Employee Engagement and Inclusion Manager

Responsibilities

• Lead the design and execution of key moments that matter across the employee lifecycle in conjunction with HR business partners, including: Onboarding, new hire orientation, offboarding and exit experience
• Ensure a consistent, high-quality experience that reinforces company culture and values from day one through exit
• Continuously improve processes using employee feedback and data insights
• Own and evolve the enterprise listening strategy, spanning: candidate experience feedback, new hire and onboarding insights, annual engagement survey (e.g., Your Voice Counts), pulse surveys and exit feedback
• Translate insights into actionable recommendations and partner with leaders to drive measurable improvements
• Establish KPIs and dashboards to track engagement trends
• Culture, Engagement & Inclusion Strategy (Atmus Way)
• Assist and support the organization’s culture and inclusion framework (e.g., Atmus Way) across all levels in partnership with the Executive Director, Talent & Culture
• Design and implement initiatives that strengthen belonging, career growth, and alignment to company values, including Global Education Assistance Program (GEAP) and EQUIP mentorship program. This includes overseeing the administration, management and governance of programs
• Ensure alignment with workforce capability needs and career development pathways
• Partner with communications and leadership to ensure consistent messaging and storytelling
• Monitor utilization, ROI, and employee outcomes
• Employee Resource Groups (ERGs)
• Provide strategic oversight and governance for ERGs
• Enable ERGs to drive business impact, employee connection, and community engagement
• Partner with ERGs to define engagement metrics and measurement of ERG effectiveness
• Early Careers Strategy
• Lead early career initiatives to support the experience and engagement of early career employees, including those participating in internships, co-ops, and graduate programs
• Partner with Talent Acquisition and business leaders to build strong pipelines of early talent
• External Partnerships & Talent Pipelines
• Manage and build partnerships with key external organizations identified by the organization to support talent strategies (e.g., SWE, NSBE, INROADS)
• Leverage partnerships to strengthen employer brand, talent pipelines, and community impact
• Represent the company in external forums and events

Qualifications

• College, university, or equivalent degree in Human Resources or equivalent experience required.
• 5 years' experience with an HR degree
• 7+ years' HR experience without a degree