People Experience Partner

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.  Partner with global stakeholders and counterparts as necessary.  Talent Management Partnership  Team up with the Talent Acquisition team to design and own the onboarding process, shaping the experience and assimilation for new hires so they can hit the ground running  Work alongside the Head of HR & People and the Talent Management team to facilitate succession planning discussions and document the resulting work product, helping leaders identify high-potential employees, critical role gaps, and plans to close them.  Manage manager effectiveness training by vetting and outsourcing to external training vendors/facilitators and partner with IG global shared people services as needed.  Partner with the Talent Management team to equip managers with conversation frameworks and coaching that support employee experience, development discussions, and internal mobility conversations.  Align with Director of Talent Acquisition to connect engagement and survey insights to hiring, onboarding, and development priorities, and to identify skill gaps that should inform training investment.  Review exit interview feedback in partnership with HRBPs; learnings from these conversations inform the future employee environment this role is helping to shape engagement and program work.  Program & Project Management  Manage People Experience programs end-to-end: scoping, planning, stakeholder alignment, execution, and measurement of impact.