Owns the employee lifecycle experience — onboarding, offboarding, and exit process — designing programs that scale as headcount grows, not just executing steps Leads culture and engagement programming (onsites/offsites, biweekly events, recognition, ERGs) in partnership with Workplace, owning the shared calendar end-to-end Designs and runs the engagement survey, pulse checks, and quarterly listening tours, translating results into program changes Builds manager-facing infrastructure — development survey, self-service tools, feedback cycle facilitation — that reduces manager reliance on People Team for routine needs Turns ad hoc programs (swag, conference perks) into repeatable, budgeted processes with clear ownership and cadence Manages vendor relationships and budget across events, swag, and conferences, and reports on program impact to leadership Runs the internship program independently, from design through execution