
What job categories do people searching Employee Experience Manager jobs in Raleigh, NC look for? The top searched job categories for Employee Experience Manager jobs in Raleigh, NC are:
What cities near Raleigh, NC are hiring for Employee Experience Manager jobs? Cities near Raleigh, NC with the most Employee Experience Manager job openings:
Employee Experience Manager jobs near you
Infographic showing various Employee Experience Manager job openings in Raleigh, NC as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $57,863 per year, or $27.8 per hour.
Manager, Talent Development & Employee Experience

Manager, Talent Development & Employee Experience

Kane Realty Corporation

Raleigh, NC • On-site

Full-time

Posted 5 days ago

Job description

KANE RESIDENTIAL
Manager, Talent Development & Employee Experience
Position Summary
The Manager, Talent Development & Employee Experience owns the Kane Residential (KRES) team member's journey end-to-end - from onboarding through operational proficiency, engagement, cultural and value representation, and long-term development. The near-term mandate is to build the training and standardization infrastructure KRES needs to continue to grow without diluting the service quality, culture, and engagement that differentiate the platform.
This is a builder's role: it stands up systems that do not yet exist rather than administering a mature function. It operates as a close partner and bridge to KRC Talent & HR shared services while owning KRES-specific employee success from a team member's first day forward, and marshalling the right internal resources and people to deliver it.
Year-One Mandate
Concrete deliverables for the first year, targeted for Q4 2026 unless otherwise noted:
  • Stand up core role-level SOPs for all property-level positions, published and completion-tracked in a functional LMS.
  • Launch role-specific, phased onboarding journeys with 30/60/90-day structure and feedback loops with a consistent, team-led experience.
  • Build a foundational operations curriculum covering the fundamentals of multifamily property management.
  • Own and energize KRES engagement and recognition programming (including the KRES Excellence Awards) and establish consistent team-wide communication.

Core Responsibilities
Onboarding & the KRES Employee Journey
  • Own the KRES onboarding experience end-to-end - consistent, structured, role-specific, and measurable across the portfolio.
  • Build onboarding assets (welcome guides, 30/60/90-day plans, culture-immersion touchpoints) and the feedback loops that improve them.
  • Serve as the throughline for a team member's KRES experience from day one, coordinating the site leaders, HR resources, and systems needed to set them up for success.

Operations Training & Enablement
  • Build and maintain role-level SOPs and a functional LMS with completion tracking.
  • Develop the operations-fundamentals curriculum and supporting assets - microlearning modules, job aids, and instructional content.
  • Partner with the operations and systems function to build training and onboarding content for technology rollouts or continuing education.
  • Facilitate workshops and learning sessions for on-site and corporate teams.

Engagement, Recognition & Culture
  • Own KRES-specific engagement and recognition programming, including the Excellence Awards.
  • Establish and run team-wide internal communication that reinforces KRES culture and values.
  • Coordinate mid-year and annual employee check-ins.
  • Track engagement and turnover data; surface gaps and targeted interventions to leadership.

Hiring Support
  • Equip property managers and regional leaders with structured interview frameworks and values-aligned behavioral competency guides.
  • Coach hiring managers to build internal capability over time, in coordination with the KRC recruiter.

Development & Career Pathing
  • Identify individual and team performance gaps and translate them into targeted development.
  • Establish foundational career-pathing so associates have a visible trajectory within KRES.

Technology & AI
  • Utilize technology and AI to build, maintain, and scale training and communication content efficiently and effectively.

Partnership with KRC HR
  • Operate as a close partner and bridge to KRC Talent & HR.
  • Own the KRES-specific employee experience - onboarding, engagement, recognition, and team communication - and marshal KRC HR and site resources to deliver it consistently and reliably.

Candidate Profile
  • Builder's mindset - has stood up training, onboarding, and SOP infrastructure from the ground up, not only administered an existing function.
  • Multifamily property management operations background and instructional design or L&D experience strongly preferred.
  • Demonstrated fluency building content with AI tools and comfort adopting and scaling AI-assisted workflows.
  • Experience with an LMS (Yardi Aspire and Virtuoso) and building trackable, role-based curriculum.
  • Strong facilitation and cross-functional coordination; able to influence without authority across site and corporate teams.
  • Values-first - models KRES's character-first culture.

Apply