Culture and Engagement Manager Dublin 7 Hybrid Working
Role Purpose: As the Culture and Engagement Manager you will be responsible for creating and driving an integrated culture and engagement strategy and leadership development strategy that enables the company to engage, develop and align employees with the company's core values and objectives within the strategic plan. The role encompasses key aspects of how the company connects and relates to current and prospective employees. The role partners closely with the Executive Management Team / Strategic Leadership Team to shape, drive and deliver culture, engagement, and leadership development.
Role Requirement 1: Culture Develop and implement a programme of work, in collaboration with the leadership team, to build a single positive organisational culture where expectations are clear, and behaviours are aligned with our shared values of Accountability, Collaboration, Inclusion, Integrity, Service Excellence and Transparency.
Key tasks will include:
Lead and manage clients Culture Audit project (currently underway)
Engage with senior leadership to agree priorities for culture, and to define required outcomes.
Work with leadership team to provide access to insights that inform positive change and work towards the development of a single positive organisational culture.
Develop and implement an integrated Culture and Engagement Strategy for the organisation, focusing on its relationship to the organisation's mission, vision, and values; clarifying the actions needed to implement it; motivating staff to commit to these and to achieving the organisation's business goals.
Lead and manage other internal culture activities as required; to include the collection and analysis of data to inform needs, action planning and goal setting.
Design and facilitate interventions at corporate/department/team level to develop and align culture with organisational change and development.
Manage and report on the performance of the function and its programmes to executive oversight committees, Executive Management Team, Strategic Leadership Team etc as appropriate.
Role Requirement 2:
Engage with senior leadership to set priorities for engagement, and to define required outcomes; specify and manage the collection and analysis of data to inform needs.
Lead development, implementation and assessment of strategies and programmes to continuously improve engagement among our employees contributing to a high performing organisation linked to our values.
Develop an integrated Culture and Engagement Strategy for the organisation, focusing on its relationship to the organisation's mission, vision, and values; clarifying the actions needed to implement it; motivating staff to commit to these and to achieve the organization's business goals.
Lead and manage internal engagement activities and surveys, along with action planning and goal setting, ensuring the leadership team has access to insights that inform positive change.
Champion our values through creative implementation across our organization including planning and facilitating engagement activities across the company.
Manage and report on the performance of the function and its programmes to executive oversight committees, Executive Management Team, Strategic Leadership Team etc as appropriate.
Role Requirement 3:
Leadership Development Utilising our leadership competency framework, this role will be responsible for building leadership capability throughout the organisation to include, but not limited to
The development and implementation of a Leadership Development Plan that will support our staff in their continuous learning.
Roll out of leadership assessment and development tools where appropriate.
Identification & implementation of initiatives to develop leadership capacity and promote and share good leadership practice.
Design a suite of programmes that create a clear career path from first line manager through to the executive team so that leadership potential is developed in line with organisational need.
Plan and deliver leadership development activities which incorporate a variety of learning methodologies to ensure that our managers are equipped with the skills and capabilities required to embed a high
Improve understanding of our leadership behaviours at all levels across the organisation and support leaders and managers in ensuring that they demonstrate the desired behaviours consistently.
Assist in the development of coaching as a key leadership style by ensuring that coaching principles and skills are built into leadership and management development programmes.
Evaluate the impact of existing and new leadership development interventions in order to identify areas for improvement and opportunities to enhance the current offer to support leaders in achieving their full potential.
Develop and maintain an emphasis on internal learning with strategic use of external partners where appropriate.
Create specific programmes and initiatives to support aspiring leaders to develop the knowledge and skills required to step up to managerial and leadership roles.
Role Requirement 4:
Proactively engage with key stakeholders as appropriate in the interest of fostering collaborative relationships.
Positively lead, motivate, and encourage whilst maintaining momentum given the challenging operating environment and demanding targets.
Foster a corporate culture that promotes practice and commitment to a customer experience of service excellence and efficiency.
Encourage innovation and change when and where it is needed.
Required Experience:
A minimum of five years professional experience in the areas of culture, leadership development, employee engagement, organisational design & development, or other related HR disciplines.
Experience in designing and deploying employee surveys and/or facilitation of company-wide post survey action planning.
Demonstrate strong communication and people skills (verbal, written and listening) – Exceptional organizational skills, multi-tasking capabilities and detail oriented – Must be able to project manage and meet deliverables.
Experience in leveraging existing tools and introducing new tools and platforms. – Exercises professional judgment and demonstrates strong facilitation, conflict management and consensus building skills.
Demonstrated people leadership and collaboration experience.
Ability to build relationships and gain the confidence of key stakeholders and team members. Ability to prioritize, organize, and coordinate multiple projects simultaneously.
Excellent facilitation skills
The capacity to partner closely with Executive Leadership is critical.
Must be able to manage multiple priorities, produce excellent work results, and follow through on commitments. A sense of urgency is required.
For more information, please apply through the link provided for the attention of Emma Wilde or email [email protected] If you are interested in finding out more about the above role and would like to be considered for this or other suitable roles that we may have available for your skill set – please attach your CV via the link provided. Please submit your updated CV in Word Format. If you are living in Ireland and hold a VALID WORK PERMIT, we would love to hear from you, if however, you do not hold a valid work permit unfortunately we will not be in a position to assist you with your job search. Osborne are proud to be an Equal Opportunity Employer.
