ZipRecruiter

Log In

1

Employee Experience Partner Jobs in Iowa (NOW HIRING)

Folience

Employee Experience Coordinator

Sumner, IA · On-site

$19.75 - $25.75/hr

Position Summary The Employee Experience Coordinator is an entry-level role responsible for ... Partner with marketing to assist with creating recruitment collateral. Front Desk / Plant Support ...

Relativity

Senior Employee Relations Partner

Des Moines, IA · 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 ...

Amazon

HR Partner, Human Resources

Davenport, IA · On-site

Key job responsibilities - Support a positive employee experience by executing key programs, reinforcing workplace standards, and partnering with PXT and Operations to create a culture where ...

next page

Showing results 1-20

All JobsEmployee Experience Partner JobsEmployee Experience Partner Jobs in Iowa

Employee Experience Partner information

See Iowa salary details

$28.6K

$110.4K

How much do employee experience partner jobs pay per year?

As of Sep 2, 2026, the average yearly pay for employee experience partner in Iowa is $106,235.00, according to ZipRecruiter salary data. Most workers in this role earn between $109,400.00 and $109,400.00 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 Iowa?

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

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

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

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

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

Employee Experience Partner jobs near you
Infographic showing various Employee Experience Partner job openings in Iowa as of August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 20% Part Time, 4% Contract, and 1% Nights. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $106,235 per year, or $51.1 per hour.

Employee Experience Coordinator

Folience

Sumner, IA • On-site

$19.75 - $25.75/hr

Other

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

Join the Team That Builds Life-Saving Vehicles
Why Life Line?
At Life Line, you won't just build parts - you'll help build ambulances that save lives every day. When you join our team, you become part of something bigger. We foster a supportive, team-oriented environment where your skills grow, your hard work is valued, and your contributions truly make a difference.
Position Summary
The Employee Experience Coordinator is an entry-level role responsible for supporting day-to-day employee-facing HR activities at Life Line. This position focuses on employee communication and engagement, TA assistance, onboarding, and training coordination to ensure employees have a clear, consistent, and well-organized experience.
Key Responsibilities
  • Prepare and distribute employee communications such as announcements, schedule updates, policy reminders, and plant notices.
  • Ensure information is clear, accurate, and communicated in a timely manner to both office and production employees.
  • Post and maintain updates on communication boards, breakrooms, and internal systems.
Event Planning and Employee Engagement
  • Plan, coordinate, and execute a variety of internal events designed to keep employees informed, connected, and engaged. This includes recurring all-hands meetings, town halls, leadership update sessions, and department-wide announcements.
  • Lead planning of company-wide social events that foster camaraderie and celebrate the employee community. Events may include seasonal outings such as golf tournaments, employee picnics, holiday parties, team volunteer days, and other group activities.
Onboarding Coordination
  • Coordinate onboarding for new hires, including scheduling orientation and preparing materials
  • Ensure new employees are set up and ready for their first day (badges, paperwork, basic information).
  • Conduct or support new hire orientation sessions.
  • Serve as a primary point of contact for new hires during their first days and weeks.
  • Track onboarding completion and ensure all required steps are finished.
Training & Compliance Support
  • Schedule and coordinate required safety and compliance training.
  • Track completion of training and follow up with employees, supervisors, and managers as needed.
  • Maintain organized and accurate training records.
  • Support onboarding training plans for new production and office employees.
Recruiting Coordination Support
  • Post and maintain job openings across hiring platforms.
  • Schedule interviews and communicate with candidates.
  • Partner with marketing to assist with creating recruitment collateral.
Front Desk / Plant Support (if applicable)
  • Assist with front office responsibilities such as greeting visitors or directing employees.
  • Help maintain a professional and welcoming environment for employees and guests.
  • Other duties as assigned, per the needs of the business.
Skills and Qualifications
  • Associate's degree in Human Resources, Business, or a related field or
    Bachelor's degree in Human Resources, Business, or related field.
  • 0-2 years of experience in HR support, administrative, customer service, or coordination roles.
Competencies
  • Strong communication skills, especially the ability to deliver clear and simple information.
  • Highly organized with strong attention to detail.
  • Ability to manage multiple tasks and follow through on responsibilities.
  • Comfortable working in a fast-paced, hands-on environment.
  • Strong customer-service mindset and approachability.
  • Ability to interact effectively with both hourly employees and supervisors.
  • Basic proficiency in Microsoft Office; HR systems experience is a plus.
Key Success Factors
  • Employees receive timely, clear, and easy-to-understand information.
  • New hires have a smooth and organized onboarding experience.
  • Training and compliance requirements are completed and well-tracked.
  • Employees and supervisors receive quick, reliable support.
Contingencies of Employment
  • Successful completion of a background check, pre-employment drug screen and physical examination.
  • Successful completion of a Motor Vehicle Record (MVR) check, if applicable to the position.

Equal Opportunity Employer
Life Line Emergency Vehicles (LLEV) is an equal opportunity employer committed to creating and maintaining an inclusive workplace where all employees and applicants are valued, respected, and supported.
LLEV does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, age, disability, genetic information, veteran status, marital status, or any other status protected by applicable federal, state, or local law.
Work Authorization
Life Line Emergency Vehicles does not offer employment sponsorship. Applicants must be legally authorized to work in the United States without the need for sponsorship now or in the future.
Folience logo

About Folience

Sourced by ZipRecruiter

Industry

Investment management and consulting services

Company size

501 - 1,000 Employees

Headquarters location

Cedar Rapids, IA, US

Year founded

1884

View All Folience Jobs

Apply