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.

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Director of Employee Engagement