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Employee Engagement Jobs (NOW HIRING)

Apple

Senior Employee Engagement Manager

Cupertino, CA

$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.

Zeno

Account Supervisor, Employee Engagement

Chicago, IL · On-site

$80K - $100K/yr

Account Supervisor, Employee Engagement Do you enjoy helping organizations connect with employees during times of change, growth and transformation? Are you passionate about creating communications ...

Victaulic

Employee Engagement Clerk Bilingual

Easton, PA · On-site

$16.25 - $21/hr

Summary The Employee Engagement Clerk supports the execution of employee engagement programs and initiatives that enhance employee satisfaction, communication, and workplace culture. This role ...

Zeno

Account Supervisor, Employee Engagement

Chicago, IL · On-site

$80K - $100K/yr

Account Supervisor, Employee Engagement Do you enjoy helping organizations connect with employees during times of change, growth and transformation? Are you passionate about creating communications ...

Kentro

Employee Engagement Lead (VA ESOM)

Kentro is hiring for Kentro is hiring an Employee Engagement Lead to join its End Point Support and Operations Monitoring (ESOM) Program Management Office (PMO). This role is responsible for ...

Schaeffler

Co-op - Employee Engagement (HR)

Fort Mill, SC

$33K - $37K/yr

Bring to life employee engagement and employee development initiatives in collaboration with the HR department using virtual and in-person tools. * In collaboration with the Branding department ...

Victaulic

Employee Engagement Clerk Bilingual

Easton, PA · On-site

$16.25 - $21/hr

Summary The Employee Engagement Clerk supports the execution of employee engagement programs and initiatives that enhance employee satisfaction, communication, and workplace culture. This role ...

Schaeffler

Co-op - Employee Engagement (HR)

Fort Mill, SC · On-site

$33K - $37K/yr

Bring to life employee engagement and employee development initiatives in collaboration with the HR department using virtual and in-person tools. * In collaboration with the Branding department ...

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Employee Engagement information

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$27K

$77.8K

$136.5K

How much do employee engagement jobs pay per year?

As of Jun 9, 2026, the average yearly pay for employee engagement 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 Specialist typically collaborate with other departments to implement engagement initiatives?

An Employee Engagement Specialist works closely with HR, management, and department leaders to design and execute engagement programs, such as surveys, recognition events, and training sessions. Collaboration often involves gathering feedback from employees, aligning initiatives with organizational goals, and ensuring clear communication across teams. Specialists may also partner with IT for survey tools or Communications for internal messaging. This cross-functional teamwork is essential to create impactful, inclusive engagement strategies that resonate throughout the organization.

What is employee engagement?

Employee engagement refers to the emotional commitment and involvement that employees have towards their organization and its goals. Engaged employees are motivated to contribute to the company's success, feel connected to their work, and are more likely to go above and beyond in their roles. High employee engagement is linked to increased productivity, better job satisfaction, and lower turnover rates. Organizations often use surveys, feedback tools, and engagement programs to measure and improve engagement levels.

What is the difference between Employee Engagement vs Employee Relations?

AspectEmployee EngagementEmployee Relations
FocusBoosting employee motivation, commitment, and satisfactionManaging employee conflicts, grievances, and workplace issues
ActivitiesSurveys, recognition programs, development initiativesDispute resolution, policy enforcement, conflict management
MetricsEmployee satisfaction scores, engagement levelsGrievance resolution rates, conflict frequency
Work EnvironmentProactive, positive, development-orientedReactive, issue-focused, compliance-driven

While both roles aim to improve the workplace, Employee Engagement focuses on fostering motivation and satisfaction, whereas Employee Relations handles resolving conflicts and managing employee issues. Understanding these differences helps organizations create a balanced approach to employee well-being and workplace harmony.

What Are Employee Engagement Jobs?

Employee engagement jobs include a variety of management and consulting roles that focus on keeping a workforce interested and productive. These positions are often part of the company HR department and may involve making efforts to modify the corporate culture to engage employees, change policies, and improve the work environment. As an employee engagement professional, you may work on things like managing an employee rewards program, researching how many employees have a positive attitude, and looking for employees who negatively impact others. Employee engagers frequently coordinate between several different departments to smooth lines of communication and ensure each group has the resources and support it needs to do its job.

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

To thrive as an Employee Engagement Specialist, you need a background in human resources or organizational psychology and experience with engagement strategies and metrics. Familiarity with HRIS platforms, employee survey tools, and data analysis software is typically required. Outstanding communication, relationship-building, and problem-solving skills help foster a positive workplace culture and address employee concerns effectively. These skills are crucial for boosting employee morale, retention, and overall organizational productivity.
More about Employee Engagement jobs
What cities are hiring for Employee Engagement jobs? Cities with the most Employee Engagement 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 jobs? States with the most job openings for Employee Engagement jobs include:
What job categories do people searching Employee Engagement jobs look for? The top searched job categories for Employee Engagement jobs are:
Employee Engagement jobs near you
Infographic showing various Employee Engagement job openings in the United States as of June 2026, with employment types broken down into 4% As Needed, 71% Full Time, and 25% Part Time. 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.
Senior Director, Employee Engagement & Recognition

Senior Director, Employee Engagement & Recognition

Metropolitan Transportation Authority

New York, NY • On-site

$145K - $182K/yr

Full-time, Part-time

Posted 29 days ago

Metropolitan Transportation Authority rating

7.5

Company rating: 7.5 out of 10

Based on 132 frontline employees who took The Breakroom Quiz

38th of 76 rated public transport

Job description

Job ID: 15612
Business Unit: MTA Headquarters
Location: New York, NY, United States
Regular/Temporary: Regular
Department: Employee Engagement& Retention
Date Posted: May 21, 2026
Description
JOB TITLE:
Senior Director, Employee Engagement & Recognition
DEPT/DIV:
People
SUPERVISOR:
Dep uty Ch ie f , Learn ing, Engag ement & Develo pment (LEaD)
WORK LOCATION:
2 Broadway, New York, NY 10004
HOURS OF WORK:
9:00 am - 5:30 pm (7.5 hours/day) or as required
FULL/PART-TIME
FULL
SALARY RANGE:
$145,615 - $182,019
DEADLINE:
Until filled
This position is eligible for telework which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire.
Opening:
The Metropolitan Transportation Authority is North America's largest transportation network, serving a population of 15.3 million people across a 5,000-square-mile travel area surrounding New York City, Long Island, southeastern New York State, and Connecticut. The MTA network comprises the nation's largest bus fleet and more subway and commuter rail cars than all other U.S. transit systems combined. MTA strives to provide a safe and reliable commute, excellent customer service, and rewarding opportunities.
Job Summary :
The Senior Director, Employee Engagement & Recognition is part of the Learning, Engagement and Development (LEaD) team as part of the People department and leads MTA - wide efforts to elevate the employee experience throughout the full lifecycle-from onboarding through separation-by driving initiatives that foster engagement, belonging, purpose, and organizational pride. This role oversees the design and execution of enterprise engagement frameworks, including Day 1/30/60/90 onboarding, continuous feedback mechanisms, and robust engagement and recognition programs. It partners closely with HR leaders across operating and administrative divisions to ensure a consistent, unified approach to engagement.
Serving as a strategic advisor to senior leadership, the Senior Director plays a key role in shaping organizational culture and steering enterprise - wide engagement and recognition strategies that celebrate employee contributions. The position integrates core functions-including orientation, recognition, employee feedback, and lifecycle experience-into a cohesive engagement model that enables leadership's ability to drive engagement across their teams, and fosters connection, clarity, and organizational alignment.
Working in close partnership with the People Department, senior leadership, and executive staff, this role designs and implements impactful strategies and tools that champion a workplace culture where employees feel valued, supported in their growth, and recognized for their achievements. With a focus on strengthening retention and enhancing the experience of more than 70,000 employees, the Senior Director ensures a seamless, engaging, and meaningful journey for employees at every stage of their MTA career.
Responsibilities:
  • Lead, mentor, and develop a high performing Employee Engagement & Recognition team, set departmental goals, drive programmatic operational excellence, and manage cross agency relationships to ensure consistent service delivery while creating a professional environment
  • Oversee the design, delivery, analysis and refinement of employee engagement initiatives, programs and external partnerships, day-one, 30, 60, 90 and year-one onboarding program, leadership and management toolkits, engagement and pulse check surveys, exit interview data, and recognition programs, working with People Analytics to interpret trends and drive strategic recommendations.
  • Partner with leaders to design recognition programs including spot and peer-to-peer recognition, years of service recognition, performance recognition, and major annual events such as all agency appreciation programs, that are meaningful, inclusive, and aligned with ongoing development of recognition initiatives.
  • Collaborate with senior leadership, HR Business Partners, and Communications to ensure employee engagement narrative and messaging resonates with both operations and non-operations staff by facilitating engagement task forces, cross functional committees, and working groups to standardize best practices across agencies.

Required for All Jobs :
  • Performs other duties as assigned
  • Complies with all policies and standards
  • May be required to work hours outside regular work hours, as applicable
  • Observes the work performed by contractors, as applicable
  • Reviews invoices and approves them if the work has contractual standards, as applicable
  • Addresses performance issues with the contractor when possible, as applicable
  • Escalates issues to other parties when needed, as applicable

Required Knowledge/Skills/Abilities:
  • Employee engagement strategy, program / project design and management
  • Oversight or development of engagement toolkits and supports
  • Survey design, feedback analysis, and data-driven insight generation
  • Strategic planning and organizational change
  • Team leadership and influence across a multifaceted organization
  • Cultural competency and commitment to equity and inclusion
  • Effective communication across diverse employee groups

Required Education and Experience:
  • A Bachelor's Degree in Arts/Sciences (BA/BS) i n Human Resources, Business Administration, Organizational Development, or related field
  • Minimum 10 years of progressive work experience in employee engagement, organizational development, or related HR leadership roles in large, complex, multi-agency or unionized environments (government or transportation sector experience strongly preferred). Demonstrated experience designing and executing large-scale engagement, onboarding, recognition programs and digital tools and innovative approaches to increase leader capacity to drive engagement across their teams. Experience supervising teams and managing enterprise level initiatives with competing priorities, consistent with challenges outlined for similar roles.
  • Minimum 5 years o f supervisory / management experience

The Following is/are preferred :
  • Master's degree in Arts/Sciences (MA/MS) in Organizational Development, Industrial/Organizational Psychology, Public Administration or related field
  • Pr ofessional HR Certification (SHRM SCP, SHRM CP, SPHR, PHR)
  • Certification in Coaching or Organizational Development

Other Information
May need to work outside of normal work hours (i.e., evenings and weekends)
Travel may be required to other MTA locations or other external sites.
According to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the "Commission").
Equal Employment Opportunity
MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including those concerning veteran status and individuals with disabilities.
The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.

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