Sr. Employee Experience Manager

Senior Employee Experience Partner

Overview

The Senior Employee Experience Partner reports to the Senior Director, Talent Management, Learning & Development, and Employee Experience and serves as a senior partner responsible for translating 6sense’s external brand and values into a compelling internal identity—delivering the company’s brand promise through the lived employee experience.

This role leads the design and execution of global, enterprise-wide employee experience strategies, partnering with executives, People Partners, and hub leaders to drive transformational change across regions and countries. Operating at scale across the full employee lifecycle—from onboarding and growth to engagement, recognition, belonging, and retention—this leader ensures experiences are intentional, consistent, and aligned to business priorities.

By stewarding an inside-out brand approach, the Senior Employee Experience Partner shapes programs and moments that reinforce culture, strengthen connection, and enable employees worldwide to feel valued, believed in, and empowered to perform at their best—directly advancing engagement, retention, inclusion, and organizational effectiveness at 6sense.

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Key Responsibilities

Employee Experience Strategy

• Architect, lead, and govern a multi-year, enterprise employee experience strategy aligned to 6sense’s business priorities, culture, employer brand, and global workforce needs.
• Define 6sense Employee Value Proposition and partner in bringing it to life through our end-to-end employee lifecycle experience at an enterprise level—continuously evolving how onboarding, growth, engagement, recognition, belonging, and exits are designed and experienced globally.
• Identify, prioritize, and elevate enterprise-critical “moments that matter,” designing scalable, high-impact experiences that work across regions, cultures, and geographies.
• Leverage employee data intelligence—including engagement data, sentiment analysis, workforce dashboards, qualitative insights, and feedback loops—to inform strategic decisions, experience design, and long-term roadmap planning.

Engagement & Listening Strategy

• Lead the global engagement and listening strategy, defining the approach to surveys, pulse checks, qualitative listening, and ongoing insight generation across the organization.
• Translate complex, multi-source employee data into clear, actionable insights and strategic recommendations for executives and senior leaders.
• Establish and sustain an enterprise operating rhythm of listening, action planning, and accountability that strengthens trust, transparency, and leadership ownership.
• Analyze engagement and sentiment trends to proactively identify enterprise-level risks and opportunities related to retention, culture, performance, and workforce sustainability.

Recognition, Belonging & Inclusion (Enterprise Programs)

• Design and scale global recognition, belonging, and inclusion strategies that reinforce 6sense’s values, strengthen cultural cohesion, and support a diverse, distributed workforce.
• Own the enterprise recognition strategy and ecosystem, ensuring programs reinforce desired behaviors, align to company values, and deliver meaningful impact at scale.
• Partner with executive sponsors, business leaders, and ERGs to evolve belonging initiatives that drive community, representation, and inclusion across regions, such as crafting ERG charters.
• Create enterprise frameworks, playbooks, and multi-year plans that enable consistent execution while allowing for regional and cultural relevance.
• Serve as a strategic advisor to People Partners and leaders to ensure experiences are intentional, inclusive, and aligned across the organization.

Community, Events & Hub Experience

• Lead the enterprise approach to in-person, hybrid, and hub-based employee experiences, partnering to build connection, culture, and community at scale.
• Ensure alignment between global experience standards and regional execution, balancing consistency with local relevance across countries and hubs.
• Guide community-building strategies that strengthen employee connection to one another, to leaders, and to the broader 6sense mission.

Employee Experience Platforms & Programs

• Launch and provide strategic oversight of employee experience platforms and tools, including engagement, recognition, and communication channels.
• Create and implement enterprise-side change management and communication plans, using proven change management models that reinforce clarity, purpose, alignment, and adoption.
• Partner closely with Marketing, Brand, and Internal Communications to translate 6sense’s external brand into a compelling internal identity and deliver an inside-out brand experience for employees.

Measurement & Insights

• Define and govern enterprise success metrics for employee experience, including engagement, retention, participation, recognition effectiveness, and belonging indicators.
• Apply advanced analytics, trend analysis, and insight synthesis to assess effectiveness, guide prioritization, and continuously evolve enterprise programs.
• Present data-backed insights, risks, and recommendations to senior leadership and executives, directly influencing culture, talent strategy, and organizational effectiveness.

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Qualifications

• 10+ years of progressive experience leading global, enterprise-scale employee experience, engagement, and DEIB strategies in hyper-growth environments, with demonstrated ability to align enterprise and regional approaches across multiple geographies, cultures, and stages of organizational maturity.
• Proven track record of architecting, executing, and governing enterprise listening strategies, including engagement surveys and qualitative insight programs, and synthesizing data into clear, executive-level insights and enterprise engagement action plans.
• Demonstrated success leading large-scale, global change initiatives, using established change management methodologies to drive adoption, behavior change, and sustained impact across regions and countries.
• Experience launching and scaling HR platforms or enterprise systems globally, including stakeholder alignment, change readiness, communications, and adoption across a distributed workforce.
• Strong history of building and executing enterprise strategies in hyper-growth technology environments, balancing speed, scale, and organizational maturity.
• Deep expertise in employee listening, engagement strategy, culture-building, and enterprise recognition design, with experience moving from pilots to scalable, global solutions.
• Demonstrated ability to leverage data intelligence, analytics, and insight synthesis to drive decision-making, prioritize investments, and continuously evolve employee experience strategies.
• Demonstrated ability to thoughtfully leverage AI to enhance employee experience, enable personalization at scale, strengthen connection and engagement, and support organizational effectiveness in an AI-driven business.
• Proven experience designing and scaling enterprise programs that measurably improve engagement, retention, belonging, and employee outcomes.
• Experience partnering with Employee Resource Groups (ERGs), employee communities, and executive sponsors to advance belonging and inclusion at scale.
• Experience leading or partnering on enterprise events, community-building strategies, and global or hub-based employee experiences across distributed and hybrid organizations.
• Extensive experience with engagement platforms, survey tools, recognition tools, and HR technologies, with accountability for enterprise adoption and impact.
• Exceptional executive communication and stakeholder influence skills, including partnership with Marketing, Brand, and Internal Communications to translate external brand and narrative into a compelling, internally aligned employee experience.
• Strategic, systems-level thinker with the ability to translate complex employee insights into enterprise experiences, change programs, and measurable business outcomes.