Seattle Public Utilities
Employee Experience Advisor (SA 2, Exempt L21)
Seattle Public Utilities, Seattle, Washington, us, 98127
Employee Experience Advisor (SA 2, Exempt L21)
Seattle Public Utilities (SPU) is seeking an Employee Experience Advisor (SA 2) to design and execute strategic workforce initiatives for 1,400+ employees delivering essential services to Seattle and 1.5 million regional customers. This isn't just an HR role—it’s a chance to shape how public service organizations create thriving, inclusive workplaces that attract top talent and deliver exceptional community impact.
As a culture strategist with a deep understanding of how people, systems, and purpose drive organizational performance, you will serve as a cross‑functional connector and strategic advisor, building alignment between SPU’s Strategic Business Plan, culture, and people strategies. You will be a relationship‑builder who values equity and inclusion, leading initiatives across the employee lifecycle—onboarding, off‑boarding, workforce development, retention, communications, and culture—to create a unified employee value proposition and foster a high‑performance, inclusive workplace.
Key Responsibilities
Culture and Strategic Alignment: Define and amplify the employee value proposition (EVP), aligning it with SPU’s mission and core values to ensure a consistent, inspiring employee experience. Collaborate with executive leadership to build a shared culture that reflects strategic priorities and connects individual purpose to public service.
Integrated Talent & Workforce Development Strategy: Partner with Talent Acquisition and Learning and Development teams to ensure recruitment, onboarding, and workforce development reflect our values and support strategic goals. Promote job design and work models that enhance engagement, flexibility, and productivity while supporting operational efficiency and workforce well‑being.
Departmental Listening & Responsiveness: Design and implement employee surveys, pulse checks, and feedback loops to identify trends, risks, and opportunities. Ensure actionable insights are communicated clearly and expeditiously to the right stakeholders, with accountability for follow‑up and improvement.
Strategic Communications & Experience Design: Develop and execute internal communication strategies across digital, print, face‑to‑face, and experiential channels that foster alignment, transparency, and community. Bring values to life through storytelling campaigns, recognition programs, and immersive employee experiences that reflect SPU’s identity.
Learning, Growth & Innovation: Connect learning platforms and development pathways to an overarching organizational development strategy that prepares employees for change, innovation, and impact. Foster collaboration across the department to promote continuous learning and improvement across the workforce.
Belonging, Equity & Community: Foster a culture of inclusion and warmth through employee resource groups, cultural events, and service opportunities that celebrate diversity and build relationships. Advance equitable policies and engagement practices.
Recognition & Motivation: Design and manage recognition programs that honor employee achievements and contributions in ways that reinforce SPU’s values and drive intrinsic and extrinsic motivation. Support development of reward strategies that are inclusive, transparent, and aligned with workforce engagement objectives.
Technology, Analytics & Accountability: Use technology platforms to enhance connectivity, streamline communications, and scale engagement strategies across the utility. Leverage data, dashboards, and other analytics to drive decision‑making.
Key Projects You’ll Lead
Department‑Wide Engagement Strategy: Develop and implement a comprehensive multi‑year employee engagement roadmap that aligns strategic workforce initiatives with culture transformation goals, creating measurable impact across all SPU divisions.
Onboarding & Offboarding Transformation: Redesign employee transition processes to create meaningful, modernized experiences that foster inclusion, build connections, and accelerate learning from day one through departure.
Employee Engagement Survey & Analytics: Lead the complete lifecycle of SPU’s employee engagement survey—from design and administration to action planning and implementation—including ongoing pulse checks that drive continuous improvement.
Recognition Program Development: Partner with the Employee Recognition Committee to build and launch an inclusive recognition strategy that celebrates achievements, reinforces departmental values, and motivates employees through meaningful acknowledgment and tangible rewards.
Employee Experience Dashboard: Collaborate with Workday and analytics teams to create a dynamic, real‑time dashboard that provides actionable insights for decision‑making while promoting transparency in workforce equity metrics and engagement trends.
Qualifications Education:
Bachelor’s degree in Human Resources, Public Administration, Organizational Development, Communications, or related field, or equivalent combination of education and experience.
Experience:
Five years of progressive experience in employee engagement, organizational development, human resources, or communications, with proven success designing and implementing comprehensive engagement strategies that integrate organizational systems, people management, and culture transformation. Hands‑on experience with employee survey tools, digital communication platforms, and analytics dashboards to measure organizational effectiveness. Strong facilitation, communication, and stakeholder engagement skills with demonstrated ability to lead groups, drive consensus, and manage relationships across all organizational levels.
Desired Qualifications
Professional experience in unionized or public sector environments, cross‑functional team leadership and matrix organization experience, change management or organizational transformation projects, and budget management for employee programs are highly valued.
Technical skills: Experience with survey platforms such as Qualtrics, Culture Amp, or SurveyMonkey, HRIS systems like Workday or SAP SuccessFactors, data visualization tools including Tableau or Power BI, and learning management systems (LMS) is preferred.
Specialized knowledge: Strong experience in DEI strategy implementation, labor relations and collective bargaining, human capital reporting frameworks, and public sector procurement processes.
Demonstrated results: Track record of improved employee engagement scores, successful employee program launches, reduced turnover/improved retention, and multi‑level stakeholder management.
Professional development: HR certifications, change management training, or project management credentials (SHRM‑CP, PROSCI, HRCI, ATD) are preferred but not required.
Benefits
Hybrid work schedule opportunities
Family‑friendly and multicultural work environment
Generous benefits package
Free public transportation options
City pension plan with employer/employee contributions
Growth potential and advancement opportunities
Workplace Schedule & Environment
Hybrid schedule with remote work flexibility (minimum 3 days/week in‑office). Individual schedules will be agreed upon by the employee and their supervisor.
Work is performed both in an office environment and in a public setting.
Collaborative, inclusive team environment
Application Requirements
A complete NEOGOV/Government Jobs online application
Supplemental questionnaire responses
Attached resume and cover letter describing your skills and experience in relation to this position.
Salary Range:
$114,004.80 – $171,069.84 annually
Background check: The hiring process involves a background check of conviction and arrest records in compliance with Seattle’s Fair Chance Employment Ordinance, SME 14.17. Applicants will be provided an opportunity to explain or correct background information.
Benefits: The City of Seattle offers a comprehensive benefits package including vacation, holiday, and sick leave as well as medical, dental, vision, life and long‑term disability insurance for employees and their dependents. More information about employee benefits is available on the City’s website at: https://www.seattle.gov/human-resources/benefits/employees-and-covered-family-members/most-employees-plans.
Who may apply: The City of Seattle encourages people of all backgrounds to apply, including people of color, immigrants, refugees, women, LGBTQ, people with disabilities, veterans, and those with diverse life experience. This position is open to all qualified candidates that meet the minimum qualifications. The City of Seattle values diverse perspectives and life experiences. Applicants will be considered regardless of race, color, creed, national origin, ancestry, sex, marital status, disability, religious or political affiliation, age, sexual orientation, or gender identity.
If you have any questions, please contact Erika Monroe at
erika.monroe@seattle.gov .
Learn more about Seattle Public Utilities at our web page www.seattle.gov/util/.
Seniority Level Mid‑Senior level
Employment Type Full‑time
Job Function Human Resources
Industry Government Administration
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As a culture strategist with a deep understanding of how people, systems, and purpose drive organizational performance, you will serve as a cross‑functional connector and strategic advisor, building alignment between SPU’s Strategic Business Plan, culture, and people strategies. You will be a relationship‑builder who values equity and inclusion, leading initiatives across the employee lifecycle—onboarding, off‑boarding, workforce development, retention, communications, and culture—to create a unified employee value proposition and foster a high‑performance, inclusive workplace.
Key Responsibilities
Culture and Strategic Alignment: Define and amplify the employee value proposition (EVP), aligning it with SPU’s mission and core values to ensure a consistent, inspiring employee experience. Collaborate with executive leadership to build a shared culture that reflects strategic priorities and connects individual purpose to public service.
Integrated Talent & Workforce Development Strategy: Partner with Talent Acquisition and Learning and Development teams to ensure recruitment, onboarding, and workforce development reflect our values and support strategic goals. Promote job design and work models that enhance engagement, flexibility, and productivity while supporting operational efficiency and workforce well‑being.
Departmental Listening & Responsiveness: Design and implement employee surveys, pulse checks, and feedback loops to identify trends, risks, and opportunities. Ensure actionable insights are communicated clearly and expeditiously to the right stakeholders, with accountability for follow‑up and improvement.
Strategic Communications & Experience Design: Develop and execute internal communication strategies across digital, print, face‑to‑face, and experiential channels that foster alignment, transparency, and community. Bring values to life through storytelling campaigns, recognition programs, and immersive employee experiences that reflect SPU’s identity.
Learning, Growth & Innovation: Connect learning platforms and development pathways to an overarching organizational development strategy that prepares employees for change, innovation, and impact. Foster collaboration across the department to promote continuous learning and improvement across the workforce.
Belonging, Equity & Community: Foster a culture of inclusion and warmth through employee resource groups, cultural events, and service opportunities that celebrate diversity and build relationships. Advance equitable policies and engagement practices.
Recognition & Motivation: Design and manage recognition programs that honor employee achievements and contributions in ways that reinforce SPU’s values and drive intrinsic and extrinsic motivation. Support development of reward strategies that are inclusive, transparent, and aligned with workforce engagement objectives.
Technology, Analytics & Accountability: Use technology platforms to enhance connectivity, streamline communications, and scale engagement strategies across the utility. Leverage data, dashboards, and other analytics to drive decision‑making.
Key Projects You’ll Lead
Department‑Wide Engagement Strategy: Develop and implement a comprehensive multi‑year employee engagement roadmap that aligns strategic workforce initiatives with culture transformation goals, creating measurable impact across all SPU divisions.
Onboarding & Offboarding Transformation: Redesign employee transition processes to create meaningful, modernized experiences that foster inclusion, build connections, and accelerate learning from day one through departure.
Employee Engagement Survey & Analytics: Lead the complete lifecycle of SPU’s employee engagement survey—from design and administration to action planning and implementation—including ongoing pulse checks that drive continuous improvement.
Recognition Program Development: Partner with the Employee Recognition Committee to build and launch an inclusive recognition strategy that celebrates achievements, reinforces departmental values, and motivates employees through meaningful acknowledgment and tangible rewards.
Employee Experience Dashboard: Collaborate with Workday and analytics teams to create a dynamic, real‑time dashboard that provides actionable insights for decision‑making while promoting transparency in workforce equity metrics and engagement trends.
Qualifications Education:
Bachelor’s degree in Human Resources, Public Administration, Organizational Development, Communications, or related field, or equivalent combination of education and experience.
Experience:
Five years of progressive experience in employee engagement, organizational development, human resources, or communications, with proven success designing and implementing comprehensive engagement strategies that integrate organizational systems, people management, and culture transformation. Hands‑on experience with employee survey tools, digital communication platforms, and analytics dashboards to measure organizational effectiveness. Strong facilitation, communication, and stakeholder engagement skills with demonstrated ability to lead groups, drive consensus, and manage relationships across all organizational levels.
Desired Qualifications
Professional experience in unionized or public sector environments, cross‑functional team leadership and matrix organization experience, change management or organizational transformation projects, and budget management for employee programs are highly valued.
Technical skills: Experience with survey platforms such as Qualtrics, Culture Amp, or SurveyMonkey, HRIS systems like Workday or SAP SuccessFactors, data visualization tools including Tableau or Power BI, and learning management systems (LMS) is preferred.
Specialized knowledge: Strong experience in DEI strategy implementation, labor relations and collective bargaining, human capital reporting frameworks, and public sector procurement processes.
Demonstrated results: Track record of improved employee engagement scores, successful employee program launches, reduced turnover/improved retention, and multi‑level stakeholder management.
Professional development: HR certifications, change management training, or project management credentials (SHRM‑CP, PROSCI, HRCI, ATD) are preferred but not required.
Benefits
Hybrid work schedule opportunities
Family‑friendly and multicultural work environment
Generous benefits package
Free public transportation options
City pension plan with employer/employee contributions
Growth potential and advancement opportunities
Workplace Schedule & Environment
Hybrid schedule with remote work flexibility (minimum 3 days/week in‑office). Individual schedules will be agreed upon by the employee and their supervisor.
Work is performed both in an office environment and in a public setting.
Collaborative, inclusive team environment
Application Requirements
A complete NEOGOV/Government Jobs online application
Supplemental questionnaire responses
Attached resume and cover letter describing your skills and experience in relation to this position.
Salary Range:
$114,004.80 – $171,069.84 annually
Background check: The hiring process involves a background check of conviction and arrest records in compliance with Seattle’s Fair Chance Employment Ordinance, SME 14.17. Applicants will be provided an opportunity to explain or correct background information.
Benefits: The City of Seattle offers a comprehensive benefits package including vacation, holiday, and sick leave as well as medical, dental, vision, life and long‑term disability insurance for employees and their dependents. More information about employee benefits is available on the City’s website at: https://www.seattle.gov/human-resources/benefits/employees-and-covered-family-members/most-employees-plans.
Who may apply: The City of Seattle encourages people of all backgrounds to apply, including people of color, immigrants, refugees, women, LGBTQ, people with disabilities, veterans, and those with diverse life experience. This position is open to all qualified candidates that meet the minimum qualifications. The City of Seattle values diverse perspectives and life experiences. Applicants will be considered regardless of race, color, creed, national origin, ancestry, sex, marital status, disability, religious or political affiliation, age, sexual orientation, or gender identity.
If you have any questions, please contact Erika Monroe at
erika.monroe@seattle.gov .
Learn more about Seattle Public Utilities at our web page www.seattle.gov/util/.
Seniority Level Mid‑Senior level
Employment Type Full‑time
Job Function Human Resources
Industry Government Administration
#J-18808-Ljbffr