Employee Engagement Manager

Accountability:

The Employee Engagement Manager, reporting to the Director of People Services, is responsible for designing, implementing, and continuously improving strategies that strengthen employee engagement, retention, and organizational culture across the company. This role leads engagement measures and training, translates insights into actionable initiatives, and partners closely with key stakeholders to improve the employee experience from hiring to retirement. This Employee Engagement Manager uses data-driven approaches to evaluate program effectiveness, support change management and communications, and promote a positive and productive workplace.

Responsibilities:  

• Develop and execute employee engagement strategies to align with company values and business priorities.


• Analyze engagement and retention metrics to identify key drivers, translate findings into actionable insights, and recommend initiatives that improve motivation, retention, and satisfaction.


• Partner with leaders and cross-functional partners to build action plans, coach managers on best practices, and track progress through measurable outcomes.


• Support the total rewards strategy (compensation, benefits, recognition, and wellbeing) by partnering with HR team members and leaders to increase employee understanding, adoption, visibility, and overall value of offerings.


• Partner with leaders and HR team members to enhance onboarding, employee development, employee evaluations, and career pathways to improve retention and performance.


• Directly support succession planning by designing and delivering talent development training initiatives (needs assessment, scheduling and facilitation, and measurement of participation and impact) in partnership with key stakeholders.


• Cross-train with colleagues to provide consistent employee support and coverage for key People Services processes as needed.

Specialized or Technical Knowledge, or Education and Experience: 

• Bachelor’s degree in Human Resources, Organizational Development, Communications, Business Administration, or related field required.


• 5+ years of experience in employee engagement, HR, organizational development, internal communications, or related people-focused roles; experience designing and scaling programs across multiple sites/locations preferred.


• SHRM-CP, PHR or related certification preferred.


• Excellent facilitation and communication skills, including the ability to present insights, influence leaders, and build trust with employees at all levels.


• General knowledge of HR policies, practices, and employment laws (federal, state, and local)

Physical Requirements:

•  Limited lifting, no greater than 20 pounds in the movement of office materials and equipment.   


• Regular use of computers and standard office equipment requiring hand and finger dexterity.

Envirormental Conditions:  

•  Performs duties in an inside administrative office environment. Travel may be required.  

Major or Unusual Problems:

• Must carry out responsibilities in a fast-paced customer-focused environment. Accuracy, attention to detail, and responsiveness are critical to supporting the growing needs of the organization.

Job Dimensions:  

• Performs duties with limited direct supervision. May assume direct reports.

R.J. Corman Railroad is an Equal Employment Opportunity (EEO) that is committed to a safe and drug free workplace. R.J. Corman performs pre-employment criminal background checks and substance abuse testing which includes a urine drug test to detect the presence of illegal drugs. We appreciate your cooperation in keeping R.J. Corman a safe and drug-free company.