Listener Jobs in Milwaukee, WI (NOW HIRING)

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Regal Rexnord is seeking an experienced Program Manager, Engagement & Inclusion to lead the strategy, design, and execution of enterprise-wide initiatives that shape the associate experience and strengthen engagement across the organization. This role is critical in building a listening-driven organization-one that translates associate insights into meaningful, measurable action that improves culture, inclusion, and business performance.

While this role supports broader inclusion efforts - including Employee Resource Groups (ERGs) and inclusive communications - the primary focus is on advancing our enterprise engagement and continuous listening strategy and enabling leaders to act on insights effectively.

This role requires strong cross-functional partnership with HRBPs, HR leaders, Talent, Communications, Analytics, and business leadership teams. Success in this role requires strong program management discipline, stakeholder influence, and the ability to balance strategic thinking with hands-on execution in a matrixed environment.

This role reports to the Sr. Director, Talent Management, who oversees Talent Management, Early Career, and DEI.

Engagement and Continuous Listening

• Refine and execute a multi-year enterprise listening strategy, including engagement surveys, pulse surveys, lifecycle listening, and targeted diagnostics to understand associate experience across the organization.
• Enable leaders and HR to translate insights into action, establishing clear standards for prioritization, action planning, and follow-through to drive measurable improvements in engagement, inclusion, and retention.
• Own engagement measurement and reporting, including dashboards, trend analysis, segmentation, and executive-ready insights tied to business and talent outcomes.
• Develop and deploy leader and manager toolkits that strengthen local ownership of engagement (e.g., team conversations, action planning, sustained follow-through).
• Identify enterprise-wide themes and integrate multiple data sources (e.g., engagement, attrition, talent data) to diagnose root causes and inform scalable interventions.
• Partner with enterprise stakeholders to embed engagement into leadership routines and operating rhythms, reinforcing accountability and behavior change.

Inclusion and ERG Enablement

• Partner with Employee resource Groups (ERG) leaders and executive sponsors to assess needs, triage challenges, and provide guidance that strengthens effectiveness, sustainability, and alignment to enterprise priorities.
• Establish and reinforce consistent governance and operating rhythms across ERGs, including charters, annual planning, role clarity, and sponsor engagement expectations.
• Partner with enterprise and functional communications to develop and deliver targeted communications, toolkits, and leader enablement resources that support an inclusive associate experience and reinforce key engagement moments.
• Track and report ERG and inclusion-related metrics (e.g., participation, membership growth, engagement with campaigns) and partner with stakeholders to increase impact, visibility, and integration with broader Talent and engagement strategies.

Required Qualifications:

• Bachelor's degree in Human Resources, Business, or related field (MBA preferred).
• 7-10 years of experience in employee engagement, employee experience (EX), continuous listening, organizational effectiveness, or related HR disciplines.
• Strong experience designing and executing enterprise listening strategies (survey design/administration partnership, insight generation, and action planning enablement).
• Proven ability to translate data into actionable insights and executive-ready recommendations.
• Strong program management capabilities, including planning, prioritization, and execution across multiple stakeholders and workstreams.
• Demonstrated ability to influence across levels, including senior leaders, without direct authority.
• Excellent written and verbal communication skills, including development of leader toolkits and presentations.

Preferred

• Data-driven mindset with experience in measurement, analytics, and continuous improvement.
• Experience in a global manufacturing or industrial environment.
• Familiarity with engagement and listening platforms.
• Experience supporting Employee Resource Groups (ERGs) or inclusion-related initiatives.
• Exposure to culture transformation, change management, or enterprise-wide talent strategies in complex organizations.

Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization.

The salary range provided is intended to display the value of the company's base pay compensation for this position. Salary is dependent on a multitude of factors, including but not limited to the physical worksite location, the geographic market of that location, candidate's skill set, level of experience, education and internal peer compensation comparisons among other potential factors.

Annual base salary range: $92,000 to $136,000

• Medical, Dental, Vision and Prescription Drug Coverage
• Spending accounts (HSA, Health Care FSA and Dependent Care FSA)
• Paid Time Off and Holidays
• 401k Retirement Plan with Matching Employer Contributions
• Life and Accidental Death & Dismemberment (AD&D) Insurance
• Paid Leaves
• Tuition Assistance

Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company's electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company's automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools.

The Company's end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture.

Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com.

Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you'd like to view a copy of the company's affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email Recruiting@RegalRexnord.com.If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail Recruiting@RegalRexnord.com.

Equal Employment Opportunity Posters
Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.