People experience manager

People Experience Strategy & Solutions

Design and execute initiatives that improve employee connection, communication, recognition, growth, and manager support. Partner with HR and operational leaders to address recurring employee concerns and remove barriers affecting satisfaction. Create targeted action plans for high-risk regions, roles, or teams based on engagement and retention data. Support the development of employee listening strategies, including pulse surveys, onboarding check-ins, stay interviews, and exit feedback reviews. Translate employee feedback into clear recommendations, owners, timelines, and measurable outcomes.

Leadership Partnership & Accountability

Meet regularly with HR, Operations, Clinical, Recruiting, Training, Scheduling, and regional leadership to review people metrics and follow up on action plans. Coach managers on employee experience practices, including communication, recognition, retention conversations, and follow-through on employee concerns. Escalate urgent people experience risks and recommend corrective actions when trends indicate potential retention or morale issues. Ensure leaders are accountable for agreed-upon actions that support employee satisfaction and retention goals. Prepare concise weekly updates for senior leadership that summarize key risks, wins, trends, and recommended next steps.

Data, Reporting & Continuous Improvement

Build and maintain dashboards, trackers, and reporting tools that provide visibility into employee experience trends. Use data to predict risk areas, evaluate the impact of solutions, and identify opportunities for continuous improvement. Track year-over-year improvement in retention, satisfaction, engagement, turnover, onboarding quality, and employee sentiment. Partner with HR systems, payroll, recruiting, and operations teams to ensure people data is accurate, timely, and actionable. Recommend process improvements that reduce friction for employees and improve consistency across regions.

Education & Experience

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, Healthcare Administration, Data Analytics, or a related field required. 4+ years of experience in Human Resources, employee experience, people operations, organizational development, workforce analytics, or retention-focused roles preferred. Prior experience owning or supporting employee retention, engagement, satisfaction, turnover reduction, or employee listening strategies strongly preferred. Experience creating scorecards, dashboards, action plans, and executive-ready reports using HRIS, survey, spreadsheet, or business intelligence tools. Experience analyzing employee lifecycle data, including onboarding, engagement, turnover, exit feedback, stay interviews, employee relations trends, training outcomes, and manager effectiveness indicators. Experience working in healthcare, behavioral health, ABA, multi-site operations, or a high-growth service organization preferred. Experience partnering with field leaders, clinical leaders, operations teams, recruiting, training, HR, and senior leadership to drive measurable people outcomes. Experience facilitating employee listening sessions, manager coaching conversations, focus groups, or cross-functional problem-solving meetings preferred.

Knowledge, Skills & Abilities

Preferred Qualifications: SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification preferred but not required. Experience using OneHCM, Monday.com, Power BI, Microsoft Excel, survey platforms, or similar tools to manage people data and action tracking preferred. Demonstrated ability to identify trends, diagnose root causes, and recommend practical solutions that improve retention and employee satisfaction. Strong understanding of the employee lifecycle, including recruiting handoff, onboarding, training, scheduling, manager support, career development, engagement, and exit processes. Ability to handle confidential employee information with discretion, professionalism, and sound judgment. Strong analytical skills with the ability to interpret data and translate findings into practical action plans. Excellent communication, facilitation, and relationship-building skills. Ability to influence leaders and drive accountability without relying solely on authority.

Why Behavior Frontiers is perfect for you:

• Competitive pay with optional On-demand paychecks thru DailyPay - get paid on your own schedule!
• 401K Plan with company match after 6 months of employment
• Paid Personal Time Off
• Paid Holidays
• Paid Sick Leave
• Medical, Dental and Vision insurance
• Opportunities for career advancement
• Performance and promotion raises
• Free Telehealth: Free 24/7 access to a doctor via telehealth for you and your dependents with no limits and no co-pays
• Free Telehealth Mental Health: Free access to a mental health counselor via telehealth for you and your dependents (over age 13) with no limits or co-pays
• Employee Assistance Program: Free access to some support services (financial, legal, counseling, etc.)
• Fitness: Discounted monthly gym membership to 12,000 gym locations nationwide, as well as free access to workout videos
• Deals: Exclusive discounts and savings to 500+ companies and more!
• Travel: Discounts on travel essentials including hotels, rental cars, flights, excursions, and more!
• Lab Testing Discounts:10-80% off costs of routine lab work
• New Benefits Rx: Discounts on prescription medications from 10-80% at 60,000+ locations nationwide

Why work for Behavior Frontiers? Visit our benefits & perks page to learn more!

Behavior Frontiers is an Equal Opportunity Employer and will consider for employment all qualified applicants in a manner consistent with the requirements of the applicable federal, state, and local laws.