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Employee Engagement Program Manager Jobs in New York

Algolia

Employee Engagement Specialist

New York, NY · Hybrid

$41K - $47K/yr

... engagement, strengthen manager effectiveness, and enable the People team to operate more ... Design programs that accelerate engagement, connection, and early productivity during the first 30 ...

Algolia

Employee Engagement Specialist

New York, NY · On-site

$41K - $47K/yr

... engagement, strengthen manager effectiveness, and enable the People team to operate more ... Design programs that accelerate engagement, connection, and early productivity during the first 30 ...

Visa Hunt

Employee Engagement Specialist

Manhattan, NY · On-site

$100 - $110/hr

... engagement, strengthen manager effectiveness, and enable the People team to operate more ... Design programs that accelerate engagement, connection, and early productivity during the first 30 ...

NBA

Talent & Engagement Lead

Manhattan, NY · On-site

$150 - $170/hr

The Talent & Engagement Lead is responsible for driving the design and execution of key people programs across the organization, including performance management, employee engagement, and talent ...

Nba

Talent & Engagement Lead

New York, NY · On-site +1

... management strategies and programs to drive employee engagement and retention, increase ... productivity and performance, and build a strong pipeline of talent for key roles and future ...

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Employee Engagement Program Manager information

See New York salary details

$29.5K

$85.1K

$149.3K

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

As of Sep 5, 2026, the average yearly pay for employee engagement program manager in New York is $85,112.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,100.00 and $102,800.00 per year, depending on experience, location, and employer.

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.

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 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 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 cities in New York are hiring for Employee Engagement Program Manager jobs?

Cities in New York with the most Employee Engagement Program Manager job openings:

Employee Engagement Program Manager jobs near you

Employee Engagement Specialist

Algolia

New York, NY • Hybrid

$41K - $47K/yr

Full-time

Posted 13 days ago

Job description

About the Role

We're looking for an Employee Experience Specialist to shape and continuously improve the experiences that matter most across the employee lifecycle.

Initially focused on onboarding, employee listening, and engagement, you'll partner across People, IT, Workplace, Talent Acquisition, and business leaders to create programs that are measurable, scalable, and engaging. You'll combine data, technology, and employee feedback to improve how employees experience Algolia from day one through key career milestones.

Success in this role means creating experiences that increase employee engagement, strengthen manager effectiveness, and enable the People team to operate more efficiently through thoughtful design, automation, and continuous improvement. 

Key ResponsibilitiesOnboarding: 
  • Own and continuously improve the end-to-end onboarding experience for new hires.
  • Design programs that accelerate engagement, connection, and early productivity during the first 30, 60, and 90 days.
  • Use employee feedback and business metrics to identify opportunities for improvement.
  • Partner with Talent Acquisition, People Operations, IT, Workplace, Learning & Development, and business leaders to deliver a seamless onboarding experience.
  • Identify opportunities to automate onboarding communications, workflows, and employee touchpoints.
Employee Listening: 
  • Own the execution and continuous improvement of engagement, pulse, onboarding, and lifecycle surveys.
  • Deliver timely reporting and actionable insights to leaders and managers.
  • Develop communications, resources, and action-planning materials that help leaders turn feedback into action.
  • Establish governance that creates a consistent, scalable employee listening strategy.

Employee Experience: 

  • Analyze employee feedback and program data to identify trends, risks, and opportunities.
  • Translate qualitative and quantitative insights into recommendations that improve engagement, retention, and employee experience.
  • Measure program effectiveness and continuously improve key employee lifecycle experiences.
  • Help build a connected employee lifecycle across onboarding, development, engagement, internal mobility, and offboarding.
  • Identify friction points and recommend scalable improvements that enhance the employee experience.
  • Use employee feedback, operational data, and stakeholder insights to inform future program design.
Automation & Continuous Improvement: 
  • Identify opportunities to simplify, standardize, and automate Employee Experience programs and workflows.
  • Leverage AI and automation to improve onboarding, employee communications, survey administration, reporting, and insight generation.
  • Partner with IT and system owners to optimize tools, integrations, and employee experience technologies.
Qualifications
  • Ability to work at least 2 days per week in our NYC office
  • Experience designing or improving employee experience programs, onboarding, engagement, or employee listening initiatives
  • Strong analytical skills with the ability to translate employee feedback into actionable recommendations
  • Excellent written and verbal communication skills with experience creating reports, presentations, and stakeholder communications
  • Experience partnering across multiple teams to deliver programs and influence outcomes
  • A continuous improvement mindset, with experience simplifying processes through technology, automation, or AI
  • Comfort working with employee experience platforms, survey tools, collaboration technologies, and reporting systems
Preferred Qualifications
  • Experience with Lattice, Seismic, or similar employee experience platforms
  • Experience supporting global or distributed organizations
  • Familiarity with AI-enabled productivity tools and workflow automation
  • Experience designing employee journey maps or lifecycle frameworks
What Success Looks Like

Within your first year, you will: 

  • Deliver a consistent, measurable onboarding experience that improves new hire readiness and engagement
  • Establish an employee listening program that provides leaders with timely, actionable insights
  • Increase efficiency by simplifying or automating key employee experience workflows
  • Strengthen manager enablement through clear reporting, communications, and action planning
  • Build trusted partnerships across the People team and key business stakeholders
  • Identify opportunities to continuously improve the employee lifecycle through data, technology, and employee feedback

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