Torchora
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Key Responsibilities and Required Skills for Employee Engagement Officer

💰 $65,000 - $90,000

Human ResourcesPeople & CultureEmployee Experience

🎯 Role Definition

As our Employee Engagement Officer, you are the primary architect and champion of our employee experience. You will be responsible for conceptualizing, implementing, and measuring a wide range of initiatives designed to foster a positive, inclusive, and highly engaged workplace culture. This role is pivotal in ensuring our team members feel valued, heard, and connected to our company's mission and to each other. You will act as a key liaison between employees and leadership, translating feedback into actionable strategies that directly impact employee satisfaction, retention, and overall business success. You will collaborate closely with the entire People & Culture team, department leaders, and internal communications to embed our values into every aspect of the employee lifecycle.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Human Resources Coordinator / Generalist
  • Internal Communications Specialist
  • Events Coordinator or Manager
  • Office Manager with a focus on culture

Advancement To:

  • Employee Engagement Manager
  • Senior People & Culture Business Partner
  • Head of Employee Experience
  • Director of People & Culture

Lateral Moves:

  • Diversity, Equity, and Inclusion (DEI) Specialist
  • Learning and Development (L&D) Specialist
  • HR Business Partner

Core Responsibilities

Primary Functions

  • Develop, implement, and manage a comprehensive, data-driven employee engagement strategy that aligns with our core values and strategic business goals.
  • Design, administer, and analyze annual and pulse employee engagement surveys using platforms like Culture Amp, Glint, or Qualtrics to identify trends and key drivers of morale and retention.
  • Translate complex survey data into compelling narratives and actionable insights for leadership, presenting findings and recommending targeted interventions.
  • Partner with department heads and managers to co-create and implement localized action plans based on team-specific feedback and engagement scores.
  • Act as a coach and resource for managers, empowering them with the tools and knowledge to foster psychological safety and lead engaged, high-performing teams.
  • Plan, budget, and execute a diverse calendar of company-wide events, including all-hands meetings, holiday parties, team-building activities, and wellness initiatives (both virtual and in-person).
  • Manage and evolve our employee recognition and rewards programs, ensuring they are meaningful, equitable, and consistently celebrate behaviors that align with our values.
  • Champion and embed our company culture and values throughout the employee lifecycle, from onboarding and beyond.
  • Develop and manage content for internal communication channels (e.g., Slack, newsletters, intranet) to keep employees informed and connected to our mission and each other.
  • Oversee and grow our employee resource groups (ERGs), providing them with the support, budget, and guidance needed to thrive and contribute to our inclusion goals.
  • Create and manage a robust employee feedback loop, utilizing focus groups, interviews, and other qualitative methods to gather deeper insights into the employee experience.
  • Stay current on best practices and emerging trends in employee engagement, well-being, and organizational culture to continuously innovate our approach.
  • Manage the end-to-end logistics for engagement initiatives, including vendor management, budget tracking, and post-event feedback collection.
  • Collaborate with the Learning & Development team to integrate engagement principles into leadership training and professional development programs.
  • Serve as a key point of contact and trusted advisor for employees on matters related to workplace culture and morale.

Secondary Functions

  • Support the onboarding process by creating memorable and welcoming experiences for new hires during their first 90 days.
  • Assist the Diversity, Equity & Inclusion (DEI) committee by integrating DEI principles into all engagement programs and events.
  • Track and report on key engagement metrics (e.g., eNPS, attrition rates, survey participation) to demonstrate the ROI of engagement initiatives.
  • Contribute to employer branding efforts by highlighting our unique culture and employee stories on social media and career sites.
  • Manage the company "swag" program, including design, inventory, and distribution for new hires and special events.
  • Provide support for ad-hoc People & Culture projects and company-wide change management initiatives as needed.

Required Skills & Competencies

Hard Skills (Technical)

  • Survey Platform Proficiency: Deep experience with employee engagement platforms such as Culture Amp, Glint, Qualtrics, or Peakon.
  • Data Analysis & Reporting: Ability to analyze both quantitative and qualitative data, identify trends, and create insightful reports and dashboards.
  • Project Management: Strong organizational skills to manage multiple complex projects simultaneously from conception to completion.
  • HRIS Experience: Familiarity with Human Resource Information Systems (e.g., Workday, BambooHR, SAP SuccessFactors) for data extraction and analysis.
  • Budget Management: Experience creating, tracking, and managing budgets for events and programs.
  • Communication Tools: Proficiency in using internal communication and collaboration tools like Slack, Microsoft Teams, and content creation platforms (e.g., Canva, Mailchimp).

Soft Skills

  • Exceptional Communication: Outstanding written, verbal, and presentation skills, with the ability to tailor messages to diverse audiences, from new hires to C-level executives.
  • High Emotional Intelligence & Empathy: A natural ability to understand and connect with others, build trust, and navigate sensitive situations with compassion.
  • Relationship Building: Proven ability to build strong, collaborative relationships and influence stakeholders at all levels of the organization.
  • Creativity & Innovation: A creative mindset with the ability to think outside the box to design fresh and engaging employee experiences.
  • Strategic Thinking: Ability to connect employee engagement initiatives directly to broader business objectives and outcomes.
  • Problem-Solving: A proactive and resourceful approach to identifying challenges and developing effective solutions.
  • Facilitation & Public Speaking: Confidence and skill in leading meetings, workshops, and company-wide events.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor’s Degree or equivalent practical experience.

Preferred Education:

  • Master’s Degree in a relevant field or professional certification (e.g., SHRM-CP/SCP, CCEP).

Relevant Fields of Study:

  • Human Resources Management
  • Organizational Psychology or Development
  • Communications
  • Business Administration

Experience Requirements

Typical Experience Range: 3-7 years of experience in a dedicated employee engagement, employee experience, or people & culture role.

Preferred:

  • Demonstrable experience designing and launching successful, large-scale engagement programs from the ground up.
  • Proven track record of using data and analytics to drive cultural improvements and measure program effectiveness.
  • Experience working in a fast-paced, high-growth, or globally distributed organization.
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