People Experience Manager
El Segundo, CA | On-site with regular center travel | $80,000–$90,000
The Role
The People Experience Manager is a trusted connection between our employees and the organization, with a particular focus on Behavior Technicians and field teams. This is a hands-on, solutions-driven role: build relationships, listen to employees, investigate what is affecting their experience, and turn feedback and retention data into meaningful improvements. Success means employees feel heard and supported—and more of them choose to stay and grow with Behavior Frontiers.
Key Responsibilities
· Build trusted relationships through regular center visits, one-to-one conversations, listening sessions, and proactive outreach; be an approachable confidant for employees.
· Run pulse surveys, stay interviews, and other feedback initiatives; combine employee voices with retention, turnover, and engagement data to identify where problems are emerging.
· Dig into root causes by meeting with employees and local leaders, observing the day-to-day experience, and understanding what is really driving frustration or departures.
· Own practical solutions from recommendation to implementation: bring the right teams together, remove barriers, follow up with employees, and check whether the change worked.
· Develop targeted retention, recognition, communication, and engagement initiatives, especially for centers, regions, and early-tenure employees experiencing challenges.
· Partner with Talent Management, Operations, Clinical, Scheduling, Training, and HR; refer formal employee-relations matters to HR while maintaining appropriate discretion and follow-through.
· Present concise updates to leadership on employee feedback, priority issues, solutions underway, and measurable results—not just activity or survey completion.
How Success Is Measured
Improved employee retention and early-tenure retention; reduced voluntary turnover in targeted areas; stronger employee satisfaction, happiness, engagement, and trust; and demonstrated resolution of recurring employee experience problems.
Qualifications
· Bachelor’s degree in Psychology, Organizational Psychology, Industrial-Organizational Psychology, or a related field preferred; relevant experience is also valued.
· Experience in employee experience, engagement, retention, people-focused operations, research, or a similar relationship-driven role; experience with frontline or multi-site teams is a plus.
· Strong listening, interviewing, relationship-building, and facilitation skills; able to earn trust and handle sensitive information discreetly.
· Comfortable designing surveys, interpreting people data, identifying root causes, and presenting clear, actionable recommendations.
· Proactive problem-solver who enjoys visiting centers, collaborating across departments, and following through until improvements are made.
The Ideal Person
You are naturally curious about people and the reasons behind their experiences. Employees feel comfortable opening up to you, and you know how to ask thoughtful questions without jumping to conclusions. You are equally happy talking with a Behavior Technician at a center, examining retention trends, and presenting solutions to leadership. Above all, you are a doer: you do not just report a problem—you go and help fix it.