HR & Engagement Manager

Accountabilities:

• • Develop and implement a comprehensive, sustainable employee engagement strategy aligned with broader organizational priorities and objectives.
  • Partner with senior leaders, deans, HR directors, and service teams to establish clear connections between employee engagement and strategic business outcomes.
  • Design, coordinate, and evaluate employee engagement surveys in collaboration with HR partners, vendors, and organizational stakeholders.
  • Develop engagement metrics and reporting processes that enable the organization and individual units to monitor progress and identify opportunities for improvement.
  • Lead employee focus groups and other listening initiatives to complement survey findings and develop a deeper understanding of employee needs.
  • Serve as a subject matter expert on engagement data and survey results, producing clear global and local reports with actionable recommendations.
  • Develop train-the-trainer programs that equip leaders and local teams to interpret engagement data and create effective action plans.
  • Create and maintain training materials, tools, resources, and communication content that help leaders translate engagement insights into meaningful initiatives.
  • Develop and execute communication plans that build awareness, participation, and ongoing dialogue around employee engagement.
  • Leverage events and other engagement opportunities to encourage continuous conversation and participation.
  • Identify employee engagement challenges, recommend solutions, and support initiatives designed to improve the overall employee experience.
  • Help leaders understand relationships between engagement and outcomes such as employee turnover, healthcare costs, grievances, and organizational or student success.
  • Work across functions and locations to identify unique workforce needs while maintaining consistency with the broader engagement strategy.
  • Manage and develop a professional training and development team, establishing priorities and supporting high-quality execution.

  Requirements:

  • Master’s degree preferred, ideally in Human Resources, Organizational Development, Business, Psychology, or a related field.
  • At least 2 years of direct Human Resources experience or experience in a closely related discipline.
  • At least 1 year of experience managing or supervising staff.
  • Demonstrated ability to lead initiatives, move strategic agendas forward, and deliver measurable outcomes.
  • Strong experience partnering with senior leaders, managers, and colleagues to achieve organizational objectives.
  • Experience working across organizational boundaries and interacting effectively with employees and leaders at different levels.
  • Experience implementing high-impact HR, employee engagement, organizational development, or people-focused initiatives.
  • Excellent influencing, leadership, interpersonal, and communication skills, particularly within matrixed or complex organizations.
  • Strong presentation skills, with the ability to communicate effectively through verbal presentations, written materials, and executive-level content.
  • Ability to analyze detailed information and numerical data and translate complex findings into clear, actionable insights for diverse audiences.
  • Experience designing or supporting employee surveys, focus groups, feedback programs, or other employee listening initiatives.
  • Experience with event management and employee engagement activities.
  • Strong change management capabilities, with experience identifying opportunities to improve organizational effectiveness and efficiency.
  • Ability to use stakeholder feedback, trend analysis, and employee insights to identify opportunities for continuous improvement.
  • Strong organizational and project management skills, with the ability to manage multiple priorities and stakeholders effectively.

  Benefits:

  • Opportunity to lead and shape a broad employee engagement strategy with organization-wide impact.
  • Strategic exposure to senior leaders, HR teams, managers, and cross-functional stakeholders.
  • Opportunity to influence leadership development, employee experience, and organizational effectiveness.
  • A role combining strategy, analytics, communications, training, and change management.
  • Opportunity to lead and develop a professional training and development team.
  • Collaborative environment with exposure to diverse teams, functions, and organizational needs.
  • Opportunity to develop scalable engagement programs, measurement frameworks, and leadership resources.