The Head of Organizational Culture & Engagement is responsible for shaping and strengthening the organization's workplace culture and employee experience.
The role leads the development and implementation of enterprise-wide engagement initiatives that reinforce company values, strengthen employee connection to the organization, and improve overall employee experience. This includes managing employee engagement surveys, developing culture initiatives, overseeing onboarding experience, and delivering programs that promote participation, collaboration, and organizational alignment.
The position works closely with HR Business Partners, Internal Communications, and business leaders to translate employee feedback and engagement insights into actionable initiatives that support a positive and high-performing workplace culture.
Key Responsibilities:
1. Culture & Engagement Strategy
- Lead the development and execution of enterprise culture and employee engagement initiatives aligned with organizational priorities.
- Design programs that reinforce company values and strengthen workplace culture.
- Partner with HR and business leaders to embed engagement and culture initiatives across the organization.
2. Employee Engagement Insights & Analytics
- Manage enterprise engagement surveys and employee listening mechanisms (e.g., Gallup or similar platforms).
- Analyze employee feedback and engagement data to identify trends and improvement opportunities.
- Work with HR Business Partners and leadership teams to develop and implement engagement action plans.
3. Internal HR Communications
- Oversee internal communications related to employee engagement and culture initiatives.
- Ensure clear and consistent messaging around engagement campaigns, employee programs, and cultural initiatives.
- Partner with Internal Communications and Employer Branding teams to align messaging and communication channels.
4. Employee Onboarding Experience
- Design and oversee enterprise onboarding frameworks to ensure effective integration of new hires.
- Strengthen early employee engagement and assimilation into the organization's culture.
5. Early Talent Experience
- Lead engagement and experience components of early career initiatives, including internship and graduate programs.
- Ensure early talent programs support cultural alignment and employee engagement.
(Learning curriculum and capability development remain under the Learning & Talent Management function.)
6. Culture Transformation Initiatives
- Lead culture-focused initiatives and committees that support the organization's culture agenda.
- Promote company values and desired behaviors through culture campaigns and engagement programs.
7. Employee Engagement Programs
- Oversee company-wide engagement initiatives such as town halls, recognition programs, employee events, and wellness initiatives.
- Ensure programs strengthen employee connection to the organization and reinforce company culture.
8. Employee Experience Feedback Channels
- Develop employee listening channels and feedback mechanisms.
- Provide insights and recommendations to HR leadership and senior management based on employee feedback.
Performance Measures:
Financial
- Deliver culture and engagement initiatives within approved HR budgets.
- Ensure cost-effective implementation of engagement programs and vendor-supported initiatives.
Non-Financial
- Improvement in employee engagement scores and participation rates.
- Successful rollout of enterprise culture and engagement initiatives.
- Effective implementation of engagement action plans across business units.
- Increased participation in employee listening platforms and programs.
- Positive feedback on onboarding and employee experience initiatives.
Stakeholder Engagement:
Internal
- Chief Human Resources Officer and HR Leadership Team
- HR Business Partners
- Internal Communications and Employer Branding teams
- Business leaders and department heads
- Employees across the organization
External
- Engagement survey providers and platforms
- Vendors supporting employee engagement initiatives
- Event and program service providers
Minimum Qualifications:
Education
Bachelor's degree in Human Resources, Organizational Development, Psychology, Business Administration, or a related field.
Experience:
- 1012 years of HR experience with strong exposure to employee engagement, culture initiatives, organizational development, or employee experience.
- Experience leading enterprise-wide engagement or culture programs.
- Experience collaborating with senior leadership and cross-functional teams.
Technical Competencies:
- Employee Engagement Strategy
- Organizational Culture Development
- Employee Experience Design
- Engagement Survey Analytics
- HR Communications and Stakeholder Engagement
Leadership Competencies:
- Strong communication and influencing skills
- Stakeholder management and collaboration
- Project and program management
- Analytical thinking and problem-solving
- Ability to manage multiple initiatives simultaneously
