Own client is a fast growing private multi-state cannabis company based in 4 states. They are looking to bring in a Director of Employee Engagement that is centered on shaping and sustaining a dynamic, inclusive, and performance-driven culture that prioritizes both the employee experience and organizational objectives. This individual will need to combine strategic thinking with tactical execution to create a workplace environment that engages employees, supports leaders, and drives business success.
Here’s a breakdown of the responsibilities, skills, and traits needed for this role, along with how to approach the position effectively:
Core Responsibilities:
- Strategic Leadership & Partnership:
- Act as a trusted advisor and strategic partner to both Field and Corporate leadership, providing guidance on employee engagement, culture, and organizational effectiveness.
- Lead complex projects and initiatives that align employee experience strategies with broader business goals such as talent acquisition, retention, and performance.
- Implement systems for feedback, such as surveys and listening tours, and use the insights to drive continuous improvements in engagement, recognition, and community-building efforts.
- Employee Engagement & Recognition:
- Champion and sustain a culture of recognition by developing diverse programs that celebrate individual and team achievements, ensuring they’re aligned with the company’s values.
- Focus on understanding the evolving needs of the workforce and adjust programs accordingly, ensuring they have measurable impact on satisfaction, retention, and morale.
- Community Building:
- Develop and execute strategies that foster employee connections, such as volunteer opportunities, engagement teams, and cross-functional collaborations.
- Work closely with leadership to ensure these initiatives are aligned with organizational priorities and drive a sense of belonging and community.
- Change Management & Organizational Development:
- Guide the company through transitions, including leadership transformations or shifts in organizational direction, ensuring that employee engagement remains a priority.
- Serve as a change agent by driving culture transformation initiatives, managing high-priority programs, and adjusting engagement strategies as the business evolves.
- Leadership & Mentorship:
- Provide coaching and mentoring to Field Leadership teams, particularly around employee engagement and performance.
- Be the operational lead in coaching leadership teams to apply behavior-based coaching principles in stores, ensuring the engagement culture extends across all levels of the organization.
- Data-Driven Decision Making:
- Regularly assess the effectiveness of engagement programs through quantitative and qualitative metrics, including employee satisfaction, retention, and participation.
- Use data to inform decision-making and adjust strategies to ensure continuous improvement and alignment with both business and employee needs.
Key Skills & Traits:
- Leadership & Influence:
- Strong ability to lead through influence and collaboration, working with leaders across various departments to drive alignment and meet organizational goals.
- Proven experience managing change and influencing senior leadership on best practices for engagement and organizational culture.
- Empathy & Emotional Intelligence:
- A deep understanding of how to engage employees at all levels, fostering a culture of inclusion, transparency, and empathy.
- Ability to listen actively, consider diverse perspectives, and adapt strategies to meet the varied needs of the workforce.
- Operational Excellence:
- A hands-on approach to leadership, balancing high-level strategy with operational execution to drive outcomes.
- Experience with managing complex HR processes and adapting quickly in a changing business environment.
- Creative Problem-Solving:
- Ability to generate creative, out-of-the-box solutions to enhance employee engagement, recognition, and satisfaction.
- Proactive in identifying potential issues and implementing preemptive strategies to mitigate risks or challenges.
- Communication & Collaboration:
- Strong communication skills, both in conveying ideas and in listening, ensuring that feedback from employees is heard and acted upon transparently.
- Ability to work cross-functionally, collaborating effectively with HR, leadership, and other teams to drive employee-first initiatives.
Approach to Success in the Role:
- Empower Leaders to Drive Engagement: Develop leadership tools and frameworks that Field and Corporate leaders can easily implement to boost engagement at all levels.
- Measure Impact: Regularly evaluate the effectiveness of engagement and recognition programs using data and feedback. Set clear KPIs to track the success of initiatives.
- Be a Change Agent: Recognize when the business needs to evolve, whether due to market conditions, workforce dynamics, or organizational changes, and lead the charge in adapting employee engagement strategies accordingly.
- Foster an Inclusive Environment: Consistently ensure that all employees feel valued, included, and supported, and that they have equal opportunities for growth and development.
- Stay Agile: Remain flexible and adaptable to the shifting needs of the organization, adjusting strategies based on employee sentiment and business objectives.
In summary, the Director of Employee Engagement is a key leader responsible for creating a high-impact employee experience strategy that aligns with organizational goals while also nurturing a culture of empathy, inclusion, and performance excellence. The role requires a mix of strategic thinking, hands-on execution, and leadership influence to drive continuous improvement in employee engagement and satisfaction.
