Manager, Culture & Engagement

Overview

ADB is a Nationwide full turnkey provider of technology infrastructure solutions including Wireline, Wireless, Technology, Critical Infrastructure, and Engineering. Our customer centric approach has ensured long-term relationships with commercial clients, service providers, local, state, and federal government organizations. We recognize our team members as our greatest asset, ensuring that their safety, well-being, and career growth are always our number one priority. Our ALL IN culture includes a focus on Safety, Wellness, Learning, Diversity and Inclusion, and giving back to our communities.

Roles And Responsibilities

• Culture Program Ownership

• Own the Recognition and Engagement workstreams end-to-end — design, launch, and continuously improve programs, and hold day-to-day operational ownership of the culture cadence after enterprise launch.
• Design and operate a field-first Recognition Program built for construction crews and other field employees.
• Peer nominations, manager instant recognition, Job Site of the Month, and Safety Excellence recognition.
• Ensure every program is mobile-friendly and accessible off the job site, not just in the office.
• Co-develop the enterprise Culture Pillars and translate them into practical, observable behaviors that managers and employees can act on day to day.
• Assess current recognition, engagement, and wellness programs and recommend what should stay, stop, change, or be created.

• Culture Champion Network

• Design, launch, and coordinate the Culture Champion network — the on-the-ground volunteers who carry the culture message into every region, office, and job site.
• Recruit, train, and support Culture Champions; identify and manage pilot teams for new programs before full rollout.
• Develop the Culture Leader/manager toolkit and team-level exercises that equip frontline leaders to model expected behaviors.

• Literacy, Measurement & Reporting

• Own pulse surveys and the ongoing employee feedback loop; analyze open-text and quantitative feedback for recurring themes.
• Build and maintain the Culture Dashboard (engagement, eNPS, recognition adoption, leadership behavior scores) used in quarterly Executive Culture Reviews.
• Establish and track Culture KPIs, including ERG participation and sentiment, recognition platform adoption and nominations, milestone completions, volunteer/VPTO participation, and pulse survey completion.
• Support the annual culture survey and listening sessions and help translate results into the following year's priorities.
• Pillar & Cross-Functional Coordination

• Partner with HR on the Well pillar (mental/emotional health, physical well-being, financial wellness, work-life balance), co-hosting events and driving employee visibility into HR-owned wellness resources.
• Coordinate with the Community Coordinator on Serve-pillar programs (the ADB Foundation, VPTO, Wall of Compassion, and volunteerism) where recognition and engagement intersect with service.
• Coordinate with the Together pillar owner on Employee Resource Groups, mentorship circles, and belonging initiatives, ensuring recognition and engagement programming reinforces this work.
• Work with Corporate Communications on culture messaging, the launch campaign, and the ongoing editorial calendar, supplying real employee stories and program results.
• Work with Administrative Services on event logistics, budget tracking, and vendor coordination for culture programs and platforms.

• Culture Transformation Launch Responsibilities

• In the initial transformation period leading up to enterprise launch, this role also carries specific stand-up responsibilities:
• Onboard into the Executive Office and absorb existing diagnostic findings so the culture strategy does not have to be defined from scratch.
• Spend meaningful time in the field, meeting key operational and field leaders to ground every program in real day-site reality.
• Serve as primary owner of the pilot phase — facilitating manager conversations, testing recognition tied to the Culture Pillars, gathering employee feedback, and recommending adjustments before enterprise rollout.
• Help finalize the Culture Playbook, manager toolkit, and recognition program ahead of Go/No-Go review, and drive adoption during the launch quarter (target: 90%+ employee awareness of the Culture Pillars, recognition program live, Culture Champions active).

Success Metrics

• Employee awareness and understanding of the Culture Pillars.
• Recognition platform adoption, nominations, and milestone completions.
• Engagement/pulse survey participation and eNPS.
• Culture Champion recruitment and participation.
• ERG participation and employee sentiment.
• Volunteer/VPTO participation and community engagement.
• Leadership training completion and leadership behavior scores.

Required EXPERIENCE AND EDUCATION

• 3–5+ years of experience in employee engagement, culture, internal communications, or HR program management, ideally including recognition or wellness program ownership.
• Demonstrated ability to design programs that work for a distributed, non-desk workforce — not just a corporate office population.
• Experience running or launching an employee survey/pulse program and turning results into action.
• Strong cross-functional collaboration skills; comfortable operating alongside HR, Communications, and executive leadership without direct authority over those functions.
• Excellent written and verbal communication skills, including comfort presenting metrics and program results to leadership.
• Willingness and ability to travel regularly to job sites and regional offices nationwide.

Preferred Experience

• Familiarity with recognition and engagement platforms such as ERIN, Motivosity, Benevity, or Deed.com.
• Experience building or supporting an Employee Resource Group (ERG) or volunteer/ambassador network.
• Experience standing up a program from pilot through enterprise rollout.

Work Environment

This role operates out of a temperature-controlled office environment. This role routinely uses standard office equipment such as laptops, copiers, and cell phones.

ADB Companies, LLC is an equal opportunity employer. All candidates agree to complete a selection assessment and pre-employment drug screen.