Summary: 

The Culture & Engagement Manager is responsible for fostering a workplace environment where employees feel connected, valued, and inspired to do their best work. This role leads initiatives that strengthen organizational culture and enhance employee engagement across all levels of the company. 

Working collaboratively with STA leaders, People Services partners, and employee resource groups, the Culture & Engagement Manager designs and delivers programs that bring the company’s values to life — from recognition and engagement strategies to culture-building events and feedback programs. This role leverages data and employee insights to shape initiatives that improve connection, motivation, and organizational alignment. 

Essential Job Functions and Responsibilities: 

• Strategic Planning & Alignment – Develop and implement strategies that strengthen the employee experience and align with organizational mission, vision, and values. 
• Employee Lifecycle Optimization – Continuously assess and enhance the full employee lifecycle, from recruitment and onboarding through engagement, development, and offboarding. 
• Employee Feedback & Insights – Lead surveys, focus groups, and other listening mechanisms to ensure employees feel valued & heard; analyze data to identify trends and drive improvements. 
• Action Planning & Continuous Improvement – Translate insights into actionable initiatives that improve engagement, culture, and organizational effectiveness. 
• Program Design & Management – Create and manage programs that promote employee engagement, recognition, wellness, inclusion, and professional growth. 
• Culture & Community Building – Plan and execute initiatives, events, and communications that foster belonging, inclusion, and a positive workplace culture. 
• Collaboration & Partnership – Partner with leaders and People Services to align engagement, development, and retention strategies with broader organizational goals. 
• Measurement & Reporting – Evaluate the impact of engagement and culture initiatives through data-driven metrics and report results to leadership. 
• Change & Influence Leadership – Serve as a culture ambassador, modeling organizational values and promoting a best in class workplace culture. 
• Best Practice & Compliance Stewardship – Stay informed on industry trends and ensure adherence to organizational policies, confidentiality standards, and ethical practices. 

Compliance:  

OSHA CATEGORY DEFINITION: Category 3 - The incumbent in this position has no potential of occupational exposure. 

The incumbent will have access to confidential material and is required to use discretion with this information and comply with STA Confidentiality policy. 

Education, Experience, and Licensing Requirements: 

• Bachelor’s degree in human resources, Business Administration, organizational development or related field. A combination of formal education and experience may be considered in lieu of formal education requirements.  
• 5+ years of experience with a focus on culture and employee engagement. 
• Leadership experience effectively guiding teams and fostering a positive work environment.  
• Certifications: PHR/ SHRM-CP/ or Employee Experience certification preferred. 

Qualifications and Skills: 

• Strong understanding of employee experiences principles and best practices 
• In-depth experience working with cross-functional teams. 
• Ability to collect and analyze feedback to improve workplace culture. 
• Excellent communication, interpersonal and presentation skills. 
• Professionalism and the ability to handle sensitive information with confidentiality.  
• Experience in program development, implementation, and evaluation 
• Ability to build relationships and influence stakeholders at all levels 
• Strong problem solving and conflict resolution skills 
• Proficiency in relevant technologies and tools. 
• Current Driver’s license required. 

Physical Environment / Working Conditions: 

Normal office environment, travel in light and commercial aircraft, or automobile in order to meet all the duties and responsibilities of the position.                                                                                        

Other:  

Southwest Transplant Alliance maintains a policy of nondiscrimination with employees and applicants for employment. No aspect of employment will be influenced in any manner by race, color, religion, sex, age, national origin, physical or mental disability, genetics, sexual orientation, gender identity, gender expression, or any other basis prohibited by statute. In addition to federal law requirements, STA complies with applicable state and local laws governing nondiscrimination in employment in every location in which the STA has staff. 

Disclaimer: The preceding description is not designed to be a complete list of all duties and responsibilities required of the Director of People Services.