Senior Employee Experience Partner at HealthEdge, Remote

Senior Employee Experience Partner at HealthEdge, remote. Full-time. Est. up to $130k. Apply with swipeandhired.

HealthEdge® offers AI-powered operational infrastructure for health insurance companies, guaranteeing an enduring financial edge in an increasingly competitive market. We're experiencing strong market momentum, with a growing number of health plans choosing HealthEdge to modernize their operations and compete more effectively. As we expand, we're investing in the people who power that growth, making this a pivotal moment to join us and shape the future of healthcare technology. Learn more at HealthEdge.com.
Role Overview
The Senior Employee Experience Partner (EEP) is the primary HR partner for managers and employees across a defined portfolio, owning the frontline employee experience end-to-end. This role leads manager capability building and coaching, supports employees and managers through organizational change, owns employee relations and investigations from intake to resolution, and drives engagement action planning and follow-up. Operating within the Employee Experience function, the Senior EEP brings deep expertise in HR partnership, employee relations, and people-centered problem solving to deliver a consistent, high-quality experience for every employee and manager they serve. This role is expected to exercise independent judgment, influence without authority, and take ownership of outcomes at a higher level of complexity and ambiguity than the EEP level.
Global Scope & Context
This role has broad global accountability, supporting employees, managers, and HR partners across multiple regions and time zones. The Senior EEP is expected to serve as a regional subject matter expert, adapting HR partnership and employee experience support across diverse cultural contexts, delivering consistency in how employees and managers are served regardless of location or time zone.

• Lead or co-lead regional onboarding, compliance, or process rollouts in partnership with in-country HR and Legal teams based on location

• Model cultural agility and guide team members in adapting support approaches across diverse global contexts

What you will do:
Employee & Manager Support

• Serve as a senior point of contact for complex employee and manager inquiries requiring advanced judgment, policy interpretation, or cross-functional coordination

• Advise managers on performance, conduct, attendance, and team dynamics issues with practical, policy-grounded guidance

• Provide mentorship and real-time coaching to junior team members on case handling, communication, and escalation decisions

• Act as an escalation point for sensitive or high-visibility requests proactively to mitigate risk

• Communicate proactively with key stakeholders, building confidence in the Employee Experience function

Manager Capability Building & Coaching

• Partner with managers to build people leadership capability through one-on-one coaching, real-time feedback, and targeted development conversations

• Coach managers on performance conversations, conduct issues, team dynamics, and attendance management providing practical, policy-grounded guidance at the moment it is needed

• Identify managers who need elevated support and proactively engage before issues escalate to formal ER or People Business Partner (PBP) intervention

• Build manager confidence and consistency in applying company policies, values, and people practices through coaching, not just information sharing

• Serve as the first HR call for any manager or employee seeking guidance, regardless of complexity or sensitivity, and ensure every manager leaves the conversation with clarity and a path forward

Employee Relations & Case Support

• Independently manage moderately complex ER cases including performance management support, conduct investigations, interpersonal conflicts, and sensitive exits

• Own all ER cases end-to-end from intake through investigation, resolution, and documentation EEP leadership or Legal only when the situation warrants it

• Partner with benefits to support leave of absence administration ensuring communication to the manager and provide a supportive employee experience

• Serve as a resource for junior team members on ER cases, providing guidance and reviewing approaches before action is taken

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