Learning and Employee Experience Partner, Lead

About the Metropolitan Museum of Art

The Met presents over 5,000 years of art from around the world for everyone to experience and enjoy. The Museum lives in two iconic sites in New York City—The Met Fifth Avenue and The Met Cloisters. Millions of people also take part in The Met experience online.

Since its founding in 1870, The Met has always aspired to be more than a treasury of rare and beautiful objects. We are committed to fostering a collaborative and respectful work environment with a staff as diverse as the audiences we engage. Our staff members are art lovers who are passionate about working toward a common goal: creating the most dynamic and inspiring art museum in the world.

At The Met, every staff member – from security officers to researchers to scientists and beyond – lives by our core values of respect, inclusivity, collaboration, excellence, and integrity. 

Respect: Engage one another with collegiality, empathy, and kindness, always.

Inclusivity: Ensure that all are and feel welcome and valued.

Collaboration: Reach across boundaries to exchange ideas and work together toward our shared mission.

Excellence: Lead the cultural world in quality and expertise—and inspire curiosity and creativity.

Integrity: Hold ourselves to the highest moral standards, admit when we fall short, and then evolve. 

GENERAL STATEMENT OF DUTIES AND RESPONSIBILITIES:

The Learning & Employee Experience Partner, Lead is responsible for advancing employee growth, engagement, and organizational effectiveness through innovative learning, development, and employee experience initiatives. This role leads the design and implementation of programs that enhance employee performance, leadership capability, career development, and retention while fostering a culture of continuous learning and engagement. Working closely with HR colleagues and business leaders, the Lead translates organizational priorities into meaningful employee-centered experiences that support both workforce development and business objectives. 

PRIMARY DUTIES AND RESPONSIBILITIES:

Onboarding & Orientation 

• Lead the organization's onboarding strategy and programs, ensuring legal compliance and that new hires gain a strong understanding of the museum's mission, values, policies, and business objectives.  

• Oversee pre-boarding and onboarding resources, communications, learning experiences, and tools that foster engagement, connection, and successful integration into the organization. 

• Design and implement manager onboarding resources and tools that enable leaders to deliver consistent, high-quality onboarding experiences and accelerate new hire success within their teams. 

Learning & Talent Development 

• Lead the museum's learning and development strategy, aligning programs and initiatives with organizational goals, workforce needs, and cultural priorities. 

• Partner with the Compensation team to leverage the organization's job architecture and competency framework to design career pathways, inform development strategies, and align learning opportunities with employee growth and internal mobility objectives. 

• Partner with business, Head of Labor Relations and Senior Manager of Talent and Employee Experience on development needs, and implement targeted learning solutions. 

• Develop and manage Individual Development Plans (IDPs) for high-potential employees and emerging leaders. 

• Oversee learning platforms, tools, and development resources to ensure accessible and impactful learning opportunities across the organization. 

Employee Experience & Engagement 

• Partner with HR colleagues and organizational leaders to design and implement employee-centered programs, learning experiences, and engagement initiatives that reinforce organizational culture and strategic priorities. 

• Lead employee listening initiatives, including surveys, focus groups, and listening sessions, and facilitate action planning to enhance employee engagement, inclusion, and workplace experience. 

Reporting & Analytics 

• Establish and monitor key performance indicators for onboarding, learning, development, and employee experience programs, including employee satisfaction, engagement, retention, and time-to-productivity metrics. 

• Analyze employee feedback, survey results, retention data, and workforce trends to evaluate program effectiveness, identify opportunities for improvement, and drive continuous enhancement. 

• Advance a data-informed and outcomes-driven People strategy by leveraging workforce insights, measuring progress, and providing recommendations that support organizational decision-making and accountability. 

REQUIREMENTS AND QUALIFICATIONS:

• Bachelor’s degree in Human Resources or a related field 

• 6-8 years of experience in Learning & Development, Employee Experience, People Programs, Talent Development, or a related field, with experience designing and leading employee programs. 

• Proven experience developing and scaling learning and employee experience programs, from strategy and design through execution, measurement, and continuous improvement. 

• Exceptional communication and stakeholder management skills, with the ability to influence and partner effectively with senior leaders and teams across the organization. 

• Strategic and employee-centered mindset, with a passion for creating engaging, inclusive experiences and using feedback and data to inform program strategy and measure impact. 

• Highly organized, collaborative, and adaptable, with the ability to balance strategic thinking with hands-on execution in a fast-paced and evolving environment. 

COMPENSATION:

• Pay Rate: $135,000 - $150,000 / Annually 

The advertised pay scale reflects the good faith minimum and maximum salary range for this role. The advertised pay scale is not a promise of a particular wage for any specific employee. The specific compensation offered to a candidate may be dependent on a variety of factors including, but not limited to, the candidate’s experience, education, special licensing or qualifications, and other factors.

Visa Sponsorship

Visa sponsorship is not available for this position.

Location Requirements

At time of employment, employees are expected to be located within commuting distance of the Museum. “Commuting distance” means that they are located in one of following states: New York, New Jersey, Connecticut, or Pennsylvania (the “Tri-state and PA” areas), and be able to commute to and from the Museum in a single day.

Benefits Offerings

The Museum provides competitive compensation, and generous benefits and perks for all eligible employees. Note: Benefits Offering may differ based on Employee Status.

• Medical, dental, vision and life insurance
• 403(b) basic retirement plan and optional matching retirement plan with an outstanding employer match
• Considerable paid time off, including annual leave, sick leave, and 13 Museum holidays
• Long-term disability coverage
• Flexible Spending Accounts & Health Savings Account (pre-tax income for eligible health care expenses)
• Commuter benefits (pre-tax income for parking or mass transit expenses)
• Free financial-planning services
• Financial assistance for relevant coursework, seminars, and training programs
• 25% discount for staff in Museum shops
• A subsidized staff cafeteria
• Access to the Museums Council pass, which grants free admission to various museums and cultural institutions

We recognize that it is highly unlikely that someone meets 100% of the desired attributes for a role. If much of this job description describes you, then please apply for this role.

The Met is committed to the full inclusion of all qualified individuals. As part of this commitment, The Met will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed in this process, please contact [email protected].  

The Metropolitan Museum of Art provides equal opportunity to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, national origin, ancestry, age, mental or physical disability, pregnancy, alienage or citizenship status, marital status or domestic partner status, genetic information, genetic predisposition or carrier status, gender identity, HIV status, military status and any other category protected by law in all employment decisions, including but not limited to recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfer, lay-off and termination, and all other terms and conditions of employment.