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Employee Experience Partner Jobs in Arizona (NOW HIRING)

Relativity

Senior Employee Relations Partner

Phoenix, AZ · On-site

$112K - $168K/yr

Identify and mitigate legal, reputational, and employee experience risks before escalation * Own ER ... Partner with Sr. HRBPs to align ER decisions with broader talent, calibration, and organizational ...

EIS Legacy LLC

Human Resource Business Partner

Tempe, AZ · On-site

$70 - $100/hr

Support new hire onboarding, ensuring accurate HRIS setup and positive employee experience. Partner with supervisors to address employee relations issues, such as attendance, policy compliance, and ...

Lucid Motors

HR Business Partner

Casa Grande, AZ

... employee experience across all locations in the region to enable high-performing teams in a fast ... What You Own Serve as a trusted HR partner to plant leaders on employee engagement, workforce ...

Lucid Motors

HR Business Partner

Casa Grande, AZ · On-site

... employee experience across all locations in the region to enable high-performing teams in a fast ... What You Own Serve as a trusted HR partner to plant leaders on employee engagement, workforce ...

Lucid Motors

HR Business Partner

Casa Grande, AZ · On-site

... employee experience across all locations in the region to enable high-performing teams in a fast ... What You Own • Serve as a trusted HR partner to plant leaders on employee engagement, workforce ...

Tucson Medical Center

Employee Relations Partner

Tucson, AZ · On-site

$65 - $100/hr

Employee Relations Partner SUMMARY: Using technical, functional, and business expertise advises and ... EXPERIENCE: One (1) year of professional human resource experience in Employee Relations. LICENSURE ...

Lucid Motors

Sr. HR Business Partner

Phoenix, AZ · On-site

Partner with Centers of Excellence to implement talent, learning, compensation, recognition, and employee experience programs that support business priorities. * Support and guide annual HR processes ...

Lucid Motors

Sr. HR Business Partner

Phoenix, AZ · On-site

Partner with Centers of Excellence to implement talent, learning, compensation, recognition, and employee experience programs that support business priorities. * Support and guide annual HR processes ...

Lucid Motors

Sr. HR Business Partner

Phoenix, AZ · On-site

Partner with Centers of Excellence to implement talent, learning, compensation, recognition, and employee experience programs that support business priorities. * Support and guide annual HR processes ...

ASM

Lead II, People Partner

Phoenix, AZ · On-site

$115K/yr

... employee experience. We're looking for HR professionals who are passionate about partnering with ... leaders, solving business challenges through people, and helping organizations perform at their ...

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All JobsEmployee Experience Partner JobsEmployee Experience Partner Jobs in Arizona

Employee Experience Partner information

See Arizona salary details

$28.4K

$109.5K

How much do employee experience partner jobs pay per year?

As of Sep 6, 2026, the average yearly pay for employee experience partner in Arizona is $105,401.00, according to ZipRecruiter salary data. Most workers in this role earn between $108,600.00 and $108,600.00 per year, depending on experience, location, and employer.

What is an employee experience partner?

An Employee Experience Partner is a human resources professional responsible for improving and managing the overall experience of employees within an organization. They focus on initiatives that enhance employee engagement, wellbeing, and workplace culture, ensuring that staff feel valued and supported throughout their employment journey. This role often involves collaborating with leadership and various departments to implement programs, gather feedback, and address concerns that impact employee satisfaction. Their ultimate goal is to create a positive work environment that attracts and retains top talent.

How does an employee experience partner typically collaborate with different departments to enhance workplace culture?

Employee Experience Partners work closely with HR, management, and individual teams to identify areas for improving the employee journey. They often facilitate cross-departmental workshops, gather feedback through surveys, and coordinate with leadership to implement initiatives like onboarding improvements, recognition programs, or wellness activities. This collaborative approach ensures that strategies are tailored to the unique needs of each department while fostering a cohesive and positive workplace culture across the organization.

What are the key skills and qualifications needed to thrive as an employee experience partner, and why are they important?

To thrive as an Employee Experience Partner, you need a strong foundation in human resources principles, employee engagement strategies, and organizational development, usually backed by a bachelor’s degree in HR or a related field. Familiarity with HRIS platforms, survey tools, and data analytics is important, and certifications like SHRM-CP or PHR can be advantageous. Exceptional interpersonal skills, active listening, and the ability to foster trust are crucial soft skills for building positive workplace cultures. These capabilities enable Employee Experience Partners to drive engagement, retention, and overall employee satisfaction across organizations.

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

AspectEmployee Experience PartnerHR Business Partner
Primary FocusEnhancing employee engagement, satisfaction, and overall experienceAligning HR strategies with business goals, managing employee relations
Required CredentialsTypically HR or related certifications, strong communication skillsHR certifications, strategic HR knowledge
Work EnvironmentCollaborates across teams to improve workplace culturePartners with leadership to develop HR policies
Industry UsageCommon in organizations prioritizing employee engagementWidely used in HR departments across industries

The Employee Experience Partner focuses on improving employee engagement and workplace culture, while the HR Business Partner aligns HR initiatives with business objectives. Both roles require HR knowledge and work closely with employees and leadership, but their core responsibilities differ in scope and emphasis.

What are popular job titles related to Employee Experience Partner jobs in Arizona?

For Employee Experience Partner jobs in Arizona, the most frequently searched job titles are:

What job categories do people searching Employee Experience Partner jobs in Arizona look for?

The top searched job categories for Employee Experience Partner jobs in Arizona are:

What cities in Arizona are hiring for Employee Experience Partner jobs?

Cities in Arizona with the most Employee Experience Partner job openings:

Employee Experience Partner jobs near you
Infographic showing various Employee Experience Partner job openings in Arizona as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $105,401 per year, or $50.7 per hour.

Sr. Employee Experience Specialist

Arizona Financial Credit Union

Phoenix, AZ • On-site

$32/hr

Full-time

Posted 5 days ago

Arizona Financial Credit Union rating

9.2

Company rating: 9.2 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

Job description

Job Type
Full-time
Description
Job Summary Overview
The Senior Employee Experience Specialist is responsible for supporting and coordinating employee experience programs that promote engagement, recognition, belonging, communication, and connection across Arizona Financial. This role helps manage employee initiatives, support Employee Engagement Groups (EEGs), coordinate events and communications, track program outcomes, and partner with leaders and cross-functional teams to enhance the overall employee experience.
Essential Job Functions
Employee Experience Program Coordination
  • Leads all employee experience programs, events, campaigns, and initiatives from planning through execution and follow-up.
  • Manages project timelines, deliverables, logistics, stakeholder updates, and action items to ensure initiatives are completed effectively.

Employee Engagement Groups and Culture Initiatives
  • Leads and supports Employee Engagement Groups (EEGs), culture initiatives, volunteer efforts, and employee-led programs that strengthen belonging, connection, and community impact.
  • Partners with EEG leads, executive sponsors, leaders, and cross-functional teams to support planning, communications, execution, and alignment with organizational goals.

Employee Communications and Content Support
  • Develops, updates, and maintains employee-facing communications, intranet content, announcements, recognition features, event updates, and program materials to ensure information is accurate, accessible, timely, and aligned with employee communication needs.
  • Creates clear, engaging content and presentation materials that support employee engagement, recognition, culture, and program awareness.

Recognition, Engagement, and Employee Listening
  • Supports employee recognition programs and employee listening efforts, including the development, deployment, analysis, and reporting of employee engagement surveys and feedback processes.
  • Summarizes feedback, identifies themes and opportunities, and recommends practical improvements to strengthen employee experience.

Program Measurement and Continuous Improvement
  • Tracks program activity, participation, outcomes, and effectiveness to support reporting, decision-making, and continuous improvement.
  • Improves tools, templates, processes, workflows, and communication approaches to increase consistency, efficiency, and employee impact.

Cross-Functional Partnership
  • Builds effective working relationships with leaders, employees, EEG leads, executive sponsors, Organizational Development, and internal partners to support training, rollout, awareness, program delivery, and alignment.

  • Performs other job-related duties as assigned.

Requirements
Position Required Qualifications
Minimum Education and Experience
  • High School diploma or GED required
  • One or more years of experience managing and developing employee engagement, employee experience, organizational development, or related people-program initiatives, including handling large projects, programs, events, or organizational initiatives.
  • Proven experience preparing employee communications, reports, presentations, project updates, and leadership-ready summaries.

OR
  • Two or more years of experience handling large projects, programs, events, or organizational initiatives.

Knowledge, Skills, and Abilities
  • Ability to read, write, and speak English effectively.
  • Proficiency with PC software applications in a Windows environment, including Microsoft Outlook, Word, Excel, PowerPoint, Teams, and related collaboration tools.
  • Excellent verbal and written communication skills, with strong grammar, proofreading, editing, and sentence structure.
  • Strong project coordination skills, including prioritization, timeline management, detail tracking, follow-through, and managing multiple initiatives simultaneously.
  • Ability to work independently and collaboratively while self-managing time, deadlines, and shifting priorities.
  • Flexible and adaptable when responding to unforeseen changes, competing priorities, or evolving business needs.
  • Ability to handle confidential and sensitive information with professionalism, discretion, and sound judgment.
  • Strong relationship and rapport-building skills with employees, leaders, EEG leads, executive sponsors, and cross-functional partners.

Licenses, Training, and Certifications Required
None.
Preferred Qualifications
  • Experience supporting Employee Engagement Groups, culture committees, or employee-led councils.
  • Experience supporting committees, volunteer programs, culture initiatives, or cross-functional teams preferred.
  • Experience supporting employee feedback systems such as surveys, focus groups, listening sessions, action planning, or feedback analysis.
  • Experience partnering with project stakeholders, or cross-functional teams to support employee-facing programs or initiatives.
  • Experience with survey tools, reporting dashboards, project management platforms, intranet platforms, Microsoft Office, or employee communication systems.

Hybrid Work Environment and Physical Demands
  • Regularly required to sit or stand and use hands for computer keyboarding and other office equipment.
  • Occasionally required to reach, lift, and/or move items up to 50 pounds.
  • Requires close, distance, and peripheral vision for computer and office work.
  • Must be able to travel independently to department, branch, event, or meeting locations as needed.

NOTE: The job description is intended to be generic in nature. It is not an exhaustive list of all duties and responsibilities. Requirements listed in the above qualifications and physical requirements are representative of the knowledge, skill, abilities, physical demands, or work environment required or encountered that must be met by an employee to successfully perform each duty and each function of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.
Employees who work from home must have business operational internet to complete work tasks and communicate via video call or chat messaging systems in a dedicated workspace.
Salary Description
$32/hr

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