Director, Organizational Engagement

Job Summary:

The Director - Organizational Engagement plays a pivotal role in shaping the workplace culture and environment that define our organization. This critical leadership role is responsible for designing and executing an integrated employee experience strategy that drives inclusion and belonging, supports our culture, and aligns talent management practices with business objectives.

This role will oversee key functional areas including Inclusion & Belonging, Cultural Design & Integration, Talent Solutions (Performance Management, Talent Assessments, Succession Planning), and Employee Relations & Compliance. This person will lead a high-impact team and work across all levels of the organization to embed inclusive, equitable, and employee-centric practices into our everyday operations, policies, and culture.

Responsibilities (list of main duties and responsibilities in role):

• Develop and execute a holistic employee experience strategy aligned with organizational values and business goals.

• Serve as a thought partner to senior leadership to drive a culture of inclusion, accountability, and performance.

• Lead cross-functional initiatives that embed key employee experience elements into people practices and operational processes.

• Take a highly collaborative approach with HR COEs, HRBP teams and the business to develops programs that create an exceptional employee experience.

• Champion and evolve initiatives that foster a workplace of inclusion, belonging, and equity.

• Work with leader of Inclusion to ensure inclusive practices are embedded in processes, policies and daily operations.

• Shape and sustain a strong, purpose-driven culture during growth and transformation.

• Design programs and communications that connect employees to company values and drive engagement and retention.

• Oversee the development and implementation of performance management systems, talent assessments, career development programs, and succession planning frameworks.

• Ensure tools and processes are scalable, data-driven, and aligned with business priorities.

• Guide the Employee Relations team to handle complex employee issues, investigations, and resolution processes with fairness and consistency.

• Ensure HR practices remain compliant with local, state, and federal regulations.

This description is not meant to be all-inclusive and may be modified from time to time at the discretion of management.

Requirements

The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Technology Skills:

• Experience with Workday.

• Proficiency with Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).

• Proficiency with laptop, mobile device and wireless technologies.

Other Qualifications:

• Strong leadership skills, capable of inspiring and engaging teams effectively.

• Exceptional communication and interpersonal skills, adept at fostering relationships and exerting influence across the organization.

• Strong strategic thinking and problem-solving skills.

• Proficiency in data analysis and the ability to use metrics to drive decision-making and measure the impact of initiatives.

• High level of empathy and emotional intelligence, with a genuine interest in supporting employee well-being.

• Demonstrated integrity, accountability, self-awareness and strong work ethic.

Required Education/Experience:

• 7+ years of progressive HR or Employee Experience leadership, with proven experience managing high-performing teams.

• Demonstrated success in leading inclusive culture and employee engagement strategies at scale.

• Deep understanding of talent management frameworks including performance, succession, and development planning.

• Expertise in managing employee relations and navigating complex compliance landscapes.

• Exceptional interpersonal, coaching, and communication skills with the ability to influence at all levels.

• Strategic mindset with operational rigor and a bias toward action.

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field (Master's preferred).

Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership.

Benefits & Perks:

Competitive Compensation

Industry Leading Healthcare

Savings and Investments

Charitable Giving Programs

Opportunities for Growth

Parental Leave

Generous time away

Acrisure is committed to making an impact in our communities by giving back, with millions committed to children's health with Helen Devos Children's Hospital and UPMC Children's Hospital of Pittsburgh.

For more, visit www.Acrisure.com or learn more here.

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