Senior Employee Experience Partner

Overview

Role Overview 

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. This 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. Operating within the Employee Experience function, the Senior EEP brings deep expertise in HR partnership, employee relations, and people-centered problem solving to deliver a consistent, high-quality experience for every employee and manager they serve. This role is expected to exercise independent judgment, influence without authority, and take ownership of outcomes at a higher level of complexity and ambiguity than the EEP level. 

Global Scope & Context 

This role has broad global accountability, supporting employees, managers, and HR partners across multiple regions and time zones. The Senior EEP is expected to serve as a regional subject matter expert, adapting HR partnership and employee experience support across diverse cultural contexts, delivering consistency in how employees and managers are served regardless of location or time zone. 

• Lead or co-lead regional onboarding, compliance, or process rollouts in partnership with in-country HR and Legal teams based on location 

• Model cultural agility and guide team members in adapting support approaches across diverse global contexts 

What you will do: 

Employee & Manager Support 

• 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 issues with practical, policy-grounded guidance 

• Provide mentorship and real-time coaching to junior team members on case handling, communication, and escalation decisions 

• Act as an escalation point for sensitive or high-visibility requests proactively to mitigate risk 

• Communicate proactively with key stakeholders, building confidence in the Employee Experience function 

Manager Capability Building & Coaching 

• Partner with managers to build people leadership capability through one-on-one coaching, real-time feedback, and targeted development conversations 

• Coach managers on performance conversations, conduct issues, team dynamics, and attendance management providing practical, policy-grounded guidance at the moment it is needed 

• Identify managers who need elevated support and proactively engage before issues escalate to formal ER or People Business Partner (PBP) intervention 

• Build manager confidence and consistency in applying company policies, values, and people practices through coaching, not just information sharing 

• Serve as the first HR call for any manager or employee seeking guidance, regardless of complexity or sensitivity, and ensure every manager leaves the conversation with clarity and a path forward 

Employee Relations & Case Support 

• Independently manage moderately complex ER cases including performance management support, conduct investigations, interpersonal conflicts, and sensitive exits 

• Own all ER cases end-to-end from intake through investigation, resolution, and documentation EEP leadership or Legal only when the situation warrants it 

• Partner with benefits to support leave of absence administration ensuring communication to the manager and provide a supportive employee experience 

• Serve as a resource for junior team members on ER cases, providing guidance and reviewing approaches before action is taken 

• Recognize patterns in ER case volume or themes and proactively surface insights to EEP leadership and PBPs 

• Maintain rigorous, confidential case documentation and support preparation of materials for legal or leadership review when needed 

• Model and reinforce the highest standards of empathy, professionalism, and discretion in every employee interaction 

Employee Experience During Change 

• Serve as the primary HR partner for employees and managers navigating organizational changes including restructures, leadership transitions, role eliminations, and team realignments 

• Provide proactive communication support, helping managers deliver change messages clearly, honestly, and with empathy for the employee experience 

• Identify employees at risk of disengagement during periods of uncertainty and intervene early with targeted support, resources, and connection to leadership 

• Partner with PBPs to ensure change plans account for the frontline employee experience, not just the organizational design or structural outcome 

• Support managers in maintaining team stability, morale, and performance continuity through transitions providing a consistent presence when leadership or structure is shifting 

• Recognize when change is creating systemic people risk disengagement, attrition signals, morale patterns and escalate insights to EEP leadership and PBPs 

Engagement & Experience Leadership 

• Support employee engagement initiatives, ensuring programs are globally consistent, culturally relevant, and operationally sound 

• Partner with managers to translate engagement survey results into actionable team and site-level plans 

• Serve as a strategic thought partner on employee experience improvements, contributing ideas that go beyond execution to address root causes 

• Facilitate or co-facilitate manager training, listening sessions, review onboarding feedback to surface insights at scale 

• Mentor Partner I team members on engagement program delivery, helping them build ownership and confidence 

• Track program outcomes and report on impact, connecting engagement activities to broader organizational health metrics 

Team & Stakeholder Leadership 

• Support the onboarding and development of new team members, acting as a resource and role model for the Employee Experience function 

• Build and maintain strong relationships across the People Team and other key cross functional stakeholders (IT, 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 to strengthen collective capability 

What you bring: 

Education 

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field; or equivalent professional experience 

• HR certification (e.g., PHR, SHRM-CP) preferred  

Experience 

• 5+ years of progressive experience in employee experience, employee relations, or HR partnership roles, with demonstrated focus on manager coaching, frontline employee support, and employee relations case management 

• Ability to synthesize observations, patterns, and data into a clear point of view and present it as a compelling recommendation not just a findings summary 

• Demonstrated experience supporting employees across in a global and matrixed environment 

• Track record of independently managing complex HR cases, ER investigations, and manager coaching  

• Ability to connect employee and manager dynamics to business context, team performance, and organizational outcomes 

• Consultative mindset skilled at asking the right questions to diagnose root cause, distinguish symptoms from systemic issues, and recommend solutions that address the underlying problem 

• Strong organizational awareness able to read dynamics, navigate complexity, and calibrate approach based on stakeholder, context, and risk 

• Experience supporting leave programs across multiple legislative frameworks (e.g., FMLA, statutory parental leave, country-specific entitlements) 

• Prior experience informally leading, mentoring, or coaching peers or junior team members 

Skills & Competencies 

• Advanced written and verbal communication skills; confident advising leaders and adapting style across diverse global audiences 

• Intellectual curiosity and continuous learning orientation actively seeks to understand organizational dynamics, people trends, and emerging HR practice beyond the scope of current assignments 

• Strong analytical capability able to work with HR data to identify trends, surface insights, and support decision-making 

• Exceptional attention to detail, organizational discipline, and ability to manage competing priorities without sacrificing quality 

• Mature judgment and discretion in handling sensitive, high-risk, or high-visibility situations 

• Proactive, solutions-oriented mindset with the ability to anticipate needs and act ahead of issues 

• Ability to influence without authority across functions, geographies, and seniority levels 

• Comfortable operating independently in ambiguous situations with limited supervision 

What Success Looks Like in the First 90 Days 

• Has taken ownership of a defined portfolio of employee and manager cases, managing complex ER, coaching, and change scenarios independently 

• Is recognized by key stakeholders as a credible, reliable escalation point and thought partner 

• Is actively supporting and adding value to the team and team quality and cohesion 

• Demonstrates clear command of regional compliance requirements for the supported geographies 

• Has established trusted relationships across PBPs, managers and employees in the supported portfolio, People Operations, and cross functional people functions. 

Geographic Responsibility:  Remote, US

Type of Employment: Full-time, permanent 

FLSA Classification (USA Only): Exempt 

Work Environment: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job:  

• The employee is occasionally required to move around the office. Specific vision abilities required by this job include close vision, color vision, peripheral vision, depth perception, and ability to adjust focus.  

• Work across multiple time zones in a hybrid or remote work environment. 

• Long periods of time sitting and/or standing in front of a computer using video technology. 

• May require travel dependent on company needs. 

The above statements are intended to describe the general nature and level of the job being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. HealthEdge reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position in compliance with the Americans with Disabilities Act of 1990.  Candidates may be required to go through a pre-employment criminal background check. 

HealthEdge is an equal opportunity employer. We are committed to workforce diversity and actively encourage all qualified persons to seek employment with us, including, but not limited to, racial and ethnic minorities, women, veterans and persons with disabilities. 

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