HR Specialist - Employee Experience

Overview

As an HR Employee Experience Specialist, you’ll be instrumental in shaping the employee journey from day one and beyond. In this role, you’ll ensure a seamless and welcoming onboarding process and collaborate across functional areas to deliver a cohesive and engaging lab-wide onboarding experience.

But it doesn't stop there—this role is also about building strong connections with employees throughout the employment lifecycle. By actively engaging with staff, listening to their feedback, and observing trends, you’ll bring valuable insights that help shape programs and initiatives that matter. Your work will directly support employee morale, job satisfaction, and overall workplace engagement.

You'll play a key role in building sustainable, long-term relationships that foster trust and influence strategic HR actions. Whether it’s enhancing onboarding touchpoints, identifying areas for continuous improvement, or supporting cross-functional efforts, you’ll help ensure that the employee experience is consistent, thoughtful, and aligned with the Lab’s operational goals.

A U.S. Department of Energy National Laboratory managed by Princeton University, the Princeton Plasma Physics Laboratory (PPPL) is tackling the world’s toughest science and technology challenges using plasma, the fourth state of matter. With more than 70 years of history, PPPL is a leader in the science and engineering behind the development of fusion energy, a potentially limitless energy source. PPPL is also using its expertise to advance research in the areas of microelectronics, quantum sensors and devices, and sustainability sciences. Whether it be through science, engineering, technology or professional services, every team member has an opportunity to contribute to our mission and vision. Come join us!

Responsibilities

Core Duties: 

Onboarding Programs Management

• Design, develop, and lead comprehensive onboarding programs at both the Lab-wide and functional levels.
• Ensure smooth and welcoming transitions for new hires by managing schedules, materials, and key touchpoints.
• Act as the primary point of contact for new employees, offering personalized support and guidance.
• Oversee and support employee relocation processes, working with both new hires and functional teams to ensure a seamless move.
• Manage and continuously improve the buddy program to foster connection and support for new employees.
• Select and train buddies, monitor program effectiveness, and implement enhancements based on feedback.
• Design and facilitate engaging orientation sessions and training workshops to introduce company culture, policies, and procedures.
• Coordinate with functional teams to deliver a cohesive, Lab-wide onboarding experience.
• Work with departments to integrate specific onboarding needs into a unified orientation framework.
• Align onboarding and employee engagement efforts with the Lab’s culture, values, and operational goals.

Employee Experience & Engagement

• Build strong, trust-based relationships with employees from the start and throughout their lifecycle at the Lab.
• Gather and advise on employee feedback to continuously improve the experience and address evolving needs.
• Identify trends and share insights to help shape HR programs that support morale, satisfaction, and retention.
• Serve as a connector across departments, ensuring employees feel supported, informed, and valued at every stage.
• Support cross-functional HR initiatives aimed at improving overall employee experience and workforce retention.
• Design and coordinate employee connection programs such as buddy programs, welcome events, or engagement touchpoints to build community.
• Collaborate with the internal communications team to generate ideas and recommend effective ways to communicate HR initiatives, programs, and updates to employees

Immigration Coordination

• Collaborate with the Davis International Center to manage immigration processes for international employees.

Continuous Improvement

• Implement and manage feedback channels (e.g. surveys, check-ins, exit discussions) to regularly assess employee sentiment and identify areas for improvement.
• Partner with HR and departmental leaders to implement targeted improvements based on data and employee feedback.
• Track and analyze employee engagement and onboarding metrics using insights to recommend enhancements that improve satisfaction and the overall employee experience.
• Other projects and duties as assigned.

Qualifications

Education and Experience: 

• A Bachelor’s degree in Business, Human Resources, or a related field is preferred; however, we recognize that relevant experience can serve as a substitute for formal education. We value substantial experience in customer-facing roles or positions focused on customer excellence, which can demonstrate the skills and knowledge necessary for this role. If you have a proven track record of success in such positions, we encourage you to apply.

Knowledge, Skills and Abilities: 

• This role requires a results-oriented professional who takes initiative in a complex matrix environment and can transition between strategy and hands-on attention to detail and execution.
• Strong written and verbal communication and consultation skills and proven track record in a client-facing role, including the ability to collaborate and work with all employees.
• Ability to problem solve by getting to the root causes and executing solutions.

Physical Requirements: 

• This is an employee-facing role focused on facilitating a successful onboarding and employee experience for all employees. Onsite presence is essential to foster strong personal relationships, but we’re open to flexible arrangements, allowing for occasional remote work one day a week after an onboarding period.

Working Conditions: 

• Office setting. 

Princeton University is an Equal Opportunity and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law.

The University considers factors such as (but not limited to) scope and responsibilities of the position, candidate's qualifications, work experience, education/training, key skills, market, collective bargaining agreements as applicable, and organizational considerations when extending an offer. The posted salary range represents the University's good faith and reasonable estimate for a full-time position; salaries for part-time positions are pro-rated accordingly.

If the salary range on the posted position shows an hourly rate, this is the baseline; the actual hourly rate may be higher, depending on the position and factors listed above.

The University also offers a comprehensive benefit program to eligible employees. Please see this link for more information.

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from participation in certain foreign government talent recruitment programs. All PPPL employees are required to disclose any participation in a foreign government talent recruitment program and may be required to withdraw from such programs to remain employed under the DOE Contract.

Standard Weekly Hours

Eligible for Overtime

Benefits Eligible

Probationary Period

Essential Services Personnel (see policy for detail)

Physical Capacity Exam Required

Valid Driver's License Required

Salary Range