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Employee Experience Program Manager Jobs in Rincon, GA

MOBIS

Team Relations Specialist

GA · On-site

It's a great opportunity for someone passionate about employee experience and workplace culture ... Guide managers on progressive discipline, corrective actions, performance improvement plans (PIPs ...

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All JobsEmployee Experience Program Manager JobsEmployee Experience Program Manager Jobs in Rincon, GA

Employee Experience Program Manager information

See Rincon, GA salary details

$35K

$97.7K

$142.7K

How much do employee experience program manager jobs pay per year?

As of Jun 20, 2026, the average yearly pay for employee experience program manager in Rincon, GA is $97,698.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,300.00 and $120,500.00 per year, depending on experience, location, and employer.

What is the difference between Employee Experience Program Manager vs Employee Engagement Specialist?

AspectEmployee Experience Program ManagerEmployee Engagement Specialist
CredentialsBachelor's degree; certifications in HR or employee experience (e.g., CCXP)Bachelor's degree; certifications in HR or engagement (e.g., CEE)
Work EnvironmentStrategic planning, cross-department collaboration, program developmentFocus on communication, event planning, and direct employee interactions
Employer & Industry UsageUsed in large organizations across various industries to improve overall employee experienceCommon in HR teams to boost employee morale and engagement

The Employee Experience Program Manager focuses on designing and implementing comprehensive programs to enhance the overall employee experience, including onboarding, culture, and policies. In contrast, the Employee Engagement Specialist concentrates on fostering employee motivation and participation through targeted activities and communication. Both roles aim to improve workplace satisfaction but differ in scope and strategic focus.

What are the key skills and qualifications needed to thrive as an Employee Experience Program Manager, and why are they important?

To thrive as an Employee Experience Program Manager, you need expertise in HR practices, project management, and program design, often backed by a degree in human resources or related fields. Familiarity with HRIS platforms, survey tools, and data analytics systems is typically required, along with certifications like SHRM-CP or PMP. Strong communication, stakeholder management, and problem-solving skills make someone stand out in this role. These abilities are crucial for designing impactful programs that enhance employee satisfaction, engagement, and organizational effectiveness.

How does an Employee Experience Program Manager typically collaborate with other departments to enhance workplace culture?

Employee Experience Program Managers work closely with HR, leadership, and cross-functional teams such as IT and Facilities to design and implement initiatives that improve workplace culture. They often facilitate feedback sessions with employees, coordinate with department heads to align programs with business goals, and partner with communications teams to ensure transparency. Regular collaboration ensures programs are relevant, inclusive, and effectively address the evolving needs of the workforce.

What is an Employee Experience Program Manager?

An Employee Experience Program Manager is responsible for designing, implementing, and managing initiatives that enhance the overall experience of employees within an organization. This role focuses on improving workplace culture, engagement, and satisfaction by creating programs related to onboarding, professional development, recognition, and well-being. They often collaborate with HR, leadership, and other departments to ensure employees feel valued and supported. Their goal is to boost retention, productivity, and morale by addressing employee needs throughout their lifecycle at the company.
What job categories do people searching Employee Experience Program Manager jobs in Rincon, GA look for? The top searched job categories for Employee Experience Program Manager jobs in Rincon, GA are:
What cities near Rincon, GA are hiring for Employee Experience Program Manager jobs? Cities near Rincon, GA with the most Employee Experience Program Manager job openings:
Employee Experience Program Manager jobs near you
Infographic showing various Employee Experience Program Manager job openings in Rincon, GA as of June 2026, with employment types broken down into 1% As Needed, 64% Full Time, and 35% Part Time. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $97,698 per year, or $47 per hour.

Team Relations Specialist

Mobis North America Electrified Powertain LLC

Ellabell, GA

Full-time

Posted 29 days ago

Job description

Role Overview

The Team Relations Specialist role, based in Ellabell, GA, is a key HR position focused on supporting employee relations and driving a positive workplace culture.

In this role, you'll partner with leaders to address employee concerns, promote engagement, and help build a fair, consistent, and trusted work environment. It's a great opportunity for someone passionate about employee experience and workplace culture.

Key Responsibilities (To perform within this position successfully, the incumbent must be able to perform each essential duty satisfactorily. Other duties may be assigned.)

Employee Relations & Case Management:

  • Serve as a primary point of contact for employee relations matters, including complaints related to conduct, policy violations, performance, attendance, and workplace behavior.
  • Conduct impartial, timely, and well-documented workplace investigations and provide findings and recommendations.
  • Guide managers on progressive discipline, corrective actions, performance improvement plans (PIPs), and documentation standards.

Employee Engagement & Workplace Culture

  • Partner with HR leadership and management to develop, initiate, and support employee engagement initiatives that enhance morale, retention, and workplace satisfaction.
  • Support the rollout, and follow-up of engagement surveys, pulse checks, and listening sessions.
  • Recommend and help implement action plans to address engagement gaps, communication challenges, and workplace concerns.
  • Coach leaders on behaviors and practices that promote engagement, trust, accountability, and inclusion.
  • Serve as a neutral resource to help resolve employee concerns early, improving engagement and reducing escalation.

Policy Interpretation & Compliance

  • Interpret and ensure consistent application of company policies, procedures, and workplace standards.
  • Support compliance with employment laws and regulations (e.g., FLSA, FMLA, ADA, PWFA, EEOC).
  • Draft and review employee relations and engagement-related documentation, communications, and guidance.

Manager & Employee Support

  • Advise managers on effective people management, engagement strategies, conflict resolution, and employee communication.
  • Respond to employee inquiries with professionalism, objectivity, and confidentiality.
  • Promote a respectful workplace culture aligned with organizational values.

Separation & Risk Management

  • Support terminations and other employment actions to ensure defensible, respectful, and well-documented outcomes.
  • Assess exit interview feedback for engagement and retention insights.

Reporting & Continuous Improvement

  • Maintain accurate, confidential employee relations and engagement records.
  • Track and report trends related to employee relations issues, grievances, turnover, and engagement indicators.
  • Support continuous improvement of employee relations and engagement processes, tools, and leader training.

Authority & Scope

This role operates within defined corporate policies and procedures and exercises judgment appropriate to its level of responsibility. The position may influence decisions related to functional operations, processes, or recommendations and escalate matters as required

Supervisory Responsibilities: No

Qualifications (Requirements listed below are representative of the knowledge, skills, and/or ability required and preferred for this position.)

Required Education & Experience:

  • Bachelor's degree in human resources, Business Administration, or related field.
  • 2-7 years of HR or employee relations experience.

Required Knowledge, Skills, & Abilities:

  • Working knowledge of U.S. employment laws and employee engagement best practices.
  • Employee advocacy and engagement mindset.
  • Strong investigation, analytical, and documentation skills.
  • Excellent communication, interpersonal, and coaching abilities.
  • Demonstrated ability to manage sensitive issues with discretion and sound judgment

Certificates, Licenses, and Registrations:

  • HR certification (PHR, SHRM-CP, SPHR, SHRM-SCP) preferred.

Working Conditions:

This position requires frequent presence on the production floor, with the majority of time spent walking, standing, and interacting with employees in operational areas. The role also includes periodic office based work for documentation, meetings, reporting, and administrative responsibilities. The employee must be able to move throughout the facility, including production, warehouse, and office areas, and may be exposed to typical manufacturing conditions such as noise, moving equipment, and varying temperatures while on the production floor. Appropriate personal protective equipment (PPE) may be required. Reasonable accommodation may be provided to enable individuals to perform essential functions.

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