Industry: Enterprise SaaS, AI-Enabled Technology, Digital Workplace, Cloud Platforms, and People Operations
Location: USA Remote
Compensation Package: $330K – $410K
We are a large, enterprise-scale SaaS, AI-enabled technology, cloud platform, digital workplace, and people-centered business operations organization supporting a highly distributed workforce across the United States. The company operates in a complex, fast-moving environment where employee experience directly influences engagement, productivity, retention, leadership effectiveness, culture, collaboration, innovation, and long-term business performance.
This is not an employee experience role focused only on surveys, engagement events, or internal communications. Employee Experience is treated as a strategic enterprise function that shapes how employees join, grow, work, connect, perform, and build meaningful careers inside the organization. The company understands that a strong employee experience requires clear systems, thoughtful programs, data-driven insight, leadership accountability, inclusive practices, modern tools, and consistent follow-through.
The organization is continuing to invest in remote-first work design, employee listening programs, leadership enablement, internal communications, onboarding excellence, career development, culture programs, manager capability, recognition, employee lifecycle analytics, digital workplace experience, and cross-functional people operations. As the company grows, leadership is seeking a Director of Employee Experience who can build a mature, scalable, and business-aligned employee experience strategy.
The Director of Employee Experience will lead enterprise programs that improve how employees experience the organization from onboarding through development, engagement, performance, retention, and internal mobility. This leader will partner closely with HR, Talent Acquisition, Learning and Development, Internal Communications, Diversity and Inclusion, IT, Operations, Finance, Legal, People Analytics, Executive Leadership, and business unit leaders to ensure employee experience is connected to both culture and measurable business outcomes.
This role requires a leader who can balance empathy with structure. The ideal candidate will understand how to listen to employees, interpret engagement data, improve manager effectiveness, strengthen communication routines, design practical programs, and create a workplace experience that supports both employee well-being and company performance.
The selected candidate will help shape a modern employee experience model for a large remote-first technology organization. This includes improving moments that matter, strengthening employee trust, designing better feedback loops, supporting leadership communication, improving onboarding and career pathways, and helping teams feel connected across a distributed environment.
This is a high-impact opportunity for an employee experience leader who wants to influence culture, engagement, leadership behavior, and organizational effectiveness at enterprise scale.
• Lead the enterprise employee experience strategy across engagement, onboarding, employee listening, internal communication, recognition, retention, culture, career experience, and workplace connection.
• Design and execute employee experience programs that support a remote-first workforce, improve engagement, strengthen belonging, and increase organizational trust.
• Partner with HR leadership and executive stakeholders to define employee experience priorities, success measures, operating routines, and long-term people strategy.
• Build employee listening systems, including engagement surveys, pulse surveys, focus groups, feedback channels, lifecycle surveys, and action planning routines.
• Analyze employee feedback, engagement data, retention trends, onboarding results, manager effectiveness indicators, and workforce sentiment to identify improvement opportunities.
• Partner with Learning and Development to improve manager capability, leadership communication, team effectiveness, career growth, and employee development experiences.
• Strengthen onboarding and new hire experience by improving preboarding, orientation, role readiness, manager handoffs, connection points, and early employee engagement.
• Lead recognition and culture programs that reinforce company values, celebrate performance, improve connection, and support employee motivation across distributed teams.
• Partner with Internal Communications to improve executive messaging, change communication, employee updates, leadership transparency, and company-wide communication rhythm.
• Work with IT and Digital Workplace teams to improve employee tools, collaboration platforms, support experience, knowledge access, and remote work enablement.
• Partner with Diversity and Inclusion leaders to ensure employee experience programs support inclusion, fairness, belonging, and equitable access to opportunities.
• Develop employee journey maps and identify moments that matter across hiring, onboarding, development, performance, internal mobility, manager transitions, and exit experiences.
• Prepare executive-level reporting on engagement, employee sentiment, program performance, retention signals, culture themes, and recommended action plans.
• Lead and develop employee experience team members while promoting a culture of empathy, accountability, service excellence, data discipline, and continuous improvement.
• Bachelor’s degree in Human Resources, Organizational Development, Psychology, Business Administration, Communications, Employee Experience, or a related field required.
• Master’s degree in HR, Organizational Psychology, Business, Leadership, or a related field preferred.
• 10+ years of progressive experience in employee experience, HR leadership, people operations, organizational development, internal communications, culture, engagement, talent management, or workplace strategy.
• 5+ years of leadership experience managing employee experience programs, people teams, engagement initiatives, organizational effectiveness programs, or enterprise HR projects.
• Experience within enterprise SaaS, technology, cloud platforms, digital services, fintech, healthcare technology, consulting, or large distributed corporate environments strongly preferred.
• Proven success improving employee engagement, onboarding experience, retention, manager effectiveness, employee listening, internal communication, or culture programs.
• Strong understanding of employee lifecycle design, workforce engagement, organizational culture, remote work practices, manager enablement, and change management.
• Experience using employee engagement and people platforms such as Qualtrics, Culture Amp, Glint, Workday, Lattice, 15Five, Peakon, BambooHR, Microsoft Viva, Slack, Zoom, ServiceNow, or similar tools preferred.
• Strong analytical skills with the ability to interpret engagement data, survey results, sentiment trends, retention patterns, and workforce insights.
• Experience preparing executive presentations, people insights reports, employee experience roadmaps, communication plans, and program performance summaries.
• Ability to partner across HR, IT, Internal Communications, Learning and Development, DEI, Legal, Finance, Operations, and Executive Leadership.
• Strong written, verbal, facilitation, presentation, and stakeholder management skills.
• People-centered leader with the ability to understand employee needs while aligning programs to business priorities.
• Strategic and practical, with the ability to turn broad culture and engagement goals into clear programs, operating routines, and measurable outcomes.
• Strong communicator who can build trust with employees, managers, HR partners, and senior leaders.
• Data-informed and insight-driven, with the ability to use employee feedback, sentiment data, and workforce trends to guide decisions.
• Highly collaborative with the ability to work across HR, IT, Communications, Legal, Finance, Operations, DEI, Learning, and Executive Leadership.
• Strong program leader who can manage multiple enterprise initiatives, timelines, stakeholders, and communication needs with discipline.
• Emotionally intelligent and trusted, with the ability to handle sensitive employee matters, cultural concerns, and leadership feedback with care.
• Comfortable working in a remote-first enterprise environment where connection, communication, and manager capability require intentional design.
• Creative problem solver with the ability to improve employee experience through both large programs and practical everyday improvements.
• High integrity and discretion when handling employee feedback, engagement results, retention data, culture concerns, and confidential leadership discussions.
The Director of Employee Experience will provide strategic leadership by helping the organization understand what employees need to do their best work and what leaders must do to create a healthier, more connected, and higher-performing workplace.
This role will help transform employee feedback into practical business actions. The Director will ensure engagement programs are not treated as one-time surveys or isolated culture activities, but as part of a connected people strategy that improves retention, productivity, trust, and organizational performance.
Key areas of strategic support may include:
• Employee experience strategy and roadmap development.
• Employee engagement and listening program leadership.
• Remote-first workforce experience design.
• Onboarding and employee lifecycle improvement.
• Manager effectiveness and leadership enablement.
• Employee recognition and culture programming.
• Internal communication and change communication support.
• Employee journey mapping and moments-that-matter design.
• Retention insights and workforce sentiment analysis.
• Digital workplace experience and tool adoption partnership.
• Inclusion, belonging, and employee connection initiatives.
• People analytics and executive reporting.
• Action planning and accountability routines after employee feedback.
• Cross-functional people operations improvement.
The Director of Employee Experience will help ensure the employee experience is designed with intention, measured with discipline, and improved through consistent action across the business.
• Location: USA Remote.
• Primarily remote work environment with regular employee experience planning sessions, HR leadership meetings, executive updates, listening sessions, manager enablement programs, and cross-functional collaboration.
• Standard business hours with flexibility required during survey launches, engagement reporting cycles, company-wide communication events, executive planning, organizational change, or urgent employee experience initiatives.
• Occasional travel may be required for leadership off-sites, company events, employee workshops, culture sessions, HR planning meetings, or team gatherings.
• Regular collaboration with HR, People Operations, Internal Communications, Learning and Development, DEI, IT, Legal, Finance, Operations, managers, employees, and executive leadership.
• Fast-paced enterprise technology environment with high visibility around engagement, retention, culture, employee trust, communication quality, and leadership effectiveness.
• Role requires handling confidential employee feedback, workforce data, engagement results, employee relations themes, leadership information, and people strategy materials with discretion.
• Employee Experience Leadership
• People Operations
• Employee Engagement
• Organizational Development
• Culture Strategy
• Remote Workforce Experience
• Employee Listening Programs
• Internal Communications Partnership
• Onboarding Experience
• Manager Enablement
• Recognition Programs
• Employee Lifecycle Strategy
• People Analytics
• Change Management
• Workforce Experience Design
Compensation Package: $330K – $410K
The total compensation package may include base salary, performance-based bonus, long-term incentives, and additional leadership-level benefits depending on experience, qualifications, and final role alignment.
Benefits may include:
• Comprehensive medical, dental, and vision coverage.
• Performance-based bonus eligibility.
• Long-term incentive opportunities.
• Retirement savings plan with company contribution.
• Paid time off and company holidays.
• USA remote work flexibility.
• Leadership visibility across HR, culture, and enterprise operations.
• Professional development and leadership growth support.
• Support for HR, employee experience, organizational development, coaching, and people analytics training.
• Wellness, employee assistance, and work-life support programs.
• Access to modern people analytics, engagement, communication, collaboration, learning, and digital workplace platforms.
This is an opportunity to join a large technology-driven organization where employee experience directly influences culture, productivity, retention, leadership effectiveness, and business performance.
The Director of Employee Experience will have the opportunity to shape how employees connect with the company, how leaders support their teams, how feedback becomes action, and how a remote-first workforce continues to grow with trust, clarity, and belonging.
You will work in an environment that values thoughtful people, strategy, practical action, strong communication, data-driven insight, and continuous improvement. The company is investing in employee listening, modern workplace tools, manager development, onboarding improvement, recognition programs, and stronger people analytics.
For an employee experience leader who enjoys building meaningful programs, improving culture, supporting managers, and helping employees do their best work at scale, this role offers the scope, visibility, and platform to make a lasting impact.
