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Wellbeing Strategist Jobs (NOW HIRING)

Assurant

Global Health & Wellbeing Manager

$88K - $147K/yr

Global Benefits Strategy, Harmonization & Governance - 45% * Lead the evolution of Assurant ... Wellbeing, Employee Experience & Insights - 10% * Support the development and execution of global ...

Infoblox

Director, Global Benefits & Wellbeing

Tacoma, WA · On-site

$159 - $222/hr

Define and lead a global benefits and wellbeing strategy aligned with Infoblox's Total Rewards philosophy and business goals * Design scalable health, risk, retirement, leave, time‑off, allowance ...

EPIC Brokers

Senior Wellbeing Coordinator

$65K - $80K/yr

If you thrive in a fast-paced, client-focused environment and enjoy turning strategy into action, this is an opportunity to make a meaningful impact at scale. What You'll Do Drive Wellbeing Program ...

EPIC Brokers

Senior Wellbeing Coordinator

$65K - $80K/yr

If you thrive in a fast-paced, client-focused environment and enjoy turning strategy into action, this is an opportunity to make a meaningful impact at scale. What You'll Do Drive Wellbeing Program ...

Personify Health

Health & Wellbeing Program Manager

$60K - $81K/yr

The Health & Wellbeing Program Manager is a client-dedicated member of the Personify Health account team, focused on designing and delivering a comprehensive strategic wellbeing plan, aimed at ...

Personify Health

Health & Wellbeing Program Manager

$60K - $81K/yr

The Health & Wellbeing Program Manager is a client-dedicated member of the Personify Health account team, focused on designing and delivering a comprehensive strategic wellbeing plan, aimed at ...

Bcbsri

Lead Benefits & Wellbeing Analyst

Providence, RI · On-site +1

$102K - $163K/yr

Ensure wellbeing programs are clearly aligned to broader people and business strategy * Increase awareness and perceived value of existing benefits-especially nocost or employerpaid offerings-through ...

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Wellbeing Strategist information

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$45K

$139.9K

$177.5K

How much do wellbeing strategist jobs pay per year?

As of Aug 31, 2026, the average yearly pay for wellbeing strategist in the United States is $139,867.00, according to ZipRecruiter salary data. Most workers in this role earn between $121,500.00 and $157,000.00 per year, depending on experience, location, and employer.

What is a wellbeing strategist?

Wellbeing Strategists are professionals who design and implement programs and initiatives to improve the overall health, happiness, and productivity of individuals within organizations. They assess employee needs, create wellness strategies, and promote healthy workplace cultures through education, policy development, and support services. Their work often includes areas like mental health, physical activity, stress management, and work-life balance. By focusing on holistic wellbeing, they help organizations increase engagement, reduce absenteeism, and enhance employee satisfaction.

What are the key skills and qualifications needed to thrive as a wellbeing strategist?

To thrive as a Wellbeing Strategist, you need a background in psychology, health promotion, or human resources, along with experience in developing and implementing wellness programs. Familiarity with wellness assessment tools, data analytics platforms, and relevant certifications such as Certified Corporate Wellness Specialist (CCWS) are often required. Strong interpersonal skills, creativity, and the ability to motivate and engage diverse groups are essential soft skills. These qualifications enable Wellbeing Strategists to create impactful programs that enhance employee health, engagement, and organizational productivity.

How does a wellbeing strategist typically collaborate with other departments to implement wellness initiatives?

A Wellbeing Strategist often works closely with HR, management, and sometimes external vendors to design and deliver comprehensive wellness programs. They gather input from various departments to ensure initiatives meet the diverse needs of employees, and frequently coordinate cross-functional teams for program rollouts, training, and feedback collection. Regular communication and collaboration are essential to align wellbeing strategies with organizational goals and to maximize employee engagement. This collaborative approach also supports measuring the effectiveness of wellness initiatives and identifying areas for improvement.

What is the difference between Wellbeing Strategist vs Wellness Coordinator?

AspectWellbeing StrategistWellness Coordinator
CredentialsCertifications in health, psychology, or organizational wellbeing; relevant degreesCertifications in health promotion, fitness, or wellness; relevant degrees
Work EnvironmentStrategic planning in corporate, healthcare, or community settingsProgram implementation and event coordination in similar settings
Employer & IndustryBusinesses, healthcare organizations, NGOs focusing on employee or community wellbeing

The main difference is that a Wellbeing Strategist focuses on developing and implementing overall wellbeing strategies, while a Wellness Coordinator handles the day-to-day execution of wellness programs. Both roles require relevant certifications and work in similar environments, but the strategist is more involved in planning and policy, whereas the coordinator manages program activities.

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What cities are hiring for Wellbeing Strategist jobs?

Cities with the most Wellbeing Strategist job openings:

What states have the most Wellbeing Strategist jobs?

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What job categories do people searching Wellbeing Strategist jobs look for?

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Wellbeing Strategist jobs near you
Infographic showing various Wellbeing Strategist job openings in the United States as of August 2026, with employment types broken down into 100% Full Time. Highlights an 33% In-person, and 67% Hybrid job distribution, with an average salary of $139,867 per year, or $67.2 per hour.

Senior Director, Culture and Employee Wellbeing

Manhattan, NY • On-site

SafeHorizon
See more jobs at SafeHorizonexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 10 days ago

Job description

Summary: The Senior Director, Culture & Employee Wellbeing is the organization's strategic leader responsible for shaping an exceptional employee experience through organizational culture, engagement, wellbeing, recognition, onboarding, and employee connection. Reporting to the Chief People Experience Officer (CPXO), this role develops and leads enterprise-wide strategies that strengthen organizational culture, reinforce core values, foster belonging, and enhance employee wellbeing across the employee lifecycle.
This leader designs meaningful experiences-not simply programs-that bring the organization's culture to life. Through trauma-informed, inclusive, and restorative practices, they champion employee voice, build trust, and strengthen connection across the organization. The Senior Director maintains a visible presence throughout the organization, building authentic relationships with employees and ensuring culture initiatives remain responsive to the needs and experiences of the workforce.
Essential Responsibilities
Organizational Culture Strategy
Develop and implement a comprehensive culture strategy aligned with the organization's mission, vision, values, and strategic priorities.
Responsibilities include:
  • Lead the organization's culture strategy and annual culture roadmap.

  • Design initiatives that strengthen employee engagement, trust, belonging, and organizational connection.

  • Reinforce organizational values through everyday practices and employee experiences.

  • Monitor culture trends and recommend continuous improvements.

  • Partner with executive leadership to cultivate a high-performing, values-driven workplace.

  • Serve as a trusted advisor on organizational culture and employee experience.

Employee Wellbeing Strategy
Develop and lead a comprehensive employee wellbeing strategy grounded in trauma-informed, restorative, and resilience-centered practices.
Responsibilities include:
  • Develop a multi-year wellbeing strategy supporting emotional, psychological, physical, financial, and social wellbeing.

  • Partner with Benefits, Learning & Development, and external vendors to expand wellbeing resources.

  • Develop manager tools and resources that promote healthy workplace practices.

  • Evaluate wellbeing trends and recommend organizational interventions.

  • Promote sustainable work practices that support employee resilience.

Employee Engagement & Listening Strategy
Lead the organization's employee listening strategy in partnership with the Research & Evaluation team and the Senior Director, PX Operations & Project Management.
Responsibilities include:
  • Oversee employee engagement surveys, pulse surveys, stay interviews, stay surveys, and exit surveys.

  • Analyze qualitative and quantitative employee feedback to identify trends and opportunities.

  • Translate employee insights into organizational action plans and "You Said, We Did" communications.

  • Monitor organizational health metrics and present findings and recommendations to executive leadership.

Employee Experience, Events & Recognition
Lead enterprise-wide employee experiences that strengthen culture, engagement, and organizational connection.
Responsibilities include:
  • Oversee All Staff Day, Alternate All Staff Day, and other signature employee experiences.

  • Develop an annual employee experience calendar aligned with organizational priorities.

  • Design recognition programs, including Employee Achievement Awards, service anniversaries, milestone celebrations, and peer recognition initiatives.

  • Coordinate employee appreciation events, cultural celebrations, and mission-focused experiences.

  • Ensure all engagement and recognition initiatives are equitable, inclusive, meaningful, and evaluated for effectiveness.

Compass Onboarding Program
Design, implement, and continuously improve the organization's cohort-based onboarding experience.
Responsibilities include:
  • Lead the Compass extended onboarding program.

  • Build onboarding cohorts that foster connection across roles, departments, and locations.

  • Develop curriculum focused on culture, mission, values, and organizational knowledge.

  • Create opportunities for peer networking and mentorship.

  • Measure onboarding effectiveness and continuously improve the onboarding experience.

  • Partner with Learning & Development, department leaders, and IS&T to support onboarding and cohort communications.

Organizational Presence & Culture Building
Maintain a strong organizational presence while strengthening culture across all locations.
Responsibilities include:
  • Regularly visit programs, offices, and worksites to build authentic relationships with employees.

  • Facilitate listening sessions, focus groups, executive listening tours, and informal conversations.

  • Identify emerging cultural trends and organizational concerns through direct employee engagement.

  • Serve as a visible ambassador for the People Experience function.

  • Develop and maintain an organizational Culture & Engagement Map to identify, evaluate, and scale effective culture-building practices across departments.

  • Increase leadership visibility and accessibility throughout the organization.

Employee Lifecycle Experience
Partner across the People Experience team to enhance every stage of the employee journey.
Responsibilities include:
  • Support orientation, onboarding, engagement, development, recognition, wellbeing, and offboarding initiatives.

  • Develop employee journey maps and identify opportunities to improve key employee touchpoints.

  • Ensure a consistent employee experience across locations and departments.

  • Recommend improvements informed by employee feedback and organizational data.

Leadership Responsibilities
Develop departmental goals, strategic priorities, and annual operating plans.
Manage budgets supporting engagement, wellbeing, onboarding, recognition, and employee experience initiatives.
  • Build relationships with external partners, vendors, and professional organizations.

  • Lead cross-functional committees and culture initiatives.

  • Establish and support a network of Culture Champions across the organization.

  • Partner with Internal Communications, Programs, and Development to produce employee communications, storytelling, recognition campaigns, and culture-focused content.

  • Develop manager resources that strengthen engagement, psychological safety, and team connection.

  • Benchmark employee experience and wellbeing practices against leading organizations and emerging workplace trends.

  • Represent the organization externally through conferences, professional associations, and thought leadership related to culture, employee experience, and wellbeing.

Education
  • Bachelor's degree in Human Resources, Organizational Development, Psychology, Social Work, Communications, Public Administration, Business Administration, or a related field required.

Experience
  • Eight to ten years of progressive leadership experience in employee experience, organizational culture, employee engagement, organizational development, wellbeing, or related People Experience functions.

  • Demonstrated success leading enterprise-wide culture and employee engagement strategies.

  • Experience designing and leading large-scale employee events, recognition programs, and organizational initiatives.

  • Strong experience analyzing employee feedback and translating insights into measurable organizational improvements.

  • Experience partnering with executive leadership and leading cross-functional initiatives.

  • Experience working within trauma-informed, human services, nonprofit, healthcare, education, or similarly mission-driven organizations strongly preferred.

This position is operating on a hybrid schedule with the flexibility to work remotely 3 days per week, subject to change.
If hired, I agree to abide by all of Safe Horizon's rules and regulations, and understand that, if employed, my employment may be terminated with or without cause, and with or without notice, at any time, at the option of either the company or me. I further understand that no representation, whether oral or written by any representative or agent of the organization, at any time, constitutes a contract of employment.
AmeriCorps, Peace Corps and other national service alumni are encouraged to apply.
Technology Statement:
Applicants may be responsible for providing the equipment and tools they need to work remotely as required, such as access to a computer, internet service, and phone service. Safe Horizon will discuss potential solutions with candidates and may assist where needed and agreed to in advance.
Please follow this link to view complete EEO Law and complaint filing information:
Know Your Rights: Workplace discrimination is illegal
Hiring Range: $110,000 to $115,000
Full-time Hours: 35 Hours per week
Full-time Benefits: Paid time-off, Medical, Dental, Vision, and Life Insurance, 403(b) Retirement Plan, Medical/Dependent Care Flexible Spending Accounts, Tuition Assistance Program, Commuter Benefits Program, Gym Reimbursement, Parental Leave, Employee Learning Center
Safe Horizon was named one of City & State New York Top Workplaces of 2025 and 2026 Top Workplaces
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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