Program Manager – Engagement, Inclusion

Jobtailor; Illinois; On-site; USD 90,000 - 140,000; Full time

Job summary

Jobtailor is seeking a senior Employee Engagement leader to refine and execute a multi-year enterprise listening strategy. The role partners with HR and business leaders to translate insights into action, driving improvements in engagement, inclusion, and retention.

You will own measurement, reporting, and leader-toolkit development to strengthen accountability and sustained impact. The ideal candidate brings 7–10 years of experience in employee engagement or EX, strong program management, and

Qualifications

• Bachelor’s degree in HR, business, or related field (MBA preferred).
• 7–10 years in employee engagement, EX, or related HR disciplines.
• Experience designing and executing enterprise listening strategies.
• Ability to translate data into executive-ready recommendations.
• Strong program management across multiple stakeholders.
• Influence across levels, including senior leaders, without direct authority.
• Excellent written and verbal communication; creating leader toolkits.

Responsibilities

• Refine and execute a multi-year enterprise listening strategy across surveys and diagnostics.
• Enable leaders to translate insights into prioritized action and measurable improvements.
• Own engagement measurement and reporting with dashboards and trend analyses.
• Develop toolkit for leaders and managers to strengthen ownership of engagement.
• Identify enterprise-wide themes by integrating data sources to drive scalable interventions.
• Embed engagement into leadership routines and operating rhythms with accountability.
• Collaborate with ERG leaders to align with enterprise priorities.
• Track ERG and inclusion metrics and report progress.

Job description

Responsibilities

• Refine and execute a multi-year enterprise listening strategy, including engagement surveys, pulse surveys, lifecycle listening, and targeted diagnostics to understand associate experience across the organization.
• Enable leaders and HR to translate insights into action, establishing clear standards for prioritization, action planning, and follow-through to drive measurable improvements in engagement, inclusion, and retention.
• Own engagement measurement and reporting, including dashboards, trend analysis, segmentation, and executive-ready insights tied to business and talent outcomes.
• Develop and deploy leader and manager toolkits that strengthen local ownership of engagement (e.g., team conversations, action planning, sustained follow-through).
• Identify enterprise-wide themes and integrate multiple data sources (e.g., engagement, attrition, talent data) to diagnose root causes and inform scalable interventions.
• Partner with enterprise stakeholders to embed engagement into leadership routines and operating rhythms, reinforcing accountability and behavior change.
• Partner with Employee Resource Groups (ERG) leaders and executive sponsors to assess needs, triage challenges, and provide guidance that strengthens effectiveness, sustainability, and alignment to enterprise priorities.
• Track and report ERG and inclusion-related metrics (e.g., participation, membership growth, engagement with campaigns) and partner with stakeholders to increase impact, visibility, and integration with broader Talent and engagement strategies.

Requirements

• Bachelor’s degree in Human Resources, Business, or related field (MBA preferred).
• 7–10 years of experience in employee engagement, employee experience (EX), continuous listening, organizational effectiveness, or related HR disciplines.
• Strong experience designing and executing enterprise listening strategies (survey design/administration partnership, insight generation, and action planning enablement).
• Proven ability to translate data into actionable insights and executive-ready recommendations.
• Strong program management capabilities, including planning, prioritization, and execution across multiple stakeholders and workstreams.
• Demonstrated ability to influence across levels, including senior leaders, without direct authority.
• Excellent written and verbal communication skills, including development of leader toolkits and presentations.