Senior Employee Experience Partner

HealthEdge•Remote,

9d•Remote

About The Position

The Senior Employee Experience Partner (EEP) is the primary HR partner for managers and employees across a defined portfolio, owning the frontline employee experience end-to-end. The role leads manager capability building and coaching, supports employees and managers through organizational change, owns employee relations and investigations from intake to resolution, and drives engagement action planning and follow-up. Within the Employee Experience function, the Senior EEP uses expertise in HR partnership, employee relations, and people-centered problem solving to deliver a consistent, high-quality experience. The role exercises independent judgment, influences without authority, and takes ownership of outcomes involving greater complexity and ambiguity than the EEP level. The position has broad global accountability across multiple regions and time zones. The Senior EEP serves as a regional subject matter expert, adapting HR partnership and employee experience support across cultural contexts. The role may lead or co-lead regional onboarding, compliance, or process rollouts with in-country HR and Legal teams, and models cultural agility while guiding others in adapting their support. The position is remote in the US and is full-time and permanent. It may involve work across time zones in a hybrid or remote environment, prolonged computer use with video technology, occasional movement around the office, and travel depending on company needs. Candidates may be required to complete a pre-employment criminal background check. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field, or equivalent professional experience.
At least 5 years of progressive experience in employee experience, employee relations, or HR partnership roles, with a focus on manager coaching, frontline employee support, and employee relations case management.
Demonstrated experience supporting employees in a global and matrixed environment.
Track record of independently managing complex HR cases, employee relations investigations, and manager coaching.
Ability to synthesize observations, patterns, and data into a clear point of view and compelling recommendation.
Ability to connect employee and manager dynamics to business context, team performance, and organizational outcomes.
Consultative approach, including diagnosing root causes, distinguishing symptoms from systemic issues, and recommending solutions.
Organizational awareness and ability to navigate complexity and calibrate approach based on stakeholder, context, and risk.
Experience supporting leave programs across multiple legislative frameworks, such as FMLA, statutory parental leave, and country-specific entitlements.
Prior experience informally leading, mentoring, or coaching peers or junior team members.
Advanced written and verbal communication skills, including the ability to advise leaders and adapt communication across global audiences.
Strong analytical capability, including using HR data to identify trends, surface insights, and support decision-making.
Exceptional attention to detail and organizational discipline, with the ability to manage competing priorities without sacrificing quality.
Mature judgment and discretion in sensitive, high-risk, or high-visibility situations.
Proactive, solutions-oriented mindset and ability to anticipate needs and act ahead of issues.
Ability to influence without authority across functions, geographies, and seniority levels.
Ability to operate independently in ambiguous situations with limited supervision.

Nice To Haves

HR certification, such as PHR or SHRM-CP.

Responsibilities

Serve as a senior point of contact for complex employee and manager inquiries requiring advanced judgment, policy interpretation, or cross-functional coordination.
Advise managers on performance, conduct, attendance, and team dynamics with practical, policy-grounded guidance.
Mentor and coach junior team members on case handling, communication, and escalation decisions.
Act as an escalation point for sensitive or high-visibility requests and proactively mitigate risk.
Communicate proactively with key stakeholders and build confidence in the Employee Experience function.
Build managers’ people leadership capabilities through one-on-one coaching, real-time feedback, and targeted development conversations.
Identify managers needing elevated support and engage proactively before issues escalate to formal employee relations or People Business Partner intervention.
Help managers apply company policies, values, and people practices consistently, and ensure they leave conversations with clarity and a path forward.
Independently manage moderately complex employee relations cases, including performance management support, conduct investigations, interpersonal conflicts, and sensitive exits.
Own employee relations cases from intake through investigation, resolution, and documentation, escalating to Employee Experience leadership or Legal when warranted.
Partner with Benefits on leave-of-absence administration and support communication with managers and employees.
Guide junior team members on employee relations cases and review approaches before action is taken.
Recognize patterns in employee relations case volume or themes and surface insights to Employee Experience leadership and People Business Partners.
Maintain confidential case documentation and prepare materials for legal or leadership review when needed.
Model empathy, professionalism, and discretion in employee interactions.
Partner with employees and managers navigating organizational changes, including restructures, leadership transitions, role eliminations, and team realignments.
Help managers communicate changes clearly, honestly, and empathetically; identify employees at risk of disengagement and provide targeted support.
Partner with People Business Partners to account for frontline employee experience in change plans and help managers maintain team stability, morale, and performance continuity.
Recognize and escalate systemic people risks arising from change, including disengagement, attrition signals, and morale patterns.
Support globally consistent, culturally relevant, and operationally sound engagement initiatives.
Help managers turn engagement survey results into actionable team- and site-level plans.
Contribute strategic ideas for employee experience improvements that address root causes.
Facilitate or co-facilitate manager training and listening sessions, and review onboarding feedback to surface insights at scale.
Mentor Partner I team members on engagement program delivery and track program outcomes and impact.
Support onboarding and development of new team members and act as a resource and role model for the Employee Experience function.
Build relationships across the People Team and with cross-functional stakeholders, including IT and Legal.
Represent Employee Experience in cross-functional project teams, workstreams, and strategic initiatives.
Contribute to team retrospectives, playbook updates, RACI documents, and lessons-learned discussions.
Work across multiple time zones and may travel depending on company needs.