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Employee Retention Jobs (NOW HIRING)

D-H Lebanon-MHMH

Employee Resource Navigator

Lebanon, NH · On-site

$22.25 - $29.25/hr

This position plays a key role in employee retention and organizational culture. * Performance Expectation * * Engage in and establish trusting, confidential and collaborative relationships with ...

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$22K

$61.4K

$85.5K

How much do employee retention jobs pay per year?

As of Jul 10, 2026, the average yearly pay for employee retention in the United States is $61,368.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,000.00 and $74,500.00 per year, depending on experience, location, and employer.

What are the 5 C's of employee retention?

The 5 C's of employee retention typically refer to Compensation, Career development, Culture, Communication, and Recognition. These factors help organizations retain employees by addressing their needs for fair pay, growth opportunities, a positive work environment, clear communication, and acknowledgment of their contributions.

What is the difference between Employee Retention vs Employee Engagement?

AspectEmployee RetentionEmployee Engagement
FocusKeeping employees employed over timeMotivating employees to be committed and enthusiastic
MetricsTurnover rates, tenureJob satisfaction, participation, morale
StrategiesCompetitive benefits, career developmentRecognition, meaningful work, communication
Work EnvironmentStable, supportiveInspiring, collaborative

While employee retention focuses on reducing turnover and keeping staff long-term, employee engagement emphasizes fostering enthusiasm and commitment among employees. Both are essential for a healthy workforce but target different aspects of employee experience.

What are some common challenges faced by professionals in employee retention roles, and how can they effectively address them?

Professionals working in employee retention often encounter challenges such as identifying the root causes of high turnover, engaging diverse employee populations, and implementing initiatives that resonate across departments. To address these, it's important to regularly gather and analyze employee feedback, collaborate closely with HR and management teams, and tailor retention strategies to different groups within the company. Building strong relationships with staff and maintaining open communication channels are also key to proactively addressing issues before they impact retention rates.

What are the key skills and qualifications needed to thrive in Employee Retention roles, and why are they important?

To thrive in Employee Retention, you need a solid understanding of human resources principles, data analysis, and experience with employee engagement initiatives, often supported by a degree in HR or related fields. Familiarity with HRIS platforms, employee survey tools, and retention analytics software is typically required. Strong interpersonal communication, problem-solving ability, and empathy are essential soft skills for building trust and addressing employee concerns. These competencies ensure organizations can proactively reduce turnover, enhance workplace satisfaction, and retain top talent.

What is the 3 month rule for jobs?

The 3 month rule in employee retention refers to the common practice of evaluating new employees within their first three months to determine their fit and performance. Many companies use this period for onboarding, training, and assessing whether the employee meets job expectations before offering permanent employment or benefits.

What jobs pay 4000 a week without a degree?

High-paying jobs that can reach $4,000 a week without a degree often include roles such as commercial truck drivers, sales managers, real estate brokers, and certain skilled trades like electricians or plumbers. These positions typically require specialized training, certifications, or experience rather than a college degree, and may involve long hours or independent work environments.

What is employee retention?

Employee retention refers to an organization's ability to keep its employees and reduce turnover. It involves strategies and practices aimed at creating a positive work environment, offering competitive compensation, and providing opportunities for career growth. High employee retention is beneficial because it helps maintain organizational knowledge, reduces recruitment and training costs, and enhances overall productivity. Effective retention strategies often include employee engagement initiatives, recognition programs, and supportive management.
More about Employee Retention jobs
What cities are hiring for Employee Retention jobs? Cities with the most Employee Retention job openings:
What states have the most Employee Retention jobs? States with the most job openings for Employee Retention jobs include:
What job categories do people searching Employee Retention jobs look for? The top searched job categories for Employee Retention jobs are:
Employee Retention jobs near you
Infographic showing various Employee Retention job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 20% Part Time, 1% Temporary, and 3% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $61,368 per year, or $29.5 per hour.
Employee Engagement Specialist

Employee Engagement Specialist

General Court of the Commonwealth of Massachusetts

Boston, MA

$40K - $46K/yr

Full-time

Posted 24 days ago

Job description

The Commonwealth of Massachusetts Executive Branch is one of the state's largest employers with over 46,000 employees that span 11 secretariats and 70 plus agencies.  From Accountants to X-ray technicians and hundreds of titles in between, we are one employer with many career opportunities.  The Commonwealth is looking for leaders, thinkers, creators, and innovators. We are a diverse workforce that reflects the diverse population that we serve. 

The Human Resources Division (HRD) is an agency within the Executive Office for Administration and Finance. HRD provides support to state agencies in all matters relating to the Commonwealth's classification, compensation, benefits, recruitment, training & employee development, civil rights, collective bargaining and workers compensation

About the Talent and Workforce Strategy Division

The Talent and Workforce Strategy Division (TWS) helps build and sustain a strong, future-ready workforce for the Commonwealth of Massachusetts. Through our teams focused on recruiting, workforce performance and placement, organizational learning, and employee engagement and retention, we provide strategic programs, guidance, and resources that support agencies in attracting, developing, and retaining highly skilled and dedicated public servants. As a collaborative and mission-driven team, TWS advances workforce excellence and helps to positively and strategically shape the employee experience across state government.

Position Summary

TWS seeks an energetic, innovative, and service-minded professional who is passionate about strengthening public service through employee engagement, recognition, and workforce development initiatives. This role is responsible for coordinating and executing statewide programs that support employee retention, engagement, and professional growth across the Commonwealth. The ideal candidate is a strong project coordinator who enjoys managing multiple priorities, building relationships with diverse stakeholders, solving problems, improving processes, and delivering high-quality programs and events that create meaningful impact for employees and strengthen a commitment to public service across its talented workforce.

Responsibilities include (but are not limited to):

Commonwealth Performance Recognition Program

  • Coordinate the Commonwealth's annual Performance Recognition Program (PRP), a statewide employee recognition initiative serving executive-branch employees.
  • Provide ongoing guidance, technical assistance, and customer support to agency and secretariat-level program coordinators throughout the full program cycle.
  • Collaborate with stakeholder offices, the Commonwealth communications team, and agency partners to publicize the program and increase awareness of recognition opportunities.
  • Partner with IT staff to support the nomination portal, monitor system functionality, troubleshoot issues, and ensure a smooth user experience.
  • Administer the nomination process, including developing timelines, coordinating communications, promoting the program, and encouraging nomination submissions across the Commonwealth workforce.
  • Coordinate the statewide award review, ranking, and recipient selection process, ensuring consistency, fairness, and adherence to established criteria.
  • Serve as lead event coordinator for the annual Performance Recognition Program award ceremony, including planning, logistics, stakeholder coordination, and day-of execution.

State Employees Responding as Volunteers Program

  • Coordinate the Commonwealth's State Employees Responding as Volunteers program, established pursuant to Executive Order 479.
  • Administer program guidelines, ensuring consistent implementation across agencies and secretariats.
  • Review requests to add nonprofit organizations to the approved list of service partners, evaluating submissions against program criteria and approving or denying requests as appropriate.

Bradford and Suffolk Fellowship Programs

  • Coordinate the Bradford and Suffolk Fellowship Programs in partnership with Harvard Kennedy School, Suffolk University, agency leadership, and internal stakeholders.
  • Develop and distribute program communications, including announcements, application materials, stakeholder updates, participant notifications, and website content.
  • Coordinate informational sessions, interview panels, selection committees, and related program activities.
  • Serve as a primary point of contact for program applicants, selected participants, and individuals not selected for participation.

Cross-Program Responsibilities

  • Support initiatives that strengthen employee engagement, recognition, retention, and workforce development across the Commonwealth.
  • Draft, review, and recommend improvements to program policies, procedures, guidelines, templates, and communications to enhance transparency, consistency, efficiency, and participant experience.
  • Analyze program operations and stakeholder feedback to identify opportunities for improvement and recommend enhancements to leadership.
  • Help cultivate a statewide community of practice for employee engagement professionals by supporting collaboration, information-sharing, and consistent program administration.
  • Build and maintain effective working relationships with internal and external stakeholders, including agency HR staff, communications teams, finance and procurement staff, IT partners, educational institutions, nonprofit organizations, and executive leadership.
  • Prepare program updates, reports, presentations, and other materials for leadership and stakeholder audiences, as needed.

Preferred Qualifications

  • Demonstrated enthusiasm for and commitment to employee engagement, workforce development, human resources, and/or public service initiatives.

  • Experience supporting the planning and execution of events, programs, or initiatives

  • Ability to manage multiple projects, priorities, and deadlines simultaneously while maintaining a high degree of organization and attention to detail.

  • Strong customer service and interpersonal skills, with the ability to build positive relationships and provide responsive support to diverse stakeholders.

  • Sound judgment, professionalism, and discretion when working with individuals at all organizational levels.

  • Strong written and verbal communication skills, including the ability to develop correspondence, presentations, reports, guidance materials, and communications for diverse audiences.

  • Ability to gather and analyze information, identify opportunities for improvement, and recommend practical solutions to leadership.

  • Ability to work collaboratively across teams and stakeholder groups while managing assignments independently.

  • Proficiency with Microsoft Office Suite (Word, Excel, PowerPoint, Outlook, and Teams)

  • Initiative, creativity, and a willingness to contribute new ideas, take ownership of assignments, and support a collaborative team environment.

First consideration will be given to those applicants that apply within the first 14 days.
 
 

MINIMUM ENTRANCE REQUIREMENTS: Applicants must have at least (A) three years of full time, or equivalent part-time, professional, administrative or managerial experience in business administration, business management or public administration the major duties of which involved program management, program administration, program coordination, program planning and/or program analysis, or (B) any equivalent combination of the required experience and the substitutions below.

Substitutions:

I. A Bachelor's degree with a major in business administration, business management or public administration may be substituted for a maximum of two years of the-required experience.*

II. A Graduate degree with a major in business administration, business management or public administration may be substituted for the required experience.*

III. A Bachelor's or higher degree with a major other than in business administration, business management or public administration may be substituted for a maximum of one year of the required experience.*

*Education toward such a degree will be prorated on the basis of the proportion of the requirements actually completed.

Comprehensive Benefits

When you embark on a career with the Commonwealth, you are offered an outstanding suite of employee benefits that add to the overall value of your compensation package. We take pride in providing a work experience that supports you, your loved ones, and your future.

Want the specifics? Explore our Employee Benefits and Rewards!

An Equal Opportunity / Affirmative Action Employer.  Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply.

The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law.  Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC) may self-select out of opportunities if they don't meet 100% of the job requirements.  We encourage individuals who believe they have the skills necessary to thrive to apply for this role.

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