Engagement and Training Coordinator

Job Summary:  The position is charged with understanding employee sentiment across the organization and designing programming in concert with the Director of Human Resources to improve employee engagement. This role requires strategic and analytical thought leadership in workforce planning and talent retention to execute employee engagement strategies in alignment with the strategic plan. This position will develop measurement tools, channels, and activities for engagement including the production of surveys and establishment of employee sentiment scores. Through active participation in workforce strategic leadership, this individual will play a critical role in engagement across the organization. This role will execute the organization’s vision while championing the organization’s values.

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Demonstrates Competency in the Following Areas:

• Providing a specialized understanding of employee engagement and retention principles for the organization and acting as a subject-matter-expert in the area when called upon
• Developing strategic implementation life cycle documentation to improve workforce engagement practices throughout the organization. Establishing recurring employee engagement sensing capabilities including surveys and social listening capabilities. Conducting and facilitating meetings, workshops, and other employee engagement sessions with Human Resources leadership
• Developing plans and programs to address the largest gaps in employee engagement results. Delivering employee engagement programming in a timely manner that is tailored to the needs of organization’s stakeholders. Creating a feedback mechanism to demonstrate the effectiveness of employee engagement programming
• Reviewing and analyzing organizational documents and employee engagement results to identify and present trends and recommendations to Human Resource leaders for use in developing clear, consistent, and unified messaging on strategic activities.
• Developing and maintaining learning content and resources that drive the adoption of employee engagement programs
• Conducting analysis of past and current employee engagement survey and feedback results to understand results, identify trends, and synthesize data to identify recommendations for improvement and strategies for enhanced employee engagement. Embracing an innovative, consultative, and relentless approach to process improvements and strategy implementation
• Critically analyzing, using proven statistical modeling and engagement methodologies, areas for opportunity and improvement in employee engagement at the University. Identifying gaps and presenting meaningful solutions to Human Resources Director. Providing employee engagement data to support strategic decision-making for the organization
• Maintaining the organization’s values at the core of all employee engagement programming. Upholding confidentiality with employee feedback about their work experience. Contributing to an inclusive environment by building and maintaining collaborative relationships with team members, peers, and across the organization
• Remaining aware of shifting organizational priorities and adapting employee engagement activities accordingly. Demonstrating, through words, actions, and ideas, alignment to the organization’s strategic plan
• Consults with departments on issues impacting individual, departmental and organizational performance. Assists in the designs and delivers customized organizational development interventions to address issues. Exercises independent judgment to address specific issues that require risk assessment in line with organizational objectives, goals, or policies
• Is responsible for scheduling, set-up, tear down and assessment of employee and leadership development sessions
• Performing other related responsibilities as requested and when necessary

Requirements:

• Bachelor’s degree in psychology, human resources, communications, business, or another related field.
• Two or more years of experience in one or more of the following fields: employee engagement and/or workforce development.
• Experience analyzing employee engagement and employee sentiment in a large organization.
• Able to communicate in English, both verbally and in writing.
• Additional languages preferred.