People Experience Manager

People Experience Manager

Boston, MA

At AV, we believe exceptional people experiences are critical to building and maintaining a strong, high-performing company. We're looking for a thoughtful, creative, and execution-oriented People Experience Manager to help us continue building those experiences as we grow.

Working closely with the Chief People Officer, you'll play a central role in designing and delivering the programs, experiences, and People practices that support employees throughout their journey 'll help us understand what our people need, identify opportunities to make their experience better, and turn those insights into programs that are thoughtful, practical, and scalable.

You'll also be a trusted and highly visible member of the People team. Employees and managers will look to you for guidance, support, and perspective, so strong judgment, empathy, and the ability to build trust matter just as much as your ability to build great programs.

This is a broad, hands-on role for someone who enjoys moving between designing a new employee experience, partnering with a manager, improving a People process, and making sure the important details of the employee lifecycle are handled exceptionally well.

Location & Office Expectations:
This role can be based out of either our Manchester, NH headquarters or our Boston office. For team members who choose Boston as their primary office, we ask that you plan to work from our Manchester headquarters 2–3 days per week. As Manchester is home to our headquarters and a central hub for our team, spending regular time there helps foster strong collaboration, connection, and engagement across the organization.

You'll Thrive in This Role If… You love building things that make work better for people. You're energized by taking an idea and turning it into an experience employees can actually feel.

You're also someone people naturally trust. Employees feel comfortable coming to you, managers value your perspective, and you can navigate a sensitive conversation with the same confidence you bring to launching a new program.

You enjoy both sides of People work: the creative, strategic work of imagining what could be better and the operational discipline required to make it happen. You don't need every problem to come with a playbook, and you're comfortable taking ownership and figuring out the path forward.

Build Meaningful People Programs & Experiences

• Shape and continuously improve the employee experience across key moments in the employee lifecycle
• Design and build People programs that strengthen connection, engagement, recognition, performance, and the overall employee experience
• Lead employee listening efforts, including engagement and pulse surveys, and turn feedback and insights into meaningful action
• Partner with the CPO to identify what AV needs next and take programs from idea through design, launch, adoption, and continuous improvement
• Bring creativity and fresh thinking to how we engage, connect, recognize, and support employees
• Partner with our Talent Development leader to help bring learning, manager development, and career growth initiatives to life across the organization
• Use employee feedback, participation, and data to understand what's working and continuously improve our programs

Be a Trusted People Partner

• Build strong, trusted relationships with employees and managers and serve as a go-to resource for day-to-day People questions, guidance, and support
• Coach and support managers through employee situations, performance conversations, team dynamics, and other People matters
• Provide employees with a trusted, approachable place to ask questions, share concerns, and seek guidance
• Bring sound judgment, empathy, discretion, and business perspective to sensitive or complex situations
• Support organizational change initiatives and help leaders and employees navigate growth and change effectively
• Partner closely with the CPO on People and organizational priorities, taking ownership of issues and initiatives and knowing when to collaborate, escalate, or independently move something forward
• Stay close to the employee experience, surfacing themes…