Principal-Employee Experience

About the Role: 

The Principal of Employee Experience leads programs that strengthen the employee experience throughout the employee life cycle. Onboarding, talent development, performance management, and recognition will be the primary focus to drive a positive culture and enhance the employee experience. This role transforms strategic priorities into tangible programs, leader resources, and cultural practices through partnerships across HR, business leaders, and employees.

What You'll Do:

Performance Management

• Own and administer key performance management processes, including goal setting, mid-year check-ins, annual reviews, and new hire check-ins for sales.
• Develop and maintain process timelines, communication plans, manager guidance, employee instructions, and supporting resources for each performance cycle.
• Partner with HRBPs, leaders, and system support teams to monitor adoption, troubleshoot process or system questions, and ensure completion expectations are clear.
• Provide reporting and analysis as needed to support HRBP visibility, process follow-up, and leader accountability.
• Continuously improve the performance management experience by identifying lessons learned, clarifying expectations, and simplifying manager and employee resources.

Talent Development

• Lead succession planning and talent review processes, including 9-box planning, talent review templates, leader organization files, and refresh cycles.
• Coordinate with HRBPs and business leaders to prepare materials, organize talent data, and enable consistent review of talent, readiness, potential, risk, and development needs.
• Create and maintain tools and resources that help leaders and HR partners document succession insights and translate talent discussions into development actions.
• Support refinement of talent development processes by connecting performance, development planning, and succession data to broader talent decisions.

New Hire Experience

• Create an exciting and welcoming environment and experience through the hosting of new hire orientation
• Support the new hire experience by maintaining orientation materials, coordinating senior leader welcomes, and ensuring new hires receive a consistent and welcoming first-day experience.
• Participate in weekly new hire reporting calls to review upcoming hires, confirm equipment and onboarding readiness, and coordinate follow-up with IT teams, HR partners, and hiring managers.
• Partner with IT Help Desk, IT Security, HRSC, L&D, mobile device support, and hiring managers to identify onboarding trends, resolve recurring issues, and improve broken or unclear processes.
• Review new hire ticket and process data to identify areas where manager training, clearer guidance, or process improvements are needed.
• Support alignment of onboarding-related policies, tools, and communication resources that impact the new hire experience.

Recognition and Employee Engagement

• Administer organization-wide recognition programs to celebrate achievements, promote appreciation, and enhance the employee experience.
• Partner with leaders to develop custom, team-specific recognition programs.
• Support employee engagement survey efforts to include planning, communications, system administration, and reporting.
• Participate in the planning and execution of various employee engagement and recognition programs and initiatives.

Program Operations and Reporting

• Maintain project plans, eligibility files, alumni records, reporting tools, communication calendars, and process documentation to support consistent execution and leadership visibility.

Cross-Functional Partnership

• Serve as a connector across HR, HRBPs, business leaders, IT, HRSC, L&D, and vendors to clarify ownership, remove process barriers, and improve the employee and leader experience.

Continuous Improvement

• Use feedback, reporting, process trends, and lessons learned to simplify processes, strengthen resources, improve adoption, and enhance the overall employee experience.

Do You Have:

• 8 – 10 years’ experience supporting HR, employee experience, performance management, talent management, learning and development, leadership development, onboarding, or related people programs.
• Bachelor's degree in Human Resources, Organizational Development, Communications, Business Administration, or a related field.
• Strong project management skills with the ability to manage timelines, communications, stakeholder follow-up, and detailed program documentation.
• Experience partnering with leaders, HRBPs, HR operations, IT, vendors, and cross-functional teams to execute people processes and resolve issues.
• Ability to translate complex processes into clear, practical guidance for managers and employees.
• Strong written communication skills, including the ability to draft concise, audience-specific communications, resources, and leader-facing materials.
• Comfort using HR systems, reporting tools, collaboration platforms, and data to monitor progress, identify trends, and support decisions.

Even Better:

• Experience administering performance or talent processes in Dayforce or a similar HR system.
• Experience designing or supporting leadership development programs, mentoring programs, or manager enablement resources.
• Experience supporting succession planning, talent review, 9-box processes, or development planning.
• Experience supporting new hire onboarding, orientation, or employee experience improvement initiatives.
• HR certification or equivalent professional experience in HR, employee experience, talent management, or learning and development.

Success Measures:

Success in this role is measured by consistent execution of key performance and talent cycles, clear and timely communications, strong stakeholder partnership, improved manager and employee experience, reliable reporting and documentation, and measurable process improvements that reduce friction for leaders, employees, and HR partners.

Notice to Applicants: Depending on the position and its job functions, offers of employment may be contingent upon successful completion of certain pre-employment screenings, including but not limited to drug-screen, motor vehicle records check, or other pre-employment screening. All such screenings will be conducted by an external third-party with the Candidate’s written consent and in accordance with federal and state law. Refusal to authorize or submit to a required pre-employment screening may disqualify the candidate from employment. Any misrepresentation during the application or interview process may result in denial of employment, withdrawal of offer, or termination.