Associate Success Manager

The Associate Success Manager at Swope Health is responsible for fostering a compassionate, equitable workplace culture by designing and implementing engagement strategies, enhancing new hire experiences, and satisfaction, measuring engagement metrics, reducing turnover, and enabling managers to better assist their associates.

Primary Functions

Culture & Associate Engagement Plan

• Develop and implement best practices for employee engagement that reflect Swope Health’s values.


• Foster a culture of continuous feedback through quarterly meetings with associates.


• Collaborate with department leaders to reinforce behaviors that contribute to strategic goals and community impact.

New Hire Experience

• Conduct structured check-ins with new associates at 30, 60, and 90 days to ensure onboarding success and early engagement.


• Use feedback from these touchpoints to help refine onboarding processes and identify early retention risk

Measurement & Analytics

• Use engagement surveys and pulse checks, including quarterly assessments and annual reviews to measure success.


• Track key metrics such as eNPS, turnover, and participation in engagement programs.


• Present actionable insights to leadership and contribute to the organizational goals and values.

Retention & Turnover Reduction

• Lead initiatives to reduce turnover annually, including stay interviews, exit analysis, and targeted retention strategies.


• Partner

Workforce Strategy Responsibilities

• Partner with Workforce Strategy, HR leadership, and planning teams to align associate engagement insights with strategic workforce plans.


• Analyze trends in turnover, onboarding outcomes, vacancy risk, and associate experience to identify emerging workforce needs.


• Provide accurate workforce analytics inputs to support predictive modeling.


• Collaborate with Talent Acquisition, HRBP partners, and Workforce Planning teams to reduce turnover and strengthen retention.


• Integrate stay-interview, exit-interview, and pulse data into workforce planning.


• Work with clinical and non-clinical leaders to share associate experience insights that influence staffing and readiness.


• Use HRIS, survey tools, and analytics platforms to track workforce indicators and provide recommendations.


• Identify associate capability gaps and systemic issues affecting workforce stability.


• Support leadership with DEI alignment, succession planning considerations, and change readiness.

Educational Requirements

Bachelor’s degree in Human Resources, Organizational Psychology, or related field.

Experience & Qualifications

• 1–3 years of experience in employee engagement or HR roles, preferably in healthcare or community-based organizations.


• Strong interpersonal, analytical, and project management skills.


• Familiarity with HRIS systems (e.g., UKG), survey platforms, and data visualization tools.

Certifications & Licensure Requirements

• SHRM-CP or SHRM-SCP certification preferred.