Job Summary:
The Culture & Engagement Manager is responsible for developing and executing strategies that strengthen organizational culture, employee engagement, and the overall employee experience. This role partners closely with senior leaders and HR teams to translate business priorities into meaningful people initiatives that drive engagement, retention, performance, and organizational effectiveness.
The role will lead culture and engagement programs, oversee employee listening and recognition initiatives, analyze engagement trends, and develop actionable strategies that create a positive, inclusive, and high-performing workplace.
Key Responsibilities:
- Develop and lead the organization's culture and employee engagement strategy aligned with business objectives and company values.
- Design and implement engagement programs that improve employee connection, morale, recognition, and retention.
- Lead employee listening strategies, including engagement surveys, pulse surveys, focus groups, and feedback mechanisms.
- Analyze engagement data and employee feedback to identify trends, risks, and opportunities, translating insights into actionable recommendations.
- Partner with senior leaders, HR Business Partners, and business stakeholders to develop and execute engagement action plans.
- Lead company-wide culture, recognition, wellness, and employee experience initiatives.
- Develop strategies that strengthen organizational values and ensure they are embedded across the employee lifecycle.
- Lead change and culture transformation initiatives in partnership with business and HR leaders.
- Establish and monitor key engagement and culture metrics, dashboards, and success measures.
- Provide regular insights and recommendations to leadership based on engagement data and organizational trends.
- Lead and develop the Culture & Engagement team, ensuring clear priorities, accountability, and high-quality execution.
- Manage external partners, vendors, budgets, and resources related to engagement and culture programs.
- Collaborate with Talent Acquisition, Learning & Development, HR Operations, Internal Communications, and other HR functions on employee experience initiatives.
- Benchmark external practices and identify innovative approaches to strengthen the organization's employee value proposition.
- Ensure programs are inclusive, scalable, sustainable, and aligned with company policies and applicable employment regulations.
Qualifications:
- Bachelor's degree in Human Resources, Psychology, Business Administration, Communications, Organizational Development, or a related field.
- 5–8 years of progressive HR experience, with significant experience in employee engagement, culture, employee experience, organizational development, or related functions.
- At least 2–3 years of people management or leadership experience.
- Proven experience developing and implementing organization-wide culture and engagement strategies.
- Strong experience in employee listening, engagement surveys, data analysis, and action planning.
- Experience partnering with senior leaders and influencing stakeholders across different functions.
- Strong project and change management capabilities.
- Excellent communication, presentation, facilitation, and stakeholder management skills.
- Strong business acumen and ability to connect people strategies to business outcomes.
- Highly analytical, creative, and solutions-oriented.
- Experience in a large-scale, multi-site, BPO, retail, food service, or fast-paced organization is an advantage.
Key Competencies:
- Culture & Engagement Strategy
- Employee Experience
- Organizational Development
- Employee Listening & Analytics
- Leadership & People Management
- Stakeholder Management
- Change Management
- Strategic Thinking
- Project Management
- Communication & Facilitation
- Data-Driven Decision Making
- Business Acumen
Key Success Measures:
- Improvement in employee engagement scores
- Employee retention and experience metrics
- Participation and effectiveness of engagement initiatives
- Employee recognition and culture program adoption
- Successful implementation of engagement action plans
- Leadership and stakeholder satisfaction
- Effectiveness of employee listening programs
- Culture alignment and organizational values adoption
- Team performance and capability development
