Engagement and Ownership Culture Senior Manager

Accountabilities:: Ownership culture: Lead initiatives that reinforce accountability, proactivity, customer focus, collaboration, excellence, openness, entrepreneurial thinking, financial awareness, resilience, and adaptability across the organization. Employee ownership programs: Design and implement programming around the four core ownership pillars: Own It, Track It, Boost It, and Dream It. Oversee employee idea challenges, improve related technology and reporting, coordinate review teams, and expand opportunities for employees to provide feedback and ideas. Education and training: Coordinate and deliver education on ownership programs and principles for new hires, managers, and employees requiring additional guidance or refreshers. Strategic communications and engagement: Develop materials for executive and board-level discussions, translate program outcomes into strategic insights, lead storytelling and recognition initiatives, and deliver enterprise-wide engagement campaigns. Engagement program management: Lead the planning, execution, and analysis of enterprise employee engagement surveys, ensuring strong participation and reliable data collection. Identify trends, strengths, and opportunities and translate findings into enterprise-level action plans. Team effectiveness: Design and facilitate workshops and interventions that help leaders and teams strengthen trust, collaboration, effectiveness, and performance. Leadership partnership: Work with business and HR leaders to identify engagement and team-dynamics opportunities, implement targeted solutions, and monitor progress against agreed action plans. KPIs and analytics: Define and monitor performance indicators for engagement and ownership initiatives, analyze qualitative and quantitative information, and communicate actionable insights to senior stakeholders. Cross-functional leadership: Partner with HR, Communications, Marketing, and business leaders to align engagement and ownership initiatives with broader talent, organizational effectiveness, and business strategies. Continuous improvement: Foster a learning and development mindset, identify opportunities for innovation and operational improvement, evaluate program effectiveness, and recommend refinements based on data and stakeholder feedback. Project oversight: Lead cross-functional projects and special initiatives, ensuring timely execution, strong outcomes, and alignment with organizational priorities. Team development: Coach and mentor leaders and managers, contribute to learning and development activities, and support strategies that strengthen career development across a global, team-based workforce. Requirements: Bachelor’s degree in Business Administration, Organizational Development, Human Resources, or a related field. At least 7 years of experience in program management, employee engagement, organizational development, or a related discipline. Strong understanding of employee engagement strategies, ownership culture principles, performance improvement, and organizational development practices. Demonstrated experience designing and implementing enterprise-wide programs and initiatives across complex organizations. Strong program and project management capabilities, including the ability to manage multiple initiatives simultaneously, prioritize effectively, and consistently meet deadlines. Strong proficiency with Microsoft Office applications, particularly Word, Excel, and PowerPoint. Proven leadership and influencing skills, with the ability to collaborate effectively with stakeholders at all organizational levels, including senior executives. Excellent written, verbal, presentation, and interpersonal communication skills, including the ability to translate complex information into clear and compelling messages. Demonstrated ability to coach and mentor leaders and managers and support organizational change. Strong executive presence and confidence working directly with senior leadership and executive teams. Exceptional analytical and problem-solving capabilities, including the ability to diagnose complex organizational challenges and develop creative solutions. Experience analyzing qualitative and quantitative data and translating findings into meaningful insights and actionable recommendations. Strong business acumen and the ability to connect employee engagement initiatives with broader strategic business objectives. Familiarity with HR practices and policies, including talent management, performance management, and employee engagement. Ability to quickly establish credibility and trusted relationships while maintaining the autonomy and discipline needed to execute independently. Strong work ethic, client-service orientation, ownership mindset, and creative approach to achieving high-quality outcomes. Comfortable collaborating with global teams across multiple time zones and working effectively in a diverse, cross-functional environment. Ability to balance strategic thinking, service orientation, attention to detail, and disciplined execution. Ability to travel as needed and maintain a secure, dedicated home workspace with reliable high-speed internet. Benefits: Base compensation of $106,000–$157,000 per year , with specific offers based on experience, education, skills, certifications, and business needs. Eligibility for a discretionary bonus. Medical, dental, and vision insurance. Disability and life insurance coverage. 401(k) savings plan. Paid family leave. 9 paid holidays per year. 17–27 days of PTO per year , depending on level and length of service. Fully remote work within the United States. Virtual interview process for the remote position. Opportunities to work on enterprise-wide employee engagement, organizational development, leadership, and culture initiatives. Opportunities for coaching, mentoring, and professional development. Inclusive workplace with equal employment opportunity and reasonable accommodations available during the hiring process and employment.