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Employee Experience Manager Jobs (NOW HIRING)

Socket.dev

Employee Experience Specialist

Manhattan, NY · On-site

$80 - $110/hr

Deliver timely reporting and actionable insights to leaders and managers. * Develop communications ... Employee Experience: * Analyze employee feedback and program data to identify trends, risks, and ...

Huntress

Employee Experience Specialist

Columbia, MD

$60K - $70K/yr

Reports to: Sr. Manager, Employee Experience Location: Remote US Compensation Range: $60,000 to $70,000 base plus bonus and equity *For this position, we are only considering candidates located in ...

Procore

Program Manager, Employee Experience

Austin, TX · On-site

This role reports to the Sr. Manager, Culture & Employee Experience and is preferably based in our Austin, TX office, though other U.S. office locations will be considered. We're looking for someone ...

Inovalon

Employee Experience Program Manager

Tampa, FL · Hybrid

The Employee Experience Program Manager is responsible for bringing the organization's employee growth strategy to life through exceptional program execution, employee experiences, and operational ...

Axon

Employee Experience & Office Manager

Sterling, VA · On-site

Your Impact Join us as our Employee Experience & Office Manager and be part of Axon's expanding office in Sterling, VA! In this role, you'll help create an exceptional employee experience by keeping ...

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Employee Experience Manager information

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How much do employee experience manager jobs pay per year?

As of Sep 5, 2026, the average yearly pay for employee experience manager in the United States is $59,525.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,000.00 and $68,500.00 per year, depending on experience, location, and employer.

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 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 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.

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Employee Experience Manager jobs near you
Infographic showing various Employee Experience Manager job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 20% Part Time, and 4% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $59,525 per year, or $28.6 per hour.

Employee Experience Specialist

Socket.dev

Manhattan, NY • On-site

$80 - $110/hr

Other

Posted 10 days ago

Job description

At Algolia, we’re proud to be a pioneer and market leader in AI Search, empowering 18,000+ businesses to deliver blazing-fast, predictive search and browse experiences at internet scale. Every week, we power over 30 billion search requests — four times more than Microsoft Bing, Yahoo, Baidu, Yandex, and DuckDuckGo combined.

In 2021, we raised $150 million in Series D funding, quadrupling our valuation to $2.25 billion. This strong foundation enables us to keep investing in our market-leading platform and serving incredible customers like Under Armour, PetSmart, Stripe, Gymshark, and Walgreens.

About the Role

We're looking for an Employee Experience Specialist to shape and continuously improve the experiences that matter most across the employee lifecycle.

Initially focused on onboarding, employee listening, and engagement, you'll partner across People, IT, Workplace, Talent Acquisition, and business leaders to create programs that are measurable, scalable, and engaging. You'll combine data, technology, and employee feedback to improve how employees experience Algolia from day one through key career milestones.

Success in this role means creating experiences that increase employee engagement, strengthen manager effectiveness, and enable the People team to operate more efficiently through thoughtful design, automation, and continuous improvement.

Key Responsibilities Onboarding:
  • Own and continuously improve the end-to-end onboarding experience for new hires.
  • Design programs that accelerate engagement, connection, and early productivity during the first 30, 60, and 90 days.
  • Use employee feedback and business metrics to identify opportunities for improvement.
  • Partner with Talent Acquisition, People Operations, IT, Workplace, Learning & Development, and business leaders to deliver a seamless onboarding experience.
  • Identify opportunities to automate onboarding communications, workflows, and employee touchpoints.
Employee Listening:
  • Own the execution and continuous improvement of engagement, pulse, onboarding, and lifecycle surveys.
  • Deliver timely reporting and actionable insights to leaders and managers.
  • Develop communications, resources, and action-planning materials that help leaders turn feedback into action.
  • Establish governance that creates a consistent, scalable employee listening strategy.

Employee Experience:

  • Analyze employee feedback and program data to identify trends, risks, and opportunities.
  • Translate qualitative and quantitative insights into recommendations that improve engagement, retention, and employee experience.
  • Measure program effectiveness and continuously improve key employee lifecycle experiences.
  • Help build a connected employee lifecycle across onboarding, development, engagement, internal mobility, and offboarding.
  • Identify friction points and recommend
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