New Job Openings Point to a Broader Employee Engagement Profession
Culture, Engagement and Recognition
Organizational and Sales Development
Total Rewards, Well-Being and Incentives
A Discipline Without a Standard Title
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A review of current LinkedIn job postings demonstrates both the expansion and continued fragmentation of the employee engagement field. Dozens of positions contain the word “engagement,” but many involve onboarding customers, managing consulting clients, raising funds or building external partnerships. Once these jobs are removed, a more focused group remains: positions responsible for improving the experience, capabilities, performance and well-being of employees or salespeople.The titles vary considerably. This job board only includes jobs whose underlying responsibilities include culture development, employee listening, recognition, learning, organizational development, communications, total rewards, change management and impact measurement.
Culture, Engagement and Recognition
Philip Morris International US is seeking a Senior Manager of Culture of Employee Experience to lead culture activation programs, employee-experience touchpoints and engagement initiatives. The role explicitly includes responsibility for recognition programs, cultural rituals, values-in-action campaigns, milestone celebrations and Employee Resource Groups. It also calls for measuring adoption, participation, sentiment and engagement outcomes rather than simply staging events or communications campaigns.
White & Case is recruiting a Senior Manager, Engagement and Development–Americas. This position combines engagement strategy with professional development, coaching, mentoring, employee listening, recognition, affinity networks and induction. The manager will oversee the firm’s People’s Voice survey and work with regional leaders to convert findings into measurable action plans.
Benjamin Moore’s Specialist, Engagement, Inclusion and Social Impact has unusually direct responsibility for recognition. The specialist will administer the company’s recognition platform, manage award approvals and reporting, recommend improvements based on results and execute the annual Pinnacle Award program. Other responsibilities include employee-experience measurement, learning content, Business Resource Groups and community-impact programs.
Barclays is hiring a Colleague Engagement Lead to shape engagement, talent development, recognition and organizational effectiveness across a global technology organization. The role uses employee data, executive communications and people strategies to strengthen culture and performance. It also involves advising senior leaders on employee sentiment and creating communications intended to influence behavior and reinforce the company’s employee proposition.
NYU Langone Health’s Senior Specialist–Workplace Culture and Inclusion will use listening, needs analysis, learning and change-management methods to build a more engaged workforce. Responsibilities include developing positive-workplace programs, coaching leaders, analyzing engagement data, facilitating workshops and establishing measures for culture and inclusion initiatives.
Organizational and Sales Development
JetBlue’s Senior Practitioner, Organizational Development and Change Management will serve as an internal consultant to business and People leaders. The position covers organizational design, talent development, leadership capability, change adoption and the employee—or “crewmember”—experience. It also calls for collecting data, conducting research and benchmarking practices to improve programs.
LinkedIn is recruiting a Senior Sales Performance Consultant who will work with senior sales leaders to identify skill, process and technology gaps affecting the salesforce. The consultant will design learning experiences, enablement programs and change strategies intended to produce measurable behavior change and business results. Unlike the many client-engagement positions found in the search, this role is focused on developing LinkedIn’s own sales organization.
Total Rewards, Well-Being and Incentives
Thornton Tomasetti’s Total Rewards Manager will lead the global design and administration of compensation, benefits and leave programs. The role includes developing business cases for new benefits, improving the employee experience, overseeing pay structures and analyzing participation, utilization, cost and engagement data.
DESRI is seeking a Manager or Senior Manager, Total Rewards and People Operations to oversee compensation, benefits, retirement plans and people operations. The posting specifically describes performance, development and differentiated rewards as central to the company’s culture. The manager will work on annual compensation, performance, promotion and talent-review processes while using technology and automation to improve the employee experience.
Metropolitan Commercial Bank’s Director of Total Rewards will design a rewards strategy intended to attract, motivate and retain talent. Reporting to the Chief Human Resources Officer, the director will oversee compensation, benefits, executive awards, short- and long-term incentives, equity programs and physical, social, mental and financial well-being.
A Discipline Without a Standard Title
These postings do not yet demonstrate the emergence of one universally recognized “engagement executive.” They show that organizations are assigning concrete responsibility for the individual components of a systematic people-management strategy.
Recognition is increasingly connected with culture and employee experience. Total rewards is being linked to performance, retention, well-being and organizational strategy. Learning and development positions are expected to produce measurable behavior change, while culture professionals are being asked to use listening data, participation measures and business outcomes. While the job titles remain fragmented, the work itself is becoming increasingly interconnected.
Enterprise Engagement Alliance Services
Celebrating our 18th year, the Enterprise Engagement Alliance helps organizations enhance performance through:1. Information and marketing opportunities on stakeholder management and total rewards:
- ESM Weekly on stakeholder management since 2009. Click here to subscribe; click here for media kit.
- RRN Weekly on total rewards since 1996. Click here to subscribe; click here for media kit.
- EEA YouTube channel on enterprise engagement, human capital, and total rewards since 2020
Management Academy to enhance future equity value for your organization.3. Books on implementation: Enterprise Engagement for CEOs and Enterprise Engagement: The Roadmap.
4. Advisory services and research: Strategic guidance, learning and certification on stakeholder management, measurement, metrics, and corporate sustainability reporting.
5. Permission-based targeted business development to identify and build relationships with the people most likely to buy.
Contact: Bruce Bolger at TheICEE.org; 914-591-7600, ext. 230.
