ZipRecruiter

Log In

1

Director Culture Engagement Jobs (NOW HIRING)

ADB Wireless

Manager, Culture & Engagement

Pacific, MO · On-site +1

... direct ownership of the Well pillar). ROLES AND RESPONSIBILITIES: Culture Program Ownership * Own the Recognition and Engagement workstreams end-to-end - design, launch, and continuously improve ...

ADB

Manager, Culture & Engagement

... direct ownership of the Well pillar). ROLES AND RESPONSIBILITIES: Culture Program Ownership * Own the Recognition and Engagement workstreams end-to-end -- design, launch, and continuously improve ...

ADB

Manager, Culture & Engagement

Pacific, MO · On-site

... direct ownership of the Well pillar). ROLES AND RESPONSIBILITIES: Culture Program Ownership * Own the Recognition and Engagement workstreams end-to-end -- design, launch, and continuously improve ...

Bath & Body Works

Director, Culture

Columbus, OH · On-site

$142K - $190K/yr

The Director of Culture is responsible for helping shape, strengthen, and amplify Bath & Body Works ... This leader partners across the enterprise to drive programs, experiences and engagement ...

Bath & Body Works

Director, Culture

Columbus, OH · On-site

$142K - $190K/yr

The Director of Culture is responsible for helping shape, strengthen, and amplify Bath & Body Works ... This leader partners across the enterprise to drive programs, experiences and engagement ...

IDEX Corporation

Director, DEI and Culture

Northbrook, IL · On-site

$150 - $200/hr

DIRECTOR, DEI & CULTURE When employees work in a setting that rewards inquiry, ideation, problem ... Partners with (and co-leads) efforts to improve engagement and culture for IDEX platforms and ...

New

IDEX

Director, DEI and Culture

Northbrook, IL · On-site

DIRECTOR, DEI & CULTURE When employees work in a setting that rewards inquiry, ideation, problem ... Partners with (and co-leads) efforts to improve engagement and culture for IDEX platforms and ...

New

Cargill

Senior Director, Culture & Inclusion

Wayzata, MN · On-site

$178K - $240K/yr

Job Purpose and Impact The Senior Director, Culture & Inclusion job provides leadership for ... speaker engagement, program logistics, efficacy metrics, and continuous improvement. * PROVIDE ...

Cargill

Senior Director, Culture & Inclusion

Wayzata, MN · On-site

$178K - $240K/yr

Job Purpose and Impact The Senior Director, Culture & Inclusion job provides leadership for Cargill ... speaker engagement, program logistics, efficacy metrics, and continuous improvement. * PROVIDE ...

Cargill

Senior Director, Culture & Inclusion

Wayzata, MN · On-site

$178K - $240K/yr

Job Purpose and Impact The Senior Director, Culture & Inclusion job provides leadership for Cargill ... speaker engagement, program logistics, efficacy metrics, and continuous improvement. * PROVIDE ...

MLS Soccer league

Director, People & Engagement

Vienna, NY · On-site

$125 - $150/hr

Overview The Director, People & Engagement will lead the organization's employee engagement and ... The individual in this role will develop and execute programs that strengthen culture, engagement ...

next page

Showing results 1-20

All JobsArts and Entertainment JobsArts JobsDirector of Creative Services JobsDirector Culture Engagement Jobs

Director Culture Engagement information

See salary details

$33K

$91.6K

$183.5K

How much do director culture engagement jobs pay per year?

As of Sep 7, 2026, the average yearly pay for director culture engagement in the United States is $91,600.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,000.00 and $110,000.00 per year, depending on experience, location, and employer.

What does a director culture engagement do?

A Director of Culture Engagement is responsible for shaping and promoting a positive workplace culture within an organization. They develop strategies and initiatives that foster employee engagement, inclusivity, and alignment with company values. This role often involves organizing events, facilitating communication across teams, and supporting diversity, equity, and inclusion efforts. The Director collaborates with leadership to ensure that the organization's culture supports business goals and employee well-being.

How does a director culture engagement collaborate with other departments to drive organizational change?

A Director of Culture Engagement works closely with leaders from HR, communications, and operations to ensure that culture initiatives are seamlessly integrated across the organization. This often involves facilitating workshops, leading cross-functional committees, and providing guidance on embedding company values into daily practices. Regular communication and feedback loops help identify areas for improvement and ensure alignment with overall business objectives. By fostering these collaborations, the Director helps create a cohesive workplace environment that supports employee engagement and organizational growth.

What are the key skills and qualifications needed to thrive as a director culture engagement, and why are they important?

To thrive as a Director of Culture Engagement, you need expertise in organizational development, change management, and employee engagement, often supported by a degree in human resources, organizational psychology, or business administration. Familiarity with HRIS platforms, culture assessment tools, and employee feedback systems is typically required. Exceptional communication, emotional intelligence, and leadership skills set candidates apart in fostering inclusive and positive workplace environments. These skills and qualifications are vital for driving organizational alignment, enhancing employee satisfaction, and supporting strategic business goals.

What is the difference between Director Culture Engagement vs Employee Experience Manager?

AspectDirector Culture EngagementEmployee Experience Manager
Primary FocusDeveloping and implementing strategies to foster company culture and employee engagementEnhancing overall employee experience, including onboarding, feedback, and workplace environment
ResponsibilitiesCulture initiatives, engagement programs, leadership alignmentEmployee journey, satisfaction surveys, onboarding, and retention
Work EnvironmentStrategic planning, cross-department collaborationOperational execution, employee interactions
Common UsageUsed in HR and organizational development contextsUsed in HR, talent management, and employee relations

The main difference is that the Director Culture Engagement focuses on shaping and maintaining company culture and engagement strategies, while the Employee Experience Manager concentrates on improving the overall employee journey and satisfaction. Both roles are vital for fostering a positive workplace but differ in scope and strategic versus operational focus.

More about Director Culture Engagement jobs

What cities are hiring for Director Culture Engagement jobs?

Cities with the most Director Culture Engagement job openings:

What are the most commonly searched types of Culture Engagement jobs?

The most popular types of Culture Engagement jobs are:

What states have the most Director Culture Engagement jobs?

States with the most job openings for Director Culture Engagement jobs include:

What job categories do people searching Director Culture Engagement jobs look for?

The top searched job categories for Director Culture Engagement jobs are:

Director Culture Engagement jobs near you
Infographic showing various Director Culture Engagement job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 16% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $91,600 per year, or $44 per hour.

Senior Director, Culture and Employee Wellbeing

SafeHorizon

Manhattan, NY • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 18 days ago

Job description

Summary: The Senior Director, Culture & Employee Wellbeing is the organization's strategic leader responsible for shaping an exceptional employee experience through organizational culture, engagement, wellbeing, recognition, onboarding, and employee connection. Reporting to the Chief People Experience Officer (CPXO), this role develops and leads enterprise-wide strategies that strengthen organizational culture, reinforce core values, foster belonging, and enhance employee wellbeing across the employee lifecycle.
This leader designs meaningful experiences-not simply programs-that bring the organization's culture to life. Through trauma-informed, inclusive, and restorative practices, they champion employee voice, build trust, and strengthen connection across the organization. The Senior Director maintains a visible presence throughout the organization, building authentic relationships with employees and ensuring culture initiatives remain responsive to the needs and experiences of the workforce.
Essential Responsibilities
Organizational Culture Strategy
Develop and implement a comprehensive culture strategy aligned with the organization's mission, vision, values, and strategic priorities.
Responsibilities include:
  • Lead the organization's culture strategy and annual culture roadmap.

  • Design initiatives that strengthen employee engagement, trust, belonging, and organizational connection.

  • Reinforce organizational values through everyday practices and employee experiences.

  • Monitor culture trends and recommend continuous improvements.

  • Partner with executive leadership to cultivate a high-performing, values-driven workplace.

  • Serve as a trusted advisor on organizational culture and employee experience.

Employee Wellbeing Strategy
Develop and lead a comprehensive employee wellbeing strategy grounded in trauma-informed, restorative, and resilience-centered practices.
Responsibilities include:
  • Develop a multi-year wellbeing strategy supporting emotional, psychological, physical, financial, and social wellbeing.

  • Partner with Benefits, Learning & Development, and external vendors to expand wellbeing resources.

  • Develop manager tools and resources that promote healthy workplace practices.

  • Evaluate wellbeing trends and recommend organizational interventions.

  • Promote sustainable work practices that support employee resilience.

Employee Engagement & Listening Strategy
Lead the organization's employee listening strategy in partnership with the Research & Evaluation team and the Senior Director, PX Operations & Project Management.
Responsibilities include:
  • Oversee employee engagement surveys, pulse surveys, stay interviews, stay surveys, and exit surveys.

  • Analyze qualitative and quantitative employee feedback to identify trends and opportunities.

  • Translate employee insights into organizational action plans and "You Said, We Did" communications.

  • Monitor organizational health metrics and present findings and recommendations to executive leadership.

Employee Experience, Events & Recognition
Lead enterprise-wide employee experiences that strengthen culture, engagement, and organizational connection.
Responsibilities include:
  • Oversee All Staff Day, Alternate All Staff Day, and other signature employee experiences.

  • Develop an annual employee experience calendar aligned with organizational priorities.

  • Design recognition programs, including Employee Achievement Awards, service anniversaries, milestone celebrations, and peer recognition initiatives.

  • Coordinate employee appreciation events, cultural celebrations, and mission-focused experiences.

  • Ensure all engagement and recognition initiatives are equitable, inclusive, meaningful, and evaluated for effectiveness.

Compass Onboarding Program
Design, implement, and continuously improve the organization's cohort-based onboarding experience.
Responsibilities include:
  • Lead the Compass extended onboarding program.

  • Build onboarding cohorts that foster connection across roles, departments, and locations.

  • Develop curriculum focused on culture, mission, values, and organizational knowledge.

  • Create opportunities for peer networking and mentorship.

  • Measure onboarding effectiveness and continuously improve the onboarding experience.

  • Partner with Learning & Development, department leaders, and IS&T to support onboarding and cohort communications.

Organizational Presence & Culture Building
Maintain a strong organizational presence while strengthening culture across all locations.
Responsibilities include:
  • Regularly visit programs, offices, and worksites to build authentic relationships with employees.

  • Facilitate listening sessions, focus groups, executive listening tours, and informal conversations.

  • Identify emerging cultural trends and organizational concerns through direct employee engagement.

  • Serve as a visible ambassador for the People Experience function.

  • Develop and maintain an organizational Culture & Engagement Map to identify, evaluate, and scale effective culture-building practices across departments.

  • Increase leadership visibility and accessibility throughout the organization.

Employee Lifecycle Experience
Partner across the People Experience team to enhance every stage of the employee journey.
Responsibilities include:
  • Support orientation, onboarding, engagement, development, recognition, wellbeing, and offboarding initiatives.

  • Develop employee journey maps and identify opportunities to improve key employee touchpoints.

  • Ensure a consistent employee experience across locations and departments.

  • Recommend improvements informed by employee feedback and organizational data.

Leadership Responsibilities
Develop departmental goals, strategic priorities, and annual operating plans.
Manage budgets supporting engagement, wellbeing, onboarding, recognition, and employee experience initiatives.
  • Build relationships with external partners, vendors, and professional organizations.

  • Lead cross-functional committees and culture initiatives.

  • Establish and support a network of Culture Champions across the organization.

  • Partner with Internal Communications, Programs, and Development to produce employee communications, storytelling, recognition campaigns, and culture-focused content.

  • Develop manager resources that strengthen engagement, psychological safety, and team connection.

  • Benchmark employee experience and wellbeing practices against leading organizations and emerging workplace trends.

  • Represent the organization externally through conferences, professional associations, and thought leadership related to culture, employee experience, and wellbeing.

Education
  • Bachelor's degree in Human Resources, Organizational Development, Psychology, Social Work, Communications, Public Administration, Business Administration, or a related field required.

Experience
  • Eight to ten years of progressive leadership experience in employee experience, organizational culture, employee engagement, organizational development, wellbeing, or related People Experience functions.

  • Demonstrated success leading enterprise-wide culture and employee engagement strategies.

  • Experience designing and leading large-scale employee events, recognition programs, and organizational initiatives.

  • Strong experience analyzing employee feedback and translating insights into measurable organizational improvements.

  • Experience partnering with executive leadership and leading cross-functional initiatives.

  • Experience working within trauma-informed, human services, nonprofit, healthcare, education, or similarly mission-driven organizations strongly preferred.

This position is operating on a hybrid schedule with the flexibility to work remotely 3 days per week, subject to change.
If hired, I agree to abide by all of Safe Horizon's rules and regulations, and understand that, if employed, my employment may be terminated with or without cause, and with or without notice, at any time, at the option of either the company or me. I further understand that no representation, whether oral or written by any representative or agent of the organization, at any time, constitutes a contract of employment.
AmeriCorps, Peace Corps and other national service alumni are encouraged to apply.
Technology Statement:
Applicants may be responsible for providing the equipment and tools they need to work remotely as required, such as access to a computer, internet service, and phone service. Safe Horizon will discuss potential solutions with candidates and may assist where needed and agreed to in advance.
Please follow this link to view complete EEO Law and complaint filing information:
Know Your Rights: Workplace discrimination is illegal
Hiring Range: $110,000 to $115,000
Full-time Hours: 35 Hours per week
Full-time Benefits: Paid time-off, Medical, Dental, Vision, and Life Insurance, 403(b) Retirement Plan, Medical/Dependent Care Flexible Spending Accounts, Tuition Assistance Program, Commuter Benefits Program, Gym Reimbursement, Parental Leave, Employee Learning Center
Safe Horizon was named one of City & State New York Top Workplaces of 2025 and 2026 Top Workplaces
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

Apply