People Experience Specialist

SVP Worldwide•Nashville, TN

1d•Hybrid

About The Position

The People Experience Specialist shapes the team member journey, from candidate engagement and onboarding to ongoing employee experience. The role manages and improves onboarding, supports employer branding, enhances internal communications, contributes to HRIS implementation, and maintains the People Experience portal. It calls for a detail-oriented communicator who can manage multiple priorities in a fast-paced environment. The specialist supports culture and employer brand efforts; owns onboarding and orientation processes; coordinates interviews and preboarding; assists with recruiting during peak periods; and provides consultative support to People & Culture partners and people leaders. The role also manages internal communications and employee inquiries, maintains HR resources and systems, supports HRIS implementation and optimization, and identifies opportunities to improve processes and employee experience. This is a hybrid position based in Nashville, Tennessee, requiring at least three days per week in the office and remote work from a home office on other days. The position works primarily in an office environment, may travel for business meetings or events, and involves frequent computer and phone use.

Requirements

Bachelor’s degree in Human Resources, Communications, Business Administration, or a related field, or five years of equivalent work experience.
At least four years of experience in recruiting coordination, onboarding, HR operations, or internal communications.
Experience with HRIS platforms, including intranet tools and internal communication platforms.
Excellent written and verbal communication skills.
Effective organizational skills and attention to detail.
Ability to work in a fast-paced environment and adapt quickly to change.
Ability to work independently and collaboratively within a high-performing team.
Willingness to develop, self-awareness, and openness to feedback.
Ability to develop, engage, and maximize performance and potential within others and teams.
Ability to maintain confidentiality and handle sensitive information.
Ability to commute to the office at least three days per week.
Ability to meet the described physical requirements, with or without reasonable accommodation, including remaining stationary for much of the workday, operating a computer and office equipment, communicating by phone and technology, repetitive lifting and turning motions, and lifting, retrieving, or repositioning products weighing up to 50 pounds.

Nice To Haves

Employer brand support experience.
Content creation experience.

Responsibilities

Monitor and respond to employee review insights on Glassdoor, Indeed, and other platforms; analyze data for quarterly themes and recommend actions.
Collaborate with People & Culture and Marketing to improve the company’s reputation and presence on external review sites.
Develop strategies with the Sr Manager, Talent Acquisition & Analytics, to encourage authentic team member engagement on review platforms.
Support updates and enhancements to the company career page.
Co-lead the organization’s culture committee and reinforce company values.
Own and improve employee onboarding and orientation, including developing an orientation process for new or recently promoted People Leaders.
Coach and collaborate with Hiring Leaders on completing onboarding tasks.
Coordinate internal and external onsite interviews and provide timely, professional communication to candidates.
Manage preboarding activities, facilitate North America orientation, initiate background and reference checks, complete new-hire paperwork, and create offer letters as needed.
Manage global onboarding of new hires in HRIS and OKR platforms to maintain database integrity.
Serve as the main point of contact for new hires from preboarding through their first 90 days.
Provide strategic support to Talent Acquisition during peak recruiting cycles and take on additional recruiting responsibilities as needed.
Stay informed about industry trends and best practices to improve onboarding and communications.
Back up the Sr Manager, Talent Acquisition & Analytics during high-volume requisition periods by screening candidates, supporting interview experience, and assisting with dashboard metrics and ad hoc reporting.
Lead or collaborate on candidate-experience tasks and projects.
Provide consultative People & Culture support to people leaders on employee experience, onboarding effectiveness, and engagement trends.
Collaborate with HR Business Partners, Talent Acquisition, Total Rewards, and other People & Culture partners to maintain alignment across the team member lifecycle.
Partner with the Total Rewards Specialist to manage digital personnel files and support compliance with record-retention standards; escalate risks and recommend corrective actions.
Participate in the design, rollout, and adoption of processes and change initiatives.
Partner with HR Business Partners on employee offboarding, including documentation, system updates, and compliance requirements.
Coordinate with regional leaders to deliver the monthly company newsletter and gather new-hire bios for the global newsletter.
Plan, test, and distribute HR-related internal communications.
Manage the company HR inbox and coordinate responses to team member inquiries.
Own communications and engagement across organizational social platforms, including Viva Engage and Microsoft Teams.
Maintain, update, and distribute global organization charts as needed.
Maintain and update the Global People & Culture SharePoint site and keep employee resources, documentation, and HR content accurate, organized, and accessible.
Collaborate with cross-functional teams to improve internal documentation and the information platform based on user feedback.
Support HRIS implementation and optimization, including data migration, testing, and user training.
Serve as a point of contact for employee inquiries and issues concerning HR technology tools.
Identify process and employee-experience gaps and risks, and partner with People & Culture leadership to recommend and implement improvements.
Run and distribute reporting as backup for the Sr Manager, Talent Acquisition & Analytics.