Employee Experience Manager

Responsibilities

Culture & Organizational Reform: Identify where culture and expectations need to evolve as the company grows, and work with the Head of Operations to shape and lead those changes end-to-end.;Employer Branding & Talent Positioning: Partner with hiring teams to position Optmyzr’s brand and culture effectively to prospective candidates.;Market Intelligence: Track and share market trends in compensation, benefits, perks, and retention strategy, and translate them into concrete recommendations for leadership.;Employee Advocacy: Be a genuinely present point of contact for employee concerns—attentive to daily struggles as well as individual growth trajectories—and route what you learn into action.;Retention Strategy: Design and own initiatives that measurably improve retention, informed by both employee sentiment and external benchmarking.;Org Expectations & Standards: Help set and communicate clear expectations across the organization in partnership with leadership.;Engagement, Wellness & Office Experience: Own the strategy, budget, and outcomes for the annual engagement and wellness calendar and day-to-day workplace experience (food, facilities, offsites)—executed by a direct report, with this role accountable for vendor decisions, budget approval, and program quality.

Requirements

6-8 years of experience in HR, People Operations, or Employee Experience, with at least a few years operating independently at a strategic level.;A strong point of view on culture: able to identify what needs to change and drive that change, not just administer existing programs.;Comfortable setting and communicating organizational expectations, even when that means having difficult conversations with employees or leadership.;Deep familiarity with market trends in hiring, compensation, benefits, and retention, and the judgment to translate those trends into recommendations for Optmyzr specifically.;Understands employer branding—how policies, culture, and hiring experience shape Optmyzr's reputation as a place to work.;Genuinely attentive to people—able to hold both the everyday friction employees face and the longer arc of their growth, and act on both.;Independent thinker who can make a judgment call and stand behind it, rather than defaulting to consensus or precedent.;Experience managing or mentoring at least one direct report, with the ability to delegate execution while retaining ownership of outcomes.

Benefits

Strategic Ownership;Retention & Compensation Influence;Genuinely Trusted by the Team;Employer Brand Ownership;Team-Backed Autonomy