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Employee Experience Partner Jobs in California (NOW HIRING)

Kinder's

Employee Experience Partner

Walnut Creek, CA

$129K/yr

As Kinder's continues to grow, creating exceptional employee experience is more important than ever ... Partnering closely with Talent Acquisition, People Strategy, People Operations, and leaders across ...

Kinder's

Employee Experience Partner

Walnut Creek, CA · On-site

$129K/yr

As Kinder's continues to grow, creating exceptional employee experience is more important than ever ... Partnering closely with Talent Acquisition, People Strategy, People Operations, and leaders across ...

Kinder's

Employee Experience Partner

Walnut Creek, CA

As Kinder's continues to grow, creating exceptional employee experience is more important than ever ... Partnering closely with Talent Acquisition, People Strategy, People Operations, and leaders across ...

Doist

Employee Experience Specialist

San Mateo, CA · On-site

$70 - $90/hr

You'll partner closely with IT, Facilities, Finance, and Recruiting to keep programs organized and ... You have 1-3 years of experience in employee experience, HR operations, event planning, or ...

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Employee Experience Partner information

See California salary details

$30.1K

$116K

How much do employee experience partner jobs pay per year?

As of Aug 22, 2026, the average yearly pay for employee experience partner in California is $111,623.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $115,000.00 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 California?

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

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

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

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

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

Employee Experience Partner jobs near you
Infographic showing various Employee Experience Partner job openings in California as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 18% Part Time, 2% Temporary, and 3% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $111,623 per year, or $53.7 per hour.

Employee Experience Partner

Kinder's

Walnut Creek, CA

$129K/yr

Full-time

Re-posted 19 days ago

Job description

BUILT ON FLAVOR. FUELED BY PEOPLE.

What's it like to work at Kinder's? Well, there's a lot of snacking and geeking out over what we all cooked over the weekend. Beyond that, there's also plenty of hard work. Because we don't just like flavor, we're obsessed with it.

With over 100 products sold nationwide, we're now a top-five brand in multiple flavor categories at Costco, Walmart, Whole Foods, and more. We're not your typical CPG company. Privately held and founder-led, we like to think of ourselves as a pirate ship in a sea of cruise ships. Our crew is adventurous and fearless. We chart our own course and chase big ideas to make food unforgettable.

As we expand globally and approach $1 billion in revenue, we need more smart-and-scrappy, flavor-obsessed people to come aboard. If you're looking for a place where you can see the real impact of your work... this is it! Every day, you'll be part of a journey to add flavor to millions of meals and lives.

About the Role:

As Kinder's continues to grow, creating exceptional employee experience is more important than ever. The Employee Engagement Specialist is responsible for designing and delivering programs that strengthen connection, engagement, and culture across the employee lifecycle, from pre-boarding and onboarding through recognition, development, and the moments that make Kinder's a great place to work.

Partnering closely with Talent Acquisition, People Strategy, People Operations, and leaders across the business, you'll create meaningful employee experiences while supporting the systems and processes that help our teams thrive. You'll contribute to HR systems initiatives, maintain employee information, improve People processes, and ensure employees have access to accurate resources and communications through our People Team SharePoint site.

This role is ideal for someone who combines creativity with strong organization and execution, enjoys building programs that bring culture to life, and is passionate about creating an outstanding employee experience.

Key Responsibilities Inclulde:

Onboarding & New Hire Experience

  • Design, manage, and continuously improve the post-offer and onboarding experience to ensure every new hire feels welcomed, supported, and aligned with Kinder's values.
  • Partner with hiring managers to prepare onboarding plans and provide resources that set new hires up for success.
  • Coordinate and facilitate new hire orientation, introductions, and cultural immersion activities.
  • Gather feedback and track onboarding metrics to measure effectiveness and identify improvements.
  • Maintain and update onboarding materials and templates across systems and channels.

Culture & Engagement

  • Plan and execute company-wide engagement initiatives, events, and recognition programs that strengthen connection and belonging.
  • Lead and advise the Kinder's Culture Crew through their projects and events in a meaningful way.
  • Manage milestone and appreciation programs, ensuring consistent recognition of employee contributions.
  • Partner with the Sr. Director of People & culture to coordinate engagement surveys and help translate feedback into action.
  • Create and distribute internal newsletter that highlight cultural moments, updates, and success stories.
  • Champion Kinder's values and culture across all engagement and communication efforts.

Internal Communications & SharePoint Ownership

  • Own the People Team SharePoint site, ensuring it remains accurate, well-organized, and user-friendly.
  • Regularly update content, policies, and resources to reflect the most current information and programs.
  • Collaborate with People team members to keep information consistent across all internal communication platforms.
  • Develop creative ways to make the SharePoint site engaging and easy to navigate, reinforcing transparency and accessibility.
  • Support the Sr. Director of People & Culture in publishing People team updates, announcements, and program materials; including system, program and project updates through internal communications.

Culture Stewardship & Cross-Functional Collaboration

  • Act as a culture ambassador, modeling and reinforcing Kinder's values in all interactions and initiatives.
  • Collaborate cross-functionally to align engagement, onboarding, and communication initiatives with broader company goals.
  • Leverage data, feedback, and participation of metrics to continuously refine employee experience programs.
  • Research and recommend best practices for employee engagement and digital communication tools.
What Success Will Look Like:
  • Every new hire completes onboarding feeling genuinely welcomed, well-informed, and connected to the culture from day one.
  • Ensures that our employees have positive, thoughtful experiences and engagements that celebrate the work that they are doing and the milestones that they complete, in and out of the office.
  • Employee engagement programs are thoughtfully designed, consistently executed, and show measurable improvement in connection and belonging.
  • The People Team SharePoint is a go-to resource employees trust, organized, up to date, and easy to navigate.
  • You are recognized as a culture champion who makes Kinder's a place where people are proud to work.
Skills + Experience:
  • 5+ years of experience in People Operations, HR, employee experience, internal communications, or a related role.
  • Proven experience designing and executing onboarding or engagement programs in a fast-paced environment.
  • Strong project management and organizational skills with exceptional attention to detail.
  • Excellent written and verbal communication skills; ability to create content that is clear, engaging, and on-brand.
  • Experience managing SharePoint or similar internal communication/intranet platforms preferred.
  • Collaborative, proactive, and highly organized with a strong ownership mindset.
  • Passion for people, culture, and creating experiences that feel authentic and human.
Pay Transparency:

The expected starting salary range for this role is $115,000- $125,000 per year. The salary range posted for this role reflects the good-faith base pay range Kinder's reasonably expects to offer at the time of posting and may vary based on the location of the role. Individual compensation within the posted range will be determined based on factors such as relevant education, experience, qualifications, skills, and business needs.

SEASONED FOR SUCCESS:
  • No two days here are the same.
  • We try to be good team members and good communicators, but we don't live by hierarchy and structure – everyone is a difference maker here.
  • We make a lot of decisions in the face of incomplete information – our team embraces ambiguity and tries to make good decisions fast rather than great decisions slow.
  • We believe our job is to take smart risk, not to eliminate risk.
  • We believe in growing our skills and becoming a better company with more managerial expertise, but we are an entrepreneurial company at heart.
  • We aren't trying to be average – we want to do exceptional things, and we are willing to work hard to achieve them.
BENEFITS THAT BRING MORE TO THE TABLE:

We offer a range of total rewards that may include paid time off, 401k, bonus / incentive eligibility, equity grants, competitive health benefits, and other family-friendly benefits, including parental leave. Kinder's benefits vary based on eligibility and can be reviewed in more detail during the interview process.

OUR RECIPE FOR BALANCE:

We believe great culture starts with people. We're a people-first company built on connection, collaboration, and balance. Most of our work happens in the office to spark creativity and community, but we also offer flexibility so team members have the autonomy to work outside the office when needed to support their work-life balance and personal commitments.

WHERE EVERY INGREDIENT MATTERS:

Kinder's is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need any accommodation during the application process or to perform these job requirements, please reach out to us at careers@kinders.com