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Employee Engagement Manager Jobs (NOW HIRING)

Apple

Senior Employee Engagement Manager

Cupertino, CA · On-site

We are looking for a Senior Employee Engagement Manager who is responsible for developing strategy and driving programs that foster connection, inclusion, and high performance across the organization.

Apple

Senior Employee Engagement Manager

Cupertino, CA · On-site

$182K - $274K/yr

We are looking for a Senior Employee Engagement Manager who is responsible for developing strategy and driving programs that foster connection, inclusion, and high performance across the organization.

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Employee Engagement Manager information

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$27K

$77.8K

$136.5K

How much do employee engagement manager jobs pay per year?

As of Jun 10, 2026, the average yearly pay for employee engagement manager in the United States is $77,797.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,000.00 and $94,000.00 per year, depending on experience, location, and employer.

How does an Employee Engagement Manager typically collaborate with other departments to drive engagement initiatives?

Employee Engagement Managers frequently partner with HR, communications, and leadership teams to design and implement engagement programs. They gather feedback from employees across departments, analyze engagement survey data, and work closely with managers to tailor initiatives that meet specific team needs. Regular cross-functional meetings and workshops are common, ensuring alignment of engagement strategies with broader organizational goals. This collaborative approach helps create a unified and positive workplace culture.

What is the difference between Employee Engagement Manager vs HR Specialist?

AspectEmployee Engagement ManagerHR Specialist
Required CredentialsBachelor's degree, experience in employee relations, engagement strategiesBachelor's degree in HR, business, or related field; HR certifications often preferred
Work EnvironmentFocus on employee satisfaction, engagement programs, and internal communicationHandle recruitment, onboarding, employee records, and HR policies
Employer & Industry UsageCommon in large organizations with dedicated engagement teamsWidely used across industries for general HR functions

While both roles aim to improve workplace culture, the Employee Engagement Manager primarily focuses on developing and implementing strategies to boost employee satisfaction and retention. In contrast, the HR Specialist handles broader HR functions, including recruitment, compliance, and employee records. Understanding these differences helps organizations assign the right responsibilities and find suitable candidates for each role.

What does an Employee Engagement Manager do?

An Employee Engagement Manager is responsible for developing and implementing strategies to improve employee satisfaction, motivation, and productivity within an organization. They often conduct surveys, analyze feedback, and coordinate programs or activities that foster a positive work environment. Their goal is to create a culture where employees feel valued and connected to the company’s mission, which in turn can reduce turnover and boost overall performance.

Are engaged employees 23% more profitable?

Employee Engagement Managers focus on improving employee motivation and satisfaction, which research shows can lead to increased productivity and profitability. Engaged employees tend to perform better, reduce turnover, and contribute positively to company outcomes, often resulting in higher profitability for organizations. While the exact percentage varies by industry and measurement methods, engagement is widely recognized as a key driver of business success.

What are the key skills and qualifications needed to thrive as an Employee Engagement Manager, and why are they important?

To thrive as an Employee Engagement Manager, you need expertise in HR practices, organizational development, and data analysis, often backed by a bachelor's degree in human resources or a related field. Familiarity with employee engagement platforms, HRIS systems, and survey tools is typically required. Exceptional interpersonal, communication, and leadership skills help foster a positive workplace culture and drive engagement initiatives. These skills are essential for improving employee satisfaction, retention, and overall organizational performance.
More about Employee Engagement Manager jobs
What cities are hiring for Employee Engagement Manager jobs? Cities with the most Employee Engagement Manager job openings:
What are the most commonly searched types of Employee Engagement jobs? The most popular types of Employee Engagement jobs are:
What states have the most Employee Engagement Manager jobs? States with the most job openings for Employee Engagement Manager jobs include:
What job categories do people searching Employee Engagement Manager jobs look for? The top searched job categories for Employee Engagement Manager jobs are:
Employee Engagement Manager jobs near you
Infographic showing various Employee Engagement Manager job openings in the United States as of June 2026, with employment types broken down into 2% As Needed, 90% Full Time, 7% Part Time, and 1% Temporary. Highlights an 72% Physical, 3% Hybrid, and 25% Remote job distribution, with an average salary of $77,797 per year, or $37.4 per hour.

Employee Engagement Manager

R J Corman Railroad Group

Nicholasville, KY • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 25 days ago

Job description

Accountability:
The Employee Engagement Manager, reporting to the Director of People Services, is responsible for designing, implementing, and continuously improving strategies that strengthen employee engagement, retention, and organizational culture across the company. This role leads engagement measures and training, translates insights into actionable initiatives, and partners closely with key stakeholders to improve the employee experience from hiring to retirement. This Employee Engagement Manager uses data-driven approaches to evaluate program effectiveness, support change management and communications, and promote a positive and productive workplace.
Responsibilities:
  • Develop and execute employee engagement strategies to align with company values and business priorities.
  • Analyze engagement and retention metrics to identify key drivers, translate findings into actionable insights, and recommend initiatives that improve motivation, retention, and satisfaction.
  • Partner with leaders and cross-functional partners to build action plans, coach managers on best practices, and track progress through measurable outcomes.
  • Support the total rewards strategy (compensation, benefits, recognition, and wellbeing) by partnering with HR team members and leaders to increase employee understanding, adoption, visibility, and overall value of offerings.
  • Partner with leaders and HR team members to enhance onboarding, employee development, employee evaluations, and career pathways to improve retention and performance.
  • Directly support succession planning by designing and delivering talent development training initiatives (needs assessment, scheduling and facilitation, and measurement of participation and impact) in partnership with key stakeholders.
  • Cross-train with colleagues to provide consistent employee support and coverage for key People Services processes as needed.

Specialized or Technical Knowledge, or Education and Experience:
  • Bachelor's degree in Human Resources, Organizational Development, Communications, Business Administration, or related field required.
  • 5+ years of experience in employee engagement, HR, organizational development, internal communications, or related people-focused roles; experience designing and scaling programs across multiple sites/locations preferred.
  • SHRM-CP, PHR or related certification preferred.
  • Excellent facilitation and communication skills, including the ability to present insights, influence leaders, and build trust with employees at all levels.
  • General knowledge of HR policies, practices, and employment laws (federal, state, and local)

Physical Requirements:
  • Limited lifting, no greater than 20 pounds in the movement of office materials and equipment.
  • Regular use of computers and standard office equipment requiring hand and finger dexterity.

Benefits: R.J. Corman Railroad Group, LLC is committed to providing its employees and their families with quality benefits. R.J. Corman offers the following benefits:
Full-Time Team Members:
  • Immediate Eligibility Starting Day One of Employment:
    • Veteran's Day is a Paid Holiday for US Veterans
    • Medical, Dental, Vision Insurance
    • PTO (Paid Time Off) Accrual
    • 8 Paid Holidays Per Year
    • Voluntary Supplemental Life Insurance
    • Voluntary Short and Long-Term Disability
    • Voluntary Accident Insurance
  • FSA and HSA Options
  • 401K Employer Match
  • Paid Maternity Leave
  • Group Life Insurance

All Team Members:
  • 401K Retirement Savings Plan
  • Referral Bonuses
  • Employee Discounts from Various Suppliers
  • Employee Assistance Program
  • Annual Boot Voucher
  • Company Provided PPE
  • Prescription Safety Glasses Allowance

R. J. Corman Railroad is an Equal Employment Opportunity (EEO) employer that is committed to a safe and drug-free workplace. R. J. Corman performs pre-employment criminal background checks and substance abuse testing, which includes a urine drug test to detect the presence of illegal drugs. We appreciate your cooperation in keeping R. J. Corman a safe and drug-free company.
Equal Opportunity Employer
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.

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