Workplace Culture Manager job description

Job brief

We are seeking an empathetic and results-driven Workplace Culture Manager to champion our internal brand and elevate our employee engagement strategy. You will lead the design and execution of programs that foster connection, inclusivity, and high morale across our growing team. By bridging the gap between leadership goals and employee feedback, you will play a critical role in shaping a workplace culture that empowers our staff to do their best work every day. If you are a culture-builder who excels at turning insights into actionable engagement programs, we want to hear from you.

What is a Workplace Culture Manager?

A Workplace Culture Manager is a specialized human resources professional who focuses on the employee experience and the internal brand of an organization. By integrating organizational development strategies with internal communications, the Workplace Culture Manager ensures that company values are embedded into daily workflows and employee interactions. This role acts as the architect of the firm's ethos, utilizing data from pulse surveys and performance management systems to foster an inclusive, high-performing environment that directly influences organizational retention and talent acquisition success.

What does a Workplace Culture Manager do?

On a typical day, a Workplace Culture Manager analyzes employee engagement data from platforms like Culture Amp or Officevibe to identify sentiment trends and improvement areas. They lead cross-functional steering committees to design wellness programs, recognition initiatives, and diversity and inclusion events that align with the company's long-term business goals. Additionally, they facilitate leadership workshops, draft internal newsletters via tools like Slack or Notion, and partner with executive teams to ensure that company culture initiatives are effectively communicated and adopted across all departments.

Key responsibilities

• Design and execute comprehensive employee engagement surveys and analyze qualitative feedback to derive actionable insights for senior leadership teams.
• Develop and manage an annual internal events calendar, including team-building retreats, town halls, and professional development seminars, ensuring high cross-departmental participation.
• Partner with HR leadership to refine and communicate internal policies that promote transparency, psychological safety, and a culture of continuous feedback.
• Collaborate with marketing and communications teams to produce employer branding assets, including internal newsletters, employee spotlight features, and company values documentation.
• Facilitate leadership training sessions that equip managers with the tools to coach their teams and handle complex interpersonal dynamics effectively.
• Oversee the development of mentorship and employee resource groups (ERGs), ensuring these initiatives drive career growth and belonging across the organization.
• Monitor key HR KPIs such as eNPS (Employee Net Promoter Score) and turnover rates, presenting quarterly impact reports to stakeholders.
• Implement recognition and rewards frameworks that celebrate individual contributions and long-term service, aligning these programs with budget targets.

Requirements and skills

• 5+ years of experience in human resources, internal communications, or organizational development with a focus on employee-centric programs.
• Proven proficiency with employee engagement and pulse survey platforms such as Culture Amp, Glint, Lattice, or Qualtrics.
• Advanced ability to synthesize complex organizational data into compelling presentations for C-suite executives and business unit leads.
• Demonstrated mastery of project management methodologies to execute culture-wide initiatives from conception through evaluation and iteration.
• SHRM-CP, PHR, or equivalent professional HR certification reflecting deep knowledge of labor trends and organizational design principles.
• Exceptional facilitation and public speaking skills, with the ability to lead workshops for groups of varying sizes and seniority levels.
• Hands-on experience using HRIS and applicant tracking systems like Workday, BambooHR, or Greenhouse to track talent lifecycle engagement points.
• Bachelor’s degree in Human Resources, Organizational Psychology, Communications, or a related field of study.

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