The RoleThe Director of Employee Experience owns the programs that shape how employees experience the organization from first contact through retirement - benefits, wellness, employee resources, and lifecycle programs (orientation, onboarding, work/life integration programs, offboarding). This role leads a small team and reports to the Head of People Success, who owns benefits strategy and vendor negotiation as part of the broader Employee Experience strategy.
What you will accomplishCulture- Develop, implement, and continuously improve employee experience programs, recognition initiatives, and culture events that ensure a consistent employee experience across all states and offices.
Benefits administration - Own day-to-day administration of health, dental, vision, retirement, and ancillary benefits programs.
- Serve as primary point of contact for benefits vendors/brokers on enrollment, claims escalations, and renewals.
- Manage open enrollment planning and execution, including employee communications and system updates.
- Provide input and data (utilization, employee feedback, cost trends) to the Head of People Success for plan design and renewal decisions.
- Ensure benefits compliance requirements (ACA reporting, COBRA, required notices) are met, coordinating with compliance/legal as needed.
Wellness programs - Design and manage employee wellness initiatives (physical, financial, mental health resources).
- Track participation and engagement; recommend program adjustments based on outcomes.
- Coordinate wellness vendors/partners and manage related budgets.
Employee resources - Own and maintain employee-facing resources (intranet/HR portal content, FAQs, resource guides).
- Manage employee recognition programs, if applicable.
- Serve as an escalation point for employee questions about benefits, policies, and available resources.
Employee lifecycle programs - Design and continuously improve orientation and onboarding programs to ensure new hires are set up for success across all offices/states.
- Design and continuously improve work/life integration & leave programs to ensure employees are utilizing necessary time off programs as needed and in compliance with local, state, and federal laws.
- Own the offboarding process, including exit interviews, checklists, and knowledge transfer coordination.
- Partner with hiring managers and People Operations Business Partners to ensure lifecycle touchpoints (30/60/90-day check-ins, anniversaries, transitions) are consistently executed.
- Identify friction points in the employee lifecycle and recommend process improvements.
Team leadership - Manage and develop a small team responsible for benefits administration and/or lifecycle program execution.
- Set priorities, review work quality, and support team members' growth.
Work environment- Primarily office-based in Phoenix, AZ, with regular travel to satellite offices/jobsites.
- 30% travel expected.
What we would like you to have- 4-6 years of HR experience with a focus on benefits, employee experience, or program management, including at least 1-2 years managing others.
- Working knowledge of benefits administration (health/welfare plans, retirement, COBRA, ACA reporting requirements).
- Experience designing or running onboarding/offboarding programs.
- Strong vendor management and cross-functional communication skills.
- Comfort working across multiple states/offices.
- Experience in construction, engineering, or another multi-site/field-based industry (preferred).
- SHRM-CP, PHR, or CEBS certification (preferred).
- Program ownership and follow-through.
- Vendor and stakeholder management.
- Employee-centered problem solving.
- Organizational and project management skills.
- Team leadership and coaching.
You're inspired by our values- Altruistic - Our foundation is built upon the authentic, selfless concern we share for the success and wellbeing of others.
- Fair 360 - We illuminate with kindness by seeking to understand before being understood and by caring more than may seem reasonable so we can achieve genuine success for all.
- Strategic - The blueprint that guides the creation of a genuine place of purpose expresses the clarity of our vision, the rigor of our thought and the character of our word.
- Sincere - We present no facades, only genuine elevations of truth, trust, and wholehearted loyalty to the employees we mentor, the clients we serve and the communities we call home.
- Nimble - Our structural integrity is ensured through the balance of resourcefulness, responsiveness, and adaptability and strengthened by being well-rounded in the market to serve at the highest levels.
Compensation Alongside cash, our total compensation package includes comprehensive benefits and 100% employee ownership. From wellness to work life, our benefits support our employees' total wellbeing.
Benefits- Employee Stock Ownership Plan
- Discretionary annual bonus
- 401k with employer match
- Employee medical, dental, and vision insurance 100% covered, with options to add dependents at 50% coverage by Willmeng
- Flexible Time Off Policy
- 9 paid company holidays
- 3 consecutive weeks of parental bonding leave, with an additional 3-5 weeks of disability leave for delivery recovery
- Spacious break rooms with healthy meals & snacks provided at no additional cost
- Team-building activities, including volunteer opportunities
Willmeng places nothing more important to the organizational health of the company than its overall focus on culture. By bringing different personalities together and embracing their individual contributions, the culture is rich, strong and uniquely different. With a true family feel and the opportunity to participate in building a genuine place of purpose for clients and employees, Willmeng has the distinct advantage of something exceptional and special in the culture. 
