Salary: $68,830.00 - $108,291.00 Annually
Location : City Hall, 900 East Broad Street, Richmond, VA
Job Type: Full-Time
Job Number:
Department: Human Resources
Opening Date: 10/02/2026
Closing Date: 10/16/2026 11:59 PM Eastern

Description
The anticipated hiring range is $73,672 - $88,000

The Employee Experience Consultant is a key contributor within the Human Resources Department, responsible for supporting the design, implementation, and continuous improvement of employee experience initiatives across the organization. This role partners closely with the Employee Experience Manager to enhance engagement, strengthen organizational culture, and deliver programs that positively impact the employee lifecycle from onboarding through offboarding.

The Employee Experience Consultant plays a hands-on role in executing programs related to employee engagement, performance management, onboarding, offboarding, and recognition. This position requires a strong balance of strategic thinking and operational execution, with a focus on delivering high-quality, people-centered solutions that align with the City's mission, values, and service delivery goals.
Duties include but are not limited to
Employee Experience & Engagement

• Support the development and execution of employee engagement strategies and initiatives that promote a positive and inclusive workplace culture
• Assistin the administration and analysis of employee surveys;identifytrends and provide actionable recommendations
• Coordinate and support employee engagement events, programs, and initiatives across departments
• Partner with leadership and HR teams to enhance employee satisfaction and retention

Onboarding & Offboarding

• Assistin the design, implementation, and continuous improvement of onboarding programs to ensure a seamless and engaging new hire experience
• Coordinate new hire orientation and onboardinglogistics
• Support offboarding processes, including exit interviews and data collection
• Analyze onboarding and exit data toidentifyopportunities for improvement

Performance Management

• Support the implementation and administration of a modern performance management system and evaluation process
• Assistin developing tools, resources, and training materials for managers and employees
• Provide guidance to departments on performance processes, timelines, and expectations

• Monitor completion rates and ensure compliance with performance evaluation cycles

Employee Recognition & Culture Programs

• Support the design and administration of employee recognition programs that reinforce organizational values and behaviors
• Assistin developing creative and meaningful ways to recognize employee contributions
• Ensure programs areequitable, inclusive, and aligned with organizational culture goals

Data, Reporting & Continuous Improvement

• Collect, analyze, and report on employee experience metrics (engagement, onboarding effectiveness, turnover insights, etc.)
• Develop dashboards and reports to inform leadership decision-making
• Identifytrends and recommend process improvements and program enhancements

Collaboration & Project Support

• Partner with HR Business Partners, Training & Development, and other HR divisions to align employee experience initiatives
• Support cross-functional HR projects that enhance organizational effectiveness
• Assist the Employee Experience Manager with special projects and strategic initiatives

Knowledge, Skills, and Abilities

• Strong understanding of employee experience principles and employee lifecycle practices
• Ability to translate data into actionable insights and recommendations
• Excellent communication and interpersonal skills with the ability to build relationships across all levels of the organization
• Strong organizational skills with the ability to manage multiple priorities and deadlines
• Ability to work both independently and collaboratively in a fast-paced environment
• High levelof professionalism, discretion, and customer service orientation

Qualifications, Special Certifications and Licenses
Minimum Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Public Administration, or a related field
• Two (2) to four (4) years of experience in human resources, employee engagement, organizational development, or a related field
• Experience supporting programs related to employee engagement, onboarding, performance management, or culture initiatives

Preferred Qualifications

• Experience in public sector or large, complex organizations
• Experience supporting employee surveys, engagement strategies, or culture transformation initiatives
• Familiarity with performance management systems and employee lifecycle programs
• Strong analytical skills with experience interpreting workforce data and trends
• Experience coordinating programs, events, or organizational initiatives

01

5-point veteran's must have been discharged under honorable conditions and had one of the following:Active duty in the Armed Forces of the United States, in a war, or during the period 4/28/52-7/1/55 or active duty for more than 180 consecutive days other than for training, any part of which occurred during the period beginning 2/1/55 and 10/14/76 or active duty during the Gulf War sometime between 8/2/90 - 1/2/92 or active duty in a campaign or expedition for which a campaign badge has been authorized or active duty for which more than 180 consecutive days other than for training, any part of which occurred during the period beginning 9/11/2001 and ending on the date prescribed by the Presidential proclamation or by the law as the last date of operation Iraqi Freedom. Do any of these apply?

• Yes
• No

02

Which answer best describes your highest level of education?

• High School Diploma/ GED
• Associate's Degree
• Bachelor's Degree
• Master's Degree
• None of the above

03

10-point compensable veteran. You must have an existing compensable service-connected disability of 10 percent or more. Other 10-point veteran include disabled veteran or a veteran who was awarded the Purple Heart for wound or injuries received in action, veteran's widow or widower who has not remarried, wife or husband of a veteran who has a service-connected disability, widowed, divorced or separated mother of an ex-service son or daughter who died in action, or who is totally and permanently disabled. Do any of these apply?

• Yes
• No

04

How experience are you in designing or improving onboarding programs?

• No experience
• Assisted with program tasks
• Independently improved onboarding processes
• Designed onboarding programs from the ground up

05

How skilled are you in analyzing onboarding and exit data to provide recommendations?

• No experience
• Basic summary-level review
• Can identify insights and opportunities
• Advanced, data-driven decision-making

06

How comfortable are you developing performance management tools or training materials?

• No experience
• Assisted in creating materials
• Independently develop resources
• Lead system-wide training development

07

How experienced are you in designing or administering recognition programs?

• No experience
• Assisted with program components
• Independently managed programs
• Designed and fully implemented organization-wide initiatives

08

How experienced are you in guiding departments on performance timelines and expectations?

• No experience
• Minimal guidance
• Regular guidance
• Strategic partner in performance processes

09

How experience are you in monitoring completion rates and ensuring compliance?

• No experience
• Basic tracking
• Proficient at monitoring and follow-up
• Expert in compliance strategies

10

How experience are you in developing or supporting employee engagement strategies?

• No experience
• Less than one year of experience
• One to two years of experience
• Three to four years of experience
• Five or more years of experience

Required Question