People Experience Partner
US$100,000 – US$130,000 / yr base salary
Posted 26 Aug 2026
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 3–6 yrs
- Management level
- Individual contributor
- Contract
- Full-time
| Base salary | US$100,000 – US$130,000 / yr |
|---|---|
| Cash bonus | US$8,000 – US$15,500 |
| Total comp | US$108,000 – US$145,500 |
CertificationsSHRM-CP, PHR, Project Management Professional
Field of studyBusiness, Human Resources, Organizational Development (or related)
Study levelBachelor's
Department: HR
Reports To: Head of People & HR, IGNA
Employment Type: Full-Time
Salary: $100,000-$130,000
About the Role
The People Experience Partner owns the design, delivery, and continuous improvement of programs that shape the employee experience across the full employee lifecycle. This role leads the organization's employee listening strategy, including the annual Energage engagement survey, and turns results into clear insights and measurable action plans in partnership with people leaders. It blends program management discipline with HRBP partnership experience, sitting alongside the Talent Management team with a close working relationship to the HRBP function.
This role does not own a client group; the HRBP and Sr. HR & People Manager hold primary relationship ownership across the org. Instead, the People Experience Partner builds the programs, data, and frameworks that HRBPs and leaders use to guide their teams. This means moving quickly, working through ambiguity, and championing people-first initiatives that shape how employees experience their roles, their teams, and the company overall.
You thrive in a changing environment where the best ideas win, and you are comfortable with change, ambiguity and authorship of how the People Experience Partner is embedded in the business. You're skilled at helping the organization navigate difficult conversations, bringing the creativity and experience needed to influence how each person feels about their role, their team, and the company's direction.
What You'll Do:
Employee Listening & Engagement
- Lead end-to-end administration of the organization's employee engagement surveys (including survey timeline, partnering with Comms Partner, and completion-rate tracking).
- Analyze survey results to identify themes, trends, and root causes across teams, departments, and demographic cuts; translate raw data into digestible, actionable insights for leaders at all levels.
- Partner with Head of People & HR and HRBPs to build and track action plans that respond directly to survey findings, ensuring accountability and follow-through and measurement of improvement.
- Develop dashboards, scorecards, and readouts that make engagement data accessible and useful for decision-making.
- Benchmark results against industry and Top Workplaces tech/financial services norms and recommend focus areas.
- Coordinate pulse surveys, focus groups, and other listening mechanisms to supplement the annual survey and monitor progress on action items throughout the year.