Employee Experience Specialist (Remote)

The Employee Experience Specialist at AuditBoard is responsible for crafting and managing a comprehensive onboarding program, which includes designing engaging onboarding sessions, updating training materials, and collaborating with various teams to ensure a smooth transition for new hires. This role also involves activating cultural programming and employee engagement initiatives to promote a strong sense of community and belonging among employees throughout their lifecycle.

AuditBoard seeks candidates with 1–3 years of experience in People, HR, Learning & Development, or a related field for the Employee Experience Specialist role. Ideal candidates should demonstrate a passion for creating thoughtful and inclusive employee experiences, possess strong communication and facilitation skills in remote settings, and exhibit a data-driven approach to optimize onboarding programs effectively.

AuditBoard employs a data-driven strategy to evaluate the effectiveness of its onboarding programs. The Employee Experience Specialist will track participant feedback, assess engagement levels, and analyze program data to continually refine and enhance the onboarding journey, ensuring it aligns with the company’s values and meets the needs of new employees.

Yes, the Employee Experience Specialist position at AuditBoard is a remote role. This allows candidates to work flexibly while collaborating with diverse teams across the organization, making a significant impact on employee experiences no matter where they are located.

As an Employee Experience Specialist at AuditBoard, you will enjoy numerous perks, including remote and hybrid work options, comprehensive health coverage, a monthly allowance to enhance your life, flexible vacation policies, and opportunities to participate in team-building and company-wide activities, all designed to support your work-life balance and professional growth.

To design an effective onboarding program, I would start by identifying key organizational values and desired outcomes for new hires. It would involve collaborating with hiring managers and existing employees to gather feedback on what works and what doesn’t, utilizing diverse formats like welcome workshops and Q&A sessions for engagement, and continuously soliciting feedback to refine the program.

In my previous role, I launched a new virtual onboarding program that integrated employee feedback into the design process. This initiative not only improved engagement during onboarding but also fostered connection among new hires. The positive feedback we received indicated improved satisfaction and a stronger sense of belonging from day one.

I have utilized various digital collaboration tools and learning platforms to facilitate remote onboarding. Tools like Zoom for virtual meetings, Asana for project management, and Learning Management Systems (LMS) to host training content have proven effective in creating a smooth onboarding experience.

Measuring the success of an onboarding program involves analyzing a combination of metrics such as employee retention rates, engagement survey feedback, and performance indicators. Conducting follow-up surveys with new hires can also provide valuable insights into their onboarding experiences and areas for improvement.

To maintain employee engagement throughout an employee's lifecycle, I focus on fostering open communication, providing regular feedback, and facilitating opportunities for professional development and social engagement through ERGs and team-building activities. Encouraging participation in cultural initiatives also enhances a sense of belonging.

I have actively worked on creating inclusive employee experiences by partnering with Employee Resource Groups (ERGs) and ensuring that all onboarding materials are representative of diverse perspectives. Initiatives I’ve developed include mentorship programs and workshops focused on cultural awareness and sensitivity.

I would begin by reviewing current onboarding feedback and conducting interviews with recent hires to identify common pain points. Collaborating with the People team to explore best practices and implementing data-driven improvements based on that feedback would be my next steps for enhancing the onboarding process.

Ensuring that onboarding aligns with the company’s values involves integrating those values into every aspect of the onboarding process. From welcome messages to training content, I would ensure that each touchpoint reinforces these values and actively promotes them throughout the new hire’s journey.

I coordinated a company-wide cultural moment by organizing a 'Values Awards' event, where employees were recognized for embodying the company’s values. This initiative not only celebrated individual contributions but also reinforced the collective culture and encouraged further participation in future events.

I’m motivated by the opportunity to make a tangible difference in employees’ lives by creating meaningful experiences that not only support their professional growth but also cultivate a positive workplace culture. Seeing employees thrive and feeling valued truly inspires my passion for employee experience.