Job Description
The Employee Experience Consultant is a key contributor within the Human Resources Department, responsible for supporting the design, implementation, and continuous improvement of employee experience initiatives across the organization. This role partners closely with the Employee Experience Manager to enhance engagement, strengthen organizational culture, and deliver programs that positively impact the employee lifecycle from onboarding through offboarding.
The Employee Experience Consultant plays a hands-on role in executing programs related to employee engagement, performance management, onboarding, offboarding, and recognition. This position requires a strong balance of strategic thinking and operational execution, with a focus on delivering high-quality, people-centered solutions that align with the City’s mission, values, and service delivery goals.
Employee Experience & Engagement
- Support the development and execution of employee engagement strategies and initiatives that promote a positive and inclusive workplace culture
- Assistin the administration and analysis of employee surveys;identifytrends and provide actionable recommendations
- Coordinate and support employee engagement events, programs, and initiatives across departments
- Partner with leadership and HR teams to enhance employee satisfaction and retention
Onboarding & Offboarding
- Assistin the design, implementation, and continuous improvement of onboarding programs to ensure a seamless and engaging new hire experience
- Coordinate new hire orientation and onboardinglogistics
- Support offboarding processes, including exit interviews and data collection
- Analyze onboarding and exit data toidentifyopportunities for improvement
Performance Management
- Support the implementation and administration of a modern performance management system and evaluation process
- Assistin developing tools, resources, and training materials for managers and employees
- Provide guidance to departments on performance processes, timelines, and expectations
- Monitor completion rates and ensure compliance with performance evaluation cycles
Employee Recognition & Culture Programs
- Support the design and administration of employee recognition programs that reinforce organizational values and behaviors
- Assistin developing creative and meaningful ways to recognize employee contributions
- Ensure programs areequitable, inclusive, and aligned with organizational culture goals
Data, Reporting & Continuous Improvement
- Collect, analyze, and report on employee experience metrics (engagement, onboarding effectiveness, turnover insights, etc.)
- Develop dashboards and reports to inform leadership decision-making
- Identifytrends and recommend process improvements and program enhancements
Collaboration & Project Support
- Partner with HR Business Partners, Training & Development, and other HR divisions to align employee experience initiatives
- Support cross-functional HR projects that enhance organizational effectiveness
- Assist the Employee Experience Manager with special projects and strategic initiatives
Knowledge, Skills, and Abilities
- Strong understanding of employee experience principles and employee lifecycle practices
- Ability to translate data into actionable insights and recommendations
- Excellent communication and interpersonal skills with the ability to build relationships across all levels of the organization
- Strong organizational skills with the ability to manage multiple priorities and deadlines
- Ability to work both independently and collaboratively in a fast-paced environment
- High levelof professionalism, discretion, and customer service orientation
Minimum Qualifications
- Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Public Administration, or a related field
- Two (2) to four (4) years of experience in human resources, employee engagement, organizational development, or a related field
- Experience supporting programs related to employee engagement, onboarding, performance management, or culture initiatives
Preferred Qualifications
- Experience in public sector or large, complex organizations
- Experience supporting employee surveys, engagement strategies, or culture transformation initiatives
- Familiarity with performance management systems and employee lifecycle programs
- Strong analytical skills with experience interpreting workforce data and trends
- Experience coordinating programs, events, or organizational initiatives
Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job. Prospective and current employees are invited to discuss accommodations.
ENVIRONMENTAL HAZARDS: Working conditions may include exposure to travel to other locations within the City of Richmond as well as outside of the City of Richmond; exposure to hazardous physical conditions such as mechanical parts, electrical currents, vibrations, etc.; atmospheric conditions such as fumes, odors, dusts, gases, and poor ventilation; inadequate lighting; intense noise; and environmental hazards such as disruptive people, imminent danger, and a threatening environment.
PHYSICAL REQUIREMENTS AND WORKING ENVIRONMENT: Due to the nature of work assignments, incumbents must be able to perform detailed work on multiple, concurrent tasks with frequent interruptions and under time constraint. The essential duties of this classification may require the ability to regularly finger, talk, hear, see, and perform repetitive motions; frequently walk; and occasionally stoop, reach, stand, push, pull, lift, grasp, and feel. The working conditions may contain environmental hazards. In terms of the physical strength to perform the essential duties, this classification is considered to be sedentary, exerting up to 10 pounds of force occasionally, and a negligible amount of force frequently or constantly to move objects.
* Internal use: HR Generalist to review.