Attraction, recruitment and onboarding sets the stage for employee experience. At my current employer, I always tell my recruiters that they are the face of the organization, they're the first person that candidates meet so it's important their interaction goes well and their experience is good. Professional development is the next stage, an organization needs to support it's employees to grow personally and professionally in their role. This could be offering educational trainings, career advancement ladders, tuition$/$certification reimbursement, etc. Retention is key and it's important to form a relationship with employees so they learn to trust HR and feel comfortable approaching as needed. One thing my team does is $30,60,90$ day touchpoints. This is a quick check in to see how things are going, how was their onboarding and orientation, how is their relationship with their manager, is there anything that we can help with or improve upon, etc. This all links back to the employee's experience. Lastly, separation because even though the employee is leaving, you want them to keep your organization in mind and potentially return in the future $($if the organization is agreeable to this.$)$ If an employee is leaving because they're disgruntled, we provide an exit interview to hear their concerns and let them know we will improve so it doesn't happen again.

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