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Key Responsibilities and Required Skills for Employee Engagement Manager

💰 $95,000 - $140,000

Human ResourcesPeople & CultureManagement

🎯 Role Definition

This role requires a passionate and strategic Employee Engagement Manager to join our People & Culture team. In this pivotal role, you will be the chief architect and champion of our employee experience. Your mission is to cultivate a thriving, inclusive, and connected workplace where every team member feels valued, heard, and motivated to do their best work. You will leverage data, creativity, and strong partnerships across the organization to design, implement, and measure the impact of programs that enhance morale, strengthen our culture, and directly contribute to employee retention and business success. This is a highly visible role that requires a blend of strategic thinking, hands-on execution, and a deep sense of empathy for the employee journey.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Business Partner or Generalist
  • Internal Communications Specialist
  • Learning & Development Manager

Advancement To:

  • Senior Manager, Employee Experience & Culture
  • Director of People & Culture
  • Head of Employee Experience

Lateral Moves:

  • Organizational Development Manager
  • Diversity, Equity & Inclusion (DEI) Manager
  • Senior HR Business Partner

Core Responsibilities

Primary Functions

  • Design, develop, and execute a comprehensive, data-driven global employee engagement strategy that aligns with our company's mission, values, and long-term business objectives.
  • Own the entire lifecycle of our employee listening program, including annual engagement surveys, pulse checks, and lifecycle surveys (onboarding, exit), from vendor management and survey design to communication, administration, and analysis.
  • Translate complex quantitative and qualitative data from employee feedback into compelling narratives, actionable insights, and strategic recommendations for senior leadership.
  • Partner with C-suite executives and department heads to present survey results, facilitate action-planning workshops, and coach leaders on best practices for driving engagement within their teams.
  • Develop and manage a portfolio of culture-building initiatives, recognition programs, and events that celebrate our values, foster connection, and enhance the overall employee experience.
  • Act as a key consultant and subject matter expert on employee engagement, providing guidance and support to HR Business Partners and managers on local engagement challenges and opportunities.
    g- Collaborate with the Internal Communications team to develop and implement a communication strategy that keeps employees informed, connected, and engaged with company news, initiatives, and cultural moments.
  • Lead the evolution and scaling of our employee recognition and rewards programs, ensuring they are meaningful, equitable, and effectively drive desired behaviors.
  • Champion Diversity, Equity, and Inclusion (DEI) by integrating DEI principles into all engagement programs and partnering with employee resource groups (ERGs) to support their initiatives.
  • Conduct in-depth analysis to identify key drivers of attrition and engagement, benchmarking our performance against industry standards инноваate and propose solutions.
  • Manage the budget for all employee engagement activities, ensuring programs are delivered with a high return on investment and within financial guidelines.
  • Serve as the program manager for large-scale culture initiatives, coordinating cross-functional teams to ensure successful planning, execution, and measurement.
  • Evaluate and continuously improve the effectiveness of engagement programs through a data-centric approach, tracking key metrics like eNPS, retention rates, and survey participation.
  • Develop and maintain a 'manager's toolkit' with resources, training materials, and best practices to empower managers to effectively lead and engage their teams.
  • Stay abreast of the latest industry trends, research, and best practices in employee engagement, organizational culture, and the future of work, bringing innovative ideas to the organization.
  • Partner with the Talent Acquisition team to articulate and promote our Employee Value Proposition (EVP), helping to attract top talent that aligns with our culture.
  • Facilitate focus groups and listening sessions to gather qualitative feedback and gain a deeper understanding of the employee experience across different demographics and departments.
  • Oversee the onboarding experience to ensure new hires are effectively integrated into the company culture from day one and feel a strong sense of belonging.
  • Analyze trends in exit interview data to identify root causes of voluntary turnover and recommend proactive retention strategies.
  • Collaborate with L&D to design and deliver training focused on leadership, communication, and other skills that directly impact employee engagement.
  • Champion a culture of feedback and continuous improvement, encouraging open and honest dialogue at all levels of the organization.

Secondary Functions

  • Support the broader People & Culture team on cross-functional projects and strategic HR initiatives.
  • Assist in the development and facilitation of leadership development programs, focusing on culture and engagement modules.
  • Contribute to the employer branding strategy by creating content that highlights our unique culture and employee stories.
  • Participate in HR policy review and development, providing a lens of employee experience and engagement.

Required Skills & Competencies

Hard Skills (Technical)

  • Employee Engagement Survey Platforms: Expertise with tools like Culture Amp, Glint, Qualtrics, or similar platforms.
  • Data Analysis & Storytelling: Ability to analyze quantitative and qualitative data and translate it into a compelling, actionable story for various audiences.
  • Project & Program Management: Proven ability to manage multiple complex projects simultaneously from conception to completion.
  • HRIS Knowledge: Familiarity with HR Information Systems (e.g., Workday, SAP SuccessFactors) to pull relevant employee data.
  • Budget Management: Experience in creating and managing budgets for programs and initiatives.
  • Presentation & Facilitation: Advanced skills in creating and delivering impactful presentations and workshops to all levels, including senior executives.
  • Internal Communications: Strong understanding of communication channels and strategies to reach a dispersed workforce.
  • Survey Design: Knowledge of best practices in survey methodology and question design.
  • Change Management: Experience applying change management principles to drive adoption of new programs and behaviors.
  • Vendor Management: Skill in selecting and managing relationships with external vendors and consultants.

Soft Skills

  • Exceptional Communication: Superior verbal, written, and interpersonal communication skills.
  • Empathy & Emotional Intelligence: A deep ability to understand and connect with the employee perspective.
  • Influence & Persuasion: The ability to influence stakeholders and drive change without direct authority.
  • Strategic Thinking: Can see the bigger picture and align engagement initiatives with business goals.
  • Relationship Building: Excellent at building trust and a strong network of partnerships across the organization.
  • Resilience & Adaptability: Thrives in a fast-paced, evolving environment and can navigate ambiguity.
  • Creativity & Innovation: Constantly seeks new and better ways to enhance the employee experience.
  • Discretion & Confidentiality: Handles sensitive employee data and situations with the utmost professionalism.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree

Preferred Education:

  • Master's Degree

Relevant Fields of Study:

  • Human Resources Management
  • Industrial-Organizational Psychology
  • Business Administration
  • Communications

Experience Requirements

Typical Experience Range:

  • 5-8 years of progressive experience within Human Resources, with at least 3-4 years in a role specifically focused on employee engagement, employee experience, or organizational culture.

Preferred:

  • Proven experience managing large-scale, global engagement programs in a fast-paced, matrixed organization. A demonstrated track record of using data to drive measurable improvements in engagement, eNPS, and employee retention. Experience coaching and influencing senior leaders.
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