The People Experience Manager (reporting to Chief People Officer) owns the end-to-end employee lifecycle experience from offer acceptance through exit ensuring operational excellence, cultural alignment, and scalable people programs. Additionally, this role will serve as a support across the People & Culture function including both People Operations and Talent Acquisition. This role serves as the connective tissue between Talent Acquisition and People Operations, translating hiring momentum into high-impact onboarding, enablement, and an engaging employee experience.
Partnering closely with People & Culture, Finance, and business leaders, this role blends hands-on execution with program ownership to ensure experiences are seamless, human-centered, compliant, and scalable across a global workforce.
Key Responsibilities
Employee Experience & Lifecycle Ownership
- Own and continuously improve the employee experience across onboarding, engagement, development, and offboarding.
- Design and execute a best-in-class onboarding program including 30/60/90-day frameworks.
- Partner on engagement surveys, action planning, and performance cycle execution.
- Identify experience gaps and proactively recommend improvements to programs, processes, and communications.
Payroll, Data & Process Excellence
- Partner with Director, People Operations to ensure accurate employee records and audit changes related to roles, compensation, departments, and employment status.
- Serve as the backup for Payroll submission both while Payroll is owned by P&C and through transition to Finance
- Use data and feedback to inform improvements to employee experience and hiring workflows.
Recruiting & Hiring Excellence
- Partner with Talent Acquisition to support recruiting operations and candidate experience across open roles.
- Ensure a smooth handoff from candidate to new hire, creating continuity between recruiting and onboarding.
- Support offer coordination, approvals, and pre-onboarding tasks in partnership with TA and People & Culture.
Onboarding & Employee Transitions
- Lead the end-to-end onboarding experience for all new hires, ensuring a consistent, welcoming, and organized start.
- Create customized onboarding plans aligned to each role and team.
- Lead onboarding sessions and partner with hiring managers to ensure new hires are set up for success.
- Manage employee transitions including promotions, role changes, internal moves, and team changes.
Offboarding, Feedback & Continuous Improvement
- Support exit interviews and manage offboarding processes and tickets end to end.
- Capture insights from exits and employee feedback to inform retention and engagement strategies.
- Ensure offboarding is timely, compliant, and handled with care.
Training, Development & Communication
- Coordinate training and development initiatives in partnership with internal stakeholders.
- Collaborate cross-functionally to amplify and streamline internal communication channels.
- Support culture-building and employer brand initiatives that reinforce INNERGY鈥檚 values and ways of working.