Key Responsibilities and Required Skills for Employee Experience Coordinator

🎯 Role Definition

The Employee Experience Coordinator is a people-first HR role focused on designing, coordinating, and measuring programs that improve the employee lifecycle and workplace culture. This role partners with People Ops, Talent, Facilities, IT and business leaders to deliver consistent onboarding, offboarding, internal communications, engagement surveys, recognition programs and in-office experiences that drive retention and productivity. The coordinator combines data-driven thinking (survey analysis, metrics tracking) with project coordination and hands-on event and program delivery, ensuring every touchpoint is aligned to the company’s employer brand and EX strategy.

This position requires a strong operational mindset, excellent stakeholder management, and the ability to translate qualitative feedback into scalable programs and process improvements. Ideal candidates are comfortable with HRIS and survey tools, have experience running cross-functional projects, and can communicate clearly with leaders and employees at all levels.

📈 Career Progression

Typical Career Path

Entry Point From:

HR Coordinator / HR Assistant
Talent Acquisition Coordinator
Office or Workplace Coordinator

Advancement To:

Employee Experience Manager / Senior Employee Experience Specialist
People Operations Manager
HR Business Partner with EX focus

Lateral Moves:

Talent Programs Coordinator
Learning & Development Coordinator
Internal Communications Specialist

Core Responsibilities

Primary Functions

Plan, coordinate, and execute a consistent, scalable onboarding program for new hires, including pre-boarding communications, orientation schedules, buddy programs, equipment coordination with IT, and new-hire surveys to measure effectiveness.
Design and manage recurring employee engagement surveys (pulse and full surveys), produce incisive dashboards and written executive summaries, and recommend action plans to business leaders based on data and qualitative feedback.
Serve as the operational lead for recognition and rewards programs, ensuring nominations, approvals, and reward fulfillment are processed accurately and equitably across locations.
Maintain and administer HRIS and people tools related to employee experience (e.g., LMS, engagement platforms, recognition tools, onboarding systems), including data integrity, access requests, and routine reporting.
Build and execute internal communications and change communications for people-related initiatives—drafting messages, coordinating send schedules, and measuring open and engagement metrics.
Coordinate cross-functional EX projects (office reopenings, hybrid workplace programs, wellness weeks) including project plans, vendor sourcing and management, budget tracking, logistics, and post-event evaluation.
Manage offboarding logistics and experiential touchpoints (exit interviews, knowledge transfer checklists, asset returns) and surface trends to HR leadership to reduce involuntary turnover and identify systemic issues.
Partner with Talent Acquisition to ensure a consistent candidate experience from offer through onboarding, including offer acceptance communications, relocation logistics, and new-hire welcome packets.
Produce regular EX metrics and KPIs (e.g., eNPS, onboarding completion rates, participation rates, time-to-productivity indicators) and present findings to People Ops leadership and cross-functional stakeholders.
Create and maintain documentation, playbooks, and SOPs for EX programs to support scale and handoffs, ensuring continuity and consistent program delivery across teams and sites.
Coordinate logistics and content for town halls, all-hands meetings, and employee-led events, working with communications, executive assistants, and AV teams to drive engagement.
Facilitate focus groups and listening sessions to gather qualitative employee feedback; synthesize themes and propose solutions that align with organizational priorities.
Lead vendor relationships for employee experience services (wellness vendors, catering, swag vendors, facilities partners), negotiating contracts and monitoring service-level performance.
Support diversity, equity, and inclusion (DEI) initiatives by operationalizing employee resource group events, inclusive recognition programs, and equitable experience practices across the employee lifecycle.
Manage and optimize the physical workplace experience (space utilization, wayfinding, newcomer signage, meeting room welcome kits) in partnership with Facilities and Workplace teams.
Administer employee resource portals and intranet pages related to benefits, policies, and EX programs; ensure content is current, searchable, and aligned with brand voice.
Create targeted programs to support hybrid and remote employees, including virtual onboarding enhancements, remote-first recognition, and periodic in-person touchpoints to strengthen connection.
Track program budgets and vendor invoices for EX initiatives, maintain accurate spend reports, and recommend cost-efficiencies while preserving quality of employee-facing experiences.
Act as a primary point of contact for employee questions related to experiential programs, triaging inquiries to the appropriate HR, payroll, or benefits teams and maintaining a high level of service and follow-through.
Pilot, iterate, and scale new EX initiatives (mentorship pilots, manager toolkits, wellbeing challenges) using pilot criteria, success metrics, and clear roll-out plans.
Monitor and report on regulatory and compliance requirements that intersect with EX activities (privacy of employee feedback, data retention related to surveys) in partnership with HR operations and legal.
Develop and deliver training or toolkits for managers to help them drive team-level engagement, run effective 1:1s, and execute onboarding locally.

Secondary Functions

Provide ad-hoc analysis and insights from people data (engagement trends, participation by team/location) to support strategy decisions.
Support continuous improvement initiatives by documenting feedback loops and process changes for EX programs and communications.
Assist with recognition logistics, procurement of welcome kits and swag, and coordination of desk/equipment set-up for new hires.
Coordinate volunteer and community engagement programs, tracking participation and impact for corporate social responsibility reports.
Maintain a calendar of EX deliverables and marketing materials, working with internal design or external agencies to create campaign assets.
Support manager coaching programs by scheduling sessions, tracking participation, and maintaining resource libraries.
Help onboard and mentor junior EX team members or contractors as the program scales.

Required Skills & Competencies

Hard Skills (Technical)

HRIS administration and data management (e.g., Workday, BambooHR, Rippling) — user setup, reporting, and data integrity.
Engagement and survey platforms (e.g., Qualtrics, Culture Amp, Glint, SurveyMonkey) — survey design, distribution, and basic analysis.
Project management tools and methodologies (e.g., Asana, Jira, Trello, Microsoft Planner) — project plans, timelines, and cross-functional coordination.
Advanced proficiency with Google Workspace and Microsoft Office (Sheets/Excel for dashboards, Slides/PowerPoint for presentations).
Reporting and dashboard tools (e.g., Looker, Tableau, Power BI, Google Data Studio) — build and maintain executive-level dashboards.
Learning management systems and onboarding tools (e.g., Lessonly, Docebo, LMS integrations) for new-hire curriculum delivery.
Event and program logistics management — vendor contracting, budgeting, and operational execution.
Basic data literacy — ability to interpret survey results, calculate participation rates, and derive actionable recommendations.
Knowledge of employee lifecycle workflows (recruit-to-retire processes) and hands-on experience implementing improvements.
Familiarity with internal comms platforms (e.g., Slack, Microsoft Teams, intranet CMS) and content planning.

Soft Skills

Strong stakeholder management and influencing skills — able to align managers, leaders, and cross-functional partners.
Excellent written and verbal communication; comfortable drafting executive summaries and employee-facing messaging.
High emotional intelligence and active listening — skilled at facilitating listening sessions, 1:1s, and sensitive conversations.
Project orientation with attention to detail and a bias for delivering results on time.
Creative problem-solving and continuous improvement mindset; thrives on iterating programs from feedback.
Customer-service orientation toward internal employees — timely follow-through and clear expectations setting.

Education & Experience

Educational Background

Minimum Education:

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, Communications, or related field.

Preferred Education:

Bachelor’s plus HR certification (SHRM-CP, PHR) or coursework in organizational development; Master's degree in HR/OD/Industrial-Organizational Psychology is a plus.

Relevant Fields of Study:

Human Resources Management
Organizational Psychology
Business Administration
Communications
Project Management

Experience Requirements

Typical Experience Range:

2–5 years in HR, employee experience, people operations, internal communications, or program coordination roles.

Preferred:

3+ years of direct experience managing onboarding, engagement programs, or internal communications programs in a fast-paced, matrixed organization; experience with HRIS and engagement platforms; proven track record of using survey data to drive action and improve retention or engagement metrics.