HR Employee Experience Coordinator

Atwell, LLC is a bold leader in the consulting, engineering, and construction services industry, delivering a broad range of creative solutions to clients in the real estate & land development, and energy markets. We have a strong national presence and a diverse, award-winning project portfolio. Atwell is a privately owned company, with 2,000+ passionate team members across 75+ locations and growing!

Atwell, LLC
is a proud recipient of the following 2025
awards:

• Ten consecutive years in a row as a "Best Place to Work" by Zweig Group (#11)
• Recognized as #70 in the ENR Top 500 Design Firms, ranked in every region
• Recognized in Crain's "Fast 50" as one of the fastest-growing companies (#14)
• Recognized as the 2025 ENR Design Firm of the year for the southeastern US

Location: Southfield, MI
Schedule: Full-Time | Hybrid

Atwell is seeking an HR Employee Experience Coordinator to support our Human Resources Business Partner team and help deliver a consistent, responsive employee experience across the organization.

This is a highly visible HR coordination role supporting employees and leaders throughout the employee lifecycle, with a particular focus on employee changes, resignations, offboarding, surveys, exit interviews, documentation, and HR process administration.

You’ll support a team of HR Business Partners and interact with employees and leaders at all levels of the organization. The right person will be highly organized, comfortable managing multiple priorities, confident communicating with employees and senior leaders, and able to handle sensitive or difficult conversations with professionalism and discretion.

This is a great opportunity for someone with early-career HR experience or transferable experience in customer service, employee support, operations, or coordination who wants to continue building a career in Human Resources.

Support HR Business Partners with employee lifecycle changes including promotions, transfers, compensation changes, title changes, reporting changes, resignations, and other employee updates.

Coordinate resignation and offboarding processes, including documentation, key dates, employee and leader follow-up, and completion of required HR steps.

Schedule and conduct exit interviews as assigned, document employee feedback objectively, and identify themes or concerns for HRBP follow-up.

Coordinate employee experience touchpoints including 90-day surveys, one-year check-ins, and other employee outreach initiatives.

Communicate directly with employees and leaders across the organization to gather information, provide updates, and keep HR processes moving.

Maintain accurate HR trackers, documentation, electronic employee records, email correspondence, and process files.

Assist HRBPs with recurring administrative work, employee follow-up, communication drafts, process checklists, and documentation.

Track deadlines and open action items across multiple HR processes and follow through until completion.

Handle confidential employee information and sensitive employee matters with professionalism and discretion.

Follow established HR procedures and identify opportunities to make processes more efficient, consistent, or easier to manage.

Support HR projects and other Corporate Services initiatives as needed.

1+ year of experience in Human Resources, employee support, customer service, operations, administration, or a related environment.

Strong verbal and written communication skills with the confidence to communicate professionally with employees, managers, and senior leaders.

Exceptional attention to detail, particularly when working with employee information, dates, approvals, forms, and documentation.

Ability to manage repetitive, process-driven work while maintaining accuracy and follow-through.

Comfortable working in a fast-moving environment where priorities and employee needs can change throughout the day.

Professional judgment and discretion when handling confidential or sensitive employee information.

Comfortable conducting structured employee conversations, including exit interviews and offboarding discussions.

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