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Employee Engagement Program Manager Jobs in California

Shakudo

Senior Engagement Manager

San Francisco, CA

We are seeking a seasoned Senior Engagement Manager to join our team and play a critical role in ... This is a highly cross-functional, customer-facing role for someone who excels at program delivery ...

Intren West

Senior Program Manager

Dublin, CA · On-site

$76.65 - $80/hr

Senior Program Manager Location: Hybrid (Must reside in Bay Area) 1-2 days per week in Dublin ... Experience with surveys, employee engagement, and company culture initiatives is highly valued ...

Hp

Internal Communications Manager

Palo Alto, CA · On-site

This role is responsible for developing communication strategies, managing internal communication channels, driving employee engagement programs, and delivering high-quality content and events that ...

MasTec Inc

Senior Program Manager

Dublin, CA · On-site

$76.65 - $80/hr

Senior Program Manager Location: Hybrid (Must reside in Bay Area) 1-2 days per week in Dublin ... Experience with surveys, employee engagement, and company culture initiatives is highly valued ...

MasTec Inc

Senior Program Manager

Dublin, CA · On-site

$76.65 - $80/hr

Senior Program Manager Location: Hybrid (Must reside in Bay Area) 1-2 days per week in Dublin ... Experience with surveys, employee engagement, and company culture initiatives is highly valued ...

MasTec Inc

Senior Program Manager

Dublin, CA · On-site

$76.65 - $80/hr

Senior Program Manager Location: Hybrid (Must reside in Bay Area) 1-2 days per week in Dublin ... Experience with surveys, employee engagement, and company culture initiatives is highly valued ...

MasTec Inc

Senior Program Manager

Dublin, CA · On-site

$76.65 - $80/hr

Senior Program Manager Location: Hybrid (Must reside in Bay Area) 1-2 days per week in Dublin ... Experience with surveys, employee engagement, and company culture initiatives is highly valued ...

MasTec Inc

Senior Program Manager

Dublin, CA · On-site

$76.65 - $80/hr

Senior Program Manager Location: Hybrid (Must reside in Bay Area) 1-2 days per week in Dublin ... Experience with surveys, employee engagement, and company culture initiatives is highly valued ...

MasTec Inc

Senior Program Manager

Dublin, CA · On-site

$76.65 - $80/hr

Senior Program Manager Location: Hybrid (Must reside in Bay Area) 1-2 days per week in Dublin ... Experience with surveys, employee engagement, and company culture initiatives is highly valued ...

MasTec Inc

Senior Program Manager

Dublin, CA · On-site

$76.65 - $80/hr

Senior Program Manager Location: Hybrid (Must reside in Bay Area) 1-2 days per week in Dublin ... Experience with surveys, employee engagement, and company culture initiatives is highly valued ...

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All JobsEmployee Engagement Program JobsEmployee Engagement Program Manager JobsEmployee Engagement Program Manager Jobs in California

Employee Engagement Program Manager information

See California salary details

$26.6K

$76.8K

$134.7K

How much do employee engagement program manager jobs pay per year?

As of Aug 8, 2026, the average yearly pay for employee engagement program manager in California is $76,778.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,300.00 and $92,800.00 per year, depending on experience, location, and employer.

How does an employee engagement program manager typically collaborate with other departments to drive engagement initiatives?

An Employee Engagement Program Manager frequently partners with HR, internal communications, and department leads to design and implement engagement strategies. They often facilitate cross-functional meetings to gather feedback, align initiatives with company values, and ensure programs are tailored to diverse team needs. Building relationships across departments is key to gaining buy-in and effectively rolling out surveys, recognition platforms, or wellness activities. This collaborative approach helps ensure engagement efforts are well-received and impactful throughout the organization.

What is the difference between Employee Engagement Program Manager vs Employee Relations Specialist?

AspectEmployee Engagement Program ManagerEmployee Relations Specialist
Primary FocusDesigning and implementing engagement initiatives to boost employee morale and retentionManaging employee relations issues, conflict resolution, and workplace policies
Required CredentialsBachelor's degree in HR, Business, or related field; HR certifications preferredBachelor's degree in HR, Psychology, or related field; HR certifications beneficial
Work EnvironmentHR departments, corporate offices, focus on culture and engagement programsHR or Employee Relations teams, often in corporate or organizational settings

The Employee Engagement Program Manager primarily focuses on creating programs that enhance employee satisfaction and retention, while the Employee Relations Specialist handles workplace conflicts and employee concerns. Both roles require HR knowledge and work within similar environments, but their core responsibilities differ significantly.

What are the key skills and qualifications needed to thrive as an employee engagement program manager, and why are they important?

To thrive as an Employee Engagement Program Manager, you need experience in HR, program management, data analysis, and a relevant degree such as in human resources or business administration. Familiarity with HRIS platforms, survey tools, and analytics software is typically required, along with certifications like SHRM-CP or PHR being advantageous. Strong communication, relationship-building, and strategic planning skills help drive engagement initiatives and foster a positive workplace culture. These competencies are crucial for designing impactful programs that enhance employee satisfaction, retention, and organizational performance.

What does an employee engagement program manager do?

An Employee Engagement Program Manager is responsible for designing, implementing, and overseeing initiatives that boost employee morale, satisfaction, and productivity within an organization. They analyze employee feedback, develop engagement strategies, and coordinate programs such as recognition events, surveys, and wellness activities. Their goal is to foster a positive workplace culture, increase retention, and ensure that employees feel valued and motivated in their roles.
What cities in California are hiring for Employee Engagement Program Manager jobs? Cities in California with the most Employee Engagement Program Manager job openings:
Employee Engagement Program Manager jobs near you
Infographic showing various Employee Engagement Program Manager job openings in California as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $76,778 per year, or $36.9 per hour.

Manager of Organizational Development and Employee Engagement

MLK Community Healthcare

Los Angeles, CA • On-site

Full-time

Posted 11 days ago

Job description

If you are interested please apply online and send your resume to NOrozco@mlkch.org
POSITION SUMMARY
The Organizational Development Manager provides a range of consultation services in conjunction with Human Resources to leadership. This role develops and implements key strategies and training for creating and sustaining a high performing organization and engaged workforce. This position develops and manages leadership and supervisory/staff development programs and succession planning that supports and fosters highly effective leadership, supervisory and staff teams.
ESSENTIAL DUTIES AND RESPONSIBILITIES
  1. The OD and Engagement Manager will act as an advisor to organizational members, including coaching individuals and managers on actions, behaviors, and perspectives appropriate and effective for working at MLKCH.
  2. Provide coaching, facilitation, team development, whole systems analysis, process reengineering and organization development services in conjunction with Human Resources and consultation with leaders and senior leadership team to implement transformational organization improvement initiatives and assure alignment with the organization's strategic plans.
  3. Collaborate with other Human Resource Professionals in the department to ensure most appropriate utilization of resources and to achieve desired outcomes for the client.
  4. Design and deliver just-in-time training modules as needed/appropriate Use instructional design methodology to conceptualize, research, design and develop training programs to address organizational goals and objectives and client's departmental needs.
  5. Design and manage organization leadership programs: Leadership Development Institute, Essential Leaders, New Leader Onboarding, Employee Career Maps, etc.
  6. Crete content and tools to enhance values-based competencies and improve match between organizational goals and achievements of managers and employees.
  7. Continually evaluate the quality of work done with clients and implement improvements as needed. Design and report outcomes to appropriate parties.
  8. Establish and maintain comprehensive training programs for employee development at both the management and non-management levels.
  9. Demonstrate excellent facilitation and course development skills.
  10. Demonstrate competence in continuous improvement, learning, and accountability, teamwork, motivating and developing others.
  11. Demonstrate problem-solving decision making, financial understanding and managing daily operations.
  12. Demonstrate competence in customer/patient focus, adaptability and shaping change.
  13. Considers external and internal alternatives to program design and, when appropriate, manages the request for proposal process to ensure appropriate external vendors are considered and cost negotiations are effective. Manages the ongoing relationship and the quality and cost effectiveness of vendors or Managers selected.
  14. Directs continuous efforts to ensure effective measures and evaluation practices are developed and in place to assess the value of current and future systems and programs. Links success measures to return on investment.
  15. Supports HR Leadership by developing strategies to continually increase HR staff capability.
  16. Manages the Employee Engagement process including providing feedback, training and action planning to improve staff engagement and retention.
  17. Manage and coordinate process in goal of being recognized as Best Place to Work.
  18. Assists in the development and management of the OD budget for current, on-going and future OD management development related items.
  19. Develops and implements manager and staff development programs that support the organization's succession plan.
  20. Creates and Manages succession planning initiatives by conducting needs assessment, gathering and analyzing data, and preparing and presenting reports with findings and recommendations to leadership team. Manage and support development of high potentials identified in succession planning process.
  21. Takes a proactive role in developing or assisting with tactical management training opportunities like annual performance review planning with systems training, to ensure best practices for highly competent leaders and engaged workforce.
  22. Other duties as assigned.

POSITION REQUIREMENTS
A. Education
  • Bachelor's degree in human resources management, organizational development, applied behavioral sciences, business administration, psychology or related field.
  • Master's degree in human resources management, organizational development, applied behavioral sciences, business administration or industrial organizational psychology preferred.

B. Qualifications/Experience
  • Minimum of 3 years of internal consultation, facilitation, training and organizational development experience utilizing the skills and knowledge described above to improve work groups, teams and organizations. Hospital or healthcare preferred
  • Dynamic presence with strong platform training and facilitation skills.
  • Team leadership and consultative skills with the ability to work collaboratively, manage relationships and influence decisions.
  • Excellent communication skills which enhance interpersonal and facilitation skills.
  • Excellent needs assessor and responsive to the organization's needs.
  • High energy, self-starter who is innovative and creative with practical result orientation.
  • Works well with all levels of employees in a highly complex, changing environment.
  • Well developed, demonstrated skills in conceptualizing, researching, designing, conducting and evaluating management, and staff development training programs.
  • High knowledge of presentation software (i.e., PowerPoint, Excel, and Word).
  • Ability to set goals and judge results in accordance with the highest standards; care with sensitivity and respect; advance care through development of new ideas and technology; promote teamwork to achieve MLKCH's mission; and understand and exceed customer expectations.

C. Special Skills/Knowledge
  • Demonstrated knowledge of adult learning styles, participative training design, group dynamics, interactive learning methods, systems theory and quality improvement processes, principles of customer service, advanced consulting methods, leadership coaching, conflict resolution, group process facilitation, organization communications processes, presentation skills and project management.

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