Head of Employee Experience

The Head of Employee Experience leads the team responsible for how employees interact with HR — from the tools they use to the processes they navigate to the guidance they receive. This role brings together two distinct but complementary functions: Org Effectiveness Consulting, which enables the organization on new tools, processes, and complex people problems, and HR Operations, which drives automation, transformation, and compliance across HR delivery. The unifying principle behind this team is employee self-service as a starting point, not an afterthought. Every tool, process, program, and solution the team builds or supports should be designed so employees can find answers, take action, and solve problems on their own first — with expert consulting and operational excellence backing that experience up.

This is a hands-on leadership and change management role. The Head of Employee Experience will be the driving force that aligns these two teams around a shared vision of employee experience, ensuring that innovation in one function (e.g., automation in HR Ops) translates into real enablement and adoption in the other (e.g., Org Effectiveness rollout and support). The Head of Employee Experience champions a culture of continuous learning, innovation, feedback, and operational excellence while leveraging technology, automation, AI, and analytics to improve organizational health, employee engagement, productivity, and retention.

Key Responsibilities

Team Leadership & Strategy

• Lead and develop the Org Effectiveness Consultants and HR Operations teams as one integrated Employee Experience function
• Set the strategic vision and roadmap for employee-facing HR tools, processes, and programs, with self-service as the design starting point
• Build shared goals, rituals, and ways of working across the two teams to prevent silos and duplicate effort
• Serve as a trusted advisor to executive leadership on workforce effectiveness, organizational health, and culture 

Org Effectiveness Consulting

• Ensure the consulting team is equipped to enable managers and employees on new tools, process changes, and organizational initiatives
• Oversee how the team engages with complex business problems brought to HR, ensuring consistent, high-quality consulting support
• Partner with the team to translate operational and technology changes into practical enablement plans (communications, training, change management)

HR Operations, Automation & Compliance

• Drive the automation and digital transformation agenda for HR service delivery
• Ensure HR Operations maintains compliance across all processes, transactions, and systems
• Own the operational backbone that makes self-service possible — accurate data, reliable systems, clear process design

Employee Experience & Change Leadership

• Act as the primary change agent for how HR shows up for employees — simplifying, digitizing, and continuously improving the experience
• Define and track experience/service metrics (e.g., self-service adoption, resolution time, employee satisfaction, compliance metrics)
• Represent Employee Experience in broader HR and business leadership discussions, advocating for employee-centered design

Learning & Talent Development

• Own enterprise learning, onboarding, leadership development, and career development strategies.
• Design scalable learning programs that build critical capabilities and support business transformation.
• Drive internal mobility, manager enablement, succession readiness, and professional development.
• Oversee the learning technology ecosystem and measure the business impact of learning.

Employee Engagement & Organizational Health

• Own the employee listening strategy including engagement, pulse, onboarding, exit, and lifecycle surveys.
• Develop executive Organizational Health dashboards with actionable workforce insights.
• Partner with leaders to improve engagement, manager effectiveness, retention, and culture.
• Translate survey findings into measurable action plans
• Own enterprise Employee Experience KPIs.
• Use workforce analytics to identify trends, risks, and opportunities.

What Success Looks Like

• Increased employee and manager self-service adoption across tools and processes
• Reduced reliance on manual, one-off HR support for routine needs
• A consistent, high-quality standard for how complex problems are consulted on
• Demonstrable compliance and operational rigor within HR Operations
• Two teams operating as one connected function, not two separate departments
• Leadership development programs producing stronger manager effectiveness.
• Increased learning participation and measurable capability growth.

Qualifications

• Minimum of 15 years of progressive HR experience, including leadership of both consulting/enablement and operational/transactional functions
• Minimum of 5 years of experience leading and managing teams, ideally across multiple HR disciplines
• Experience managing through others, this role leads leaders/senior individual contributors across two distinct disciplines
• Experience leading or heavily participating in major change initiatives that resulted in self-service models
• Strong understanding of HR compliance requirements and operational risk management
• Demonstrated ability to act as a change agent, building buy-in, shifting mindsets, and driving adoption of new ways of working across an organization
• Excellent stakeholder management skills; comfortable operating with both strategic leadership and operational detail

Preferred Qualifications

• Experience with HR technology ecosystems learning management systems (e.g., Absorb, Cornerstone, Workday Learning), employee listening platforms (Culture Amp, Glint, Qualtrics), AI-enabled HR technologies, and workflow automation.
• Background in both HR consulting and shared services/operations
• Familiarity working in a tech-forward or engineering-heavy organization