Manager, Culture & Engagement

Socket.dev

Pacific (MO)

On-site

USD 90,000 - 130,000

Full time

6 days ago

Be an early applicant

Application generator

An application made for this job — a tailored resume and cover letter that speak straight to the posting.

Get past ATS filters

Job summary

ADB Companies, LLC is seeking a Manager, Culture & Engagement to lead the culture transformation across the organization. You will design, launch, and operate engagement programs, recognition platforms, and field-friendly initiatives that reinforce our pillars: Together, Well, Community, Celebrate.

You will work closely with the Executive Chief of Staff, Corporate Communications, Administrative Services, and HR to ensure programs are practical, measurable, and aligned with business goals.

Qualifications

3–5+ years in employee engagement, culture, or HR program management.
Experience designing programs for distributed, non-desk workforce.
Experience running pulse surveys and turning results into action.
Willingness to travel nationwide; able to collaborate with HR, Communications, and executive leadership.

Responsibilities

Own the Recognition and Engagement workstreams end-to-end and manage the culture cadence after enterprise launch.
Design, launch, and sustain the peer-recognition programs and Culture Awards.
Operate field-focused Recognition Program for construction crews, with mobile access for field employees.
Develop the Culture Pillars into observable behaviors that managers and employees can act on daily.
Lead the Culture Champion network and train Culture Champions; support rollout.
Own pulse surveys and the Culture Dashboard; track Culture KPIs and engagement metrics.
Coordinate with HR on Well pillar, with Community on Serve-pillar programs, and with Communications on culture messaging.

Skills

Employee engagement

Cross-functional collaboration

Communication skills

Tools

ERIN

Motivosity

Benevity

Deed.com

Job description

OUR MISSION:

We are a customer-centric partner providing innovative solutions. The safety, well-being, and career growth of our team members are the benchmarks of our success.

POSITION TITLE:

Manager, Culture & Engagement

REPORTS TO: Executive Chief of Staff

CLASSIFICATION:

Exempt

POSITION 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.

The Manager, Culture & Engagement is the execution owner of ADB's culture transformation — the person who turns culture strategy into programs employees feel, on the job site and in the office. This role joins during the design phase of ADB's enterprise culture rollout and becomes the day-to-day operator of the culture cadence after launch: building and running ADB's engagement, recognition, and wellness-support programming; coordinating the field-facing Culture Champion network; and owning the feedback loop (pulse surveys, listening sessions, and the culture dashboard) that tells leadership whether the culture is actually landing.

This is not an HR administration role and not a communications role — it is the operational engine behind ADB's culture pillars (Together, Well, Community, Celebrate), with particular accountability for Recognition and Engagement. The Manager partners closely with the Executive Chief of Staff (strategy and accountability), Corporate Communications (messaging and storytelling), Administrative Services (logistics and budget), and HR (people-systems integration, and direct ownership of the Well pillar).

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.

Build and run the peer-to-peer recognition platform (e.g., ERIN/Motivosity), milestone and anniversary programs, and the quarterly/annual Culture Awards program.

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
- Ensuring 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

Listening, 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

SUCCESS FACTORS:

Ability to travel nationwide

A strong belief in ZERO — Being safe 100% of the time is the expectation

Alignment with company mission, vision, and values

A high level of customer centricity

Proven ability to lead leaders; builds and develops managers, not just individual contributors

Ability to perform in a fast-paced work environment

A high level of time management, accountability, and prioritization skills

Self-motivated, goal-oriented, and driven to accomplish department goals

Ability to be organized, problem solve, and be solution oriented

Strong ability to influence desired outcomes by master relationship building

Exceptional verbal and written communication skills

Strategic and forward thinking with strong business and financial acumen

Proficient with Microsoft Office (PowerPoint, Word, Excel, etc.)

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

EXPERIENCE AND EDUCATION:

Required

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.