Job Description

The People Experience Manager (reporting to Chief People Officer) owns the end-to-end employee lifecycle experience from offer acceptance through exit ensuring operational excellence, cultural alignment, and scalable people programs. Additionally, this role will serve as a support across the People & Culture function including both People Operations and Talent Acquisition. This role serves as the connective tissue between Talent Acquisition and People Operations, translating hiring momentum into high-impact onboarding, enablement, and an engaging employee experience.

Partnering closely with People & Culture, Finance, and business leaders, this role blends hands-on execution with program ownership to ensure experiences are seamless, human-centered, compliant, and scalable across a global workforce.

Key Responsibilities

Employee Experience & Lifecycle Ownership

• Own and continuously improve the employee experience across onboarding, engagement, development, and offboarding.
• Design and execute a best-in-class onboarding program including 30/60/90-day frameworks.
• Partner on engagement surveys, action planning, and performance cycle execution.
• Identify experience gaps and proactively recommend improvements to programs, processes, and communications.

Payroll, Data & Process Excellence

• Partner with Director, People Operations to ensure accurate employee records and audit changes related to roles, compensation, departments, and employment status.
• Serve as the backup for Payroll submission both while Payroll is owned by P&C and through transition to Finance
• Use data and feedback to inform improvements to employee experience and hiring workflows.

Recruiting & Hiring Excellence

• Partner with Talent Acquisition to support recruiting operations and candidate experience across open roles.
• Ensure a smooth handoff from candidate to new hire, creating continuity between recruiting and onboarding.
• Support offer coordination, approvals, and pre-onboarding tasks in partnership with TA and People & Culture.

Onboarding & Employee Transitions

• Lead the end-to-end onboarding experience for all new hires, ensuring a consistent, welcoming, and organized start.
• Create customized onboarding plans aligned to each role and team.
• Lead onboarding sessions and partner with hiring managers to ensure new hires are set up for success.
• Manage employee transitions including promotions, role changes, internal moves, and team changes.

Offboarding, Feedback & Continuous Improvement

• Support exit interviews and manage offboarding processes and tickets end to end.
• Capture insights from exits and employee feedback to inform retention and engagement strategies.
• Ensure offboarding is timely, compliant, and handled with care.

Training, Development & Communication

• Coordinate training and development initiatives in partnership with internal stakeholders.
• Collaborate cross-functionally to amplify and streamline internal communication channels.
• Support culture-building and employer brand initiatives that reinforce INNERGY’s values and ways of working.

Qualifications

• 5+ years of experience in Employee Experience, People Operations, HR, Recruiting Operations, or a related field.
• Experience supporting recruiting processes and partnering with hiring managers.
• Experience supporting a distributed or global workforce.
• Strong working knowledge of HRIS, ATS, LMS and Talent Management platforms; experience with SmartRecruiters, Paylocity, Rippling, Lattice or similar tools preferred.
• Knowledge of employment law and regulatory compliance best practices.
• Highly organized with strong attention to detail and the ability to manage competing priorities.
• Strong communication skills with an empathetic, service-oriented approach.

Why You’ll Love It Here

• Own meaningful moments across both the employee experience.
• Partner closely with Talent Acquisition, People Operations and leadership.
• Influence and scale people programs in a high-growth environment.
• Join a collaborative, people-first team where your work has visible impact.

Additional Information

Accessibility & Work Environment

INNERGY is committed to providing an inclusive and accessible work environment. We support reasonable workplace adjustments for individuals with disability in accordance with applicable Australian laws. If you require adjustments during the recruitment process or in your role, please let us know.

This role is primarily computer-based and may involve extended screen time and regular communication through digital channels. Work may be performed in a remote or office-based environment, depending on role and location. INNERGY is committed to supporting employee wellbeing, flexibility, and a safe working environment across all regions.

Equal Opportunity Employer

INNERGY is an Equal Opportunity Employer and values diversity at all levels. We are committed to fostering a work environment free from discrimination and harassment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, sexual orientation, pregnancy, gender identity or expression, national origin, disability status, veteran status, or any other characteristic protected by applicable law.

Location Eligibility Notice

This is a U.S.-based remote role. Due to current regulatory requirements, we are only able to consider candidates who reside in U.S. states that do not mandate salary disclosure in job postings.

Eligible states include, but are not limited to: Texas, Florida, Missouri, Arizona, Indiana, North Carolina, and Wisconsin.

At this time, candidates residing in California, Colorado, New York, Illinois, Washington , or other states with active pay transparency requirements are not eligible for consideration.