Wellbeing & Engagement Manager

SUMMARY

The Wellbeing and Engagement Manager will lead and implement high-impact initiatives that enhance employee wellbeing, engagement, and company culture. This role designs and implements programs that foster connection, recognition, and inclusivity while driving professional growth. Overseeing internal communications, employee events, programs, and recognition, the Wellbeing and Engagement Manager ensures alignment with business goals and employee needs. As part of the HR team, they will collaborate with leadership and cross-functional teams to shape culture, leverage engagement data for continuous improvement, and integrate wellbeing into the employee experience—creating a workplace where everyone feels valued, supported, and connected across locations.

ESSENTIAL DUTIES

Wellbeing Program Design and Implementation

• Develop and Enhance Wellbeing Programs: Design and execute company-wide wellbeing initiatives, including mental health support, physical wellness programs, flexible work practices, and resilience training.
• Mental Health and Wellness Advocacy: Act as a champion for mental health in the organization by promoting awareness, destigmatizing conversations, and connecting employees with resources and support networks.
• Communication and Education: Coordinate regular updates and informational content to promote wellbeing resources, initiatives, and tips, ensuring employees stay engaged and informed.

Employee Engagement and Culture Initiatives
 

• Drive Employee Engagement Strategy: Leverage feedback and data to develop meaningful strategies that improve workplace satisfaction and wellbeing.
• Lead Engagement and Social Events: Organize large-scale, company-wide events, team-building activities, and social gatherings to foster connection, reduce stress, and bring enjoyment to the workplace.
• Elevate Employee Onboarding Experience: Develop a structured, engaging onboarding process in collaboration with Recruiting, HR, and key stakeholders to ensure a seamless new hire experience.
• Curate “Fun at Work” Calendar: Manage a calendar of creative, engaging activities (such as themed days, holiday celebrations, and employee-driven competitions) to keep the workplace vibrant and inclusive.
• Deliver Surprise and Delight Experiences: Develop and coordinate “surprise and delight” initiatives, such as unexpected treats, appreciation gestures, and small celebrations, to lift spirits and create memorable employee experiences.

Internal Employee Communications

• Develop & Execute Communication Strategies: Partner with local leadership, SA&P Comms team, and key stakeholders to craft and distribute internal communications that inform, engage, and inspire employees.
• Collaborate on Key Announcements: Work with stakeholders across departments to ensure timely and effective messaging for initiatives related to employee wellbeing, engagement, and company culture.
• Manage Company-Wide Meeting Communications: Oversee the content and logistics for Town Halls, Fireside Chats, and networking events, ensuring alignment with business goals and employee needs.
• Deliver Multi-Channel Messaging: Create digital and physical communication materials (posters, EDMs, newsletters, etc.) to support internal programs and cultural initiatives.

Buddies Club Management
 

• Oversee Buddies Club: Partner with the Buddies Club Director and department members to drive engagement initiatives across multiple locations (Guam, Saipan, Morrico).
• Facilitate Meetings and Collaboration: Organize meetings, manage department members, co-ordinate with event co-chairs, and oversee execution of culture-building events. 
• Strengthen Cultural Ambassador Program: Align the Buddies Club department members with company-wide engagement goals and foster a strong sense of community and belonging.   

Rewards & Recognition

• Enhance Rewards & Recognition Programs: Partner with leadership team to highlight diverse contributions across departments and ensure meaningful recognition.
• Plan Annual Awards & Service Celebrations: Manage end-to-end execution of the annual Inchcape Awards dinner and end of year Service Awards celebration.
• Expand Everyday Recognition Efforts: Work with the People team to design gamified challenges, peer recognition opportunities, and interactive events that make work enjoyable and rewarding.

Cultural Development and Inclusivity

• Foster an Inclusive and Supportive Culture: Partner with DEI champions to ensure that all programs and initiatives are inclusive, culturally sensitive, and reflect the diverse backgrounds of employees.
• Encourage Employee-Led Clubs and Initiatives: Support and guide employees in forming clubs or affinity groups (e.g., book clubs, wellness clubs, sports teams), promoting shared interests and community-building.

Data-Driven Program Evaluation and Reporting

• Analyze Program Impact: Gather, analyze, and report on key wellbeing and engagement metrics (e.g., participation rates, feedback, engagement scores) to evaluate the success and areas for improvement in initiatives.
• Gather and Apply Employee Feedback: Regularly solicit and incorporate feedback from employees on wellbeing and engagement programs, making adjustments to ensure programs remain relevant, impactful, and aligned with employee needs.

QUALIFICATIONS

• Education
  • Bachelor’s degree in human resources, Psychology, Organizational Development, or related field
• Experience
  • 5+ years in HR, employee engagement, or wellness program management
• Licensure and Certification
  • SHRM-CP or PHR is preferred

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Knowledge
  • Administrative and clerical procedures and systems such as word processing, managing files and records, designing forms, and other office procedures and terminology
  • Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
  • Principles and processes for providing customer and personal services
  • Principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems
• Skills
  • Creativity and enthusiasm for fostering an engaging workplace.
  • Using logic and reasoning to identify strengths and weaknesses of alternative solutions, conclusions, or approaches to problems
  • Conflict management
  • Managing one’s own time and the time of others
  • Excellent interpersonal, written, and verbal communication skills
  • Maintaining a professional demeanor and consultative approach
  • Monitoring/Assessing your performance to make improvements or take corrective action.
  • Service orientation skills, such as proactively looking for ways to assist others
  • Strong project management and organizational skills.
  • Professional oral and written skills
  • Microsoft Office, primarily Outlook, Word, and Excel
  • Proficiency in data analysis and program evaluation.
• Abilities
  • Ability to influence and collaborate effectively across departments.
  • Ability to work in a complex work environment, deal with ambiguity and across functions
  • Handling tactical day-to-day operations in area of responsibility
  • Communicating well with employees at all levels of the organization
  • Monitoring and assessing own performance to make improvements or take corrective action
  • Demonstrating Company values in an on-going and consistent way
  • Establishing and maintaining effective relationships with key stakeholders
  • The ability to concentrate on a task over a period of time without being distracted.
  • Ability to keep information confidential

HEALTH, SAFETY, AND ENVIRONMENT (HSE) ACCOUNTABILITIES

• Responsibilities
  • Follow standard safe work procedures
  • Identify and report hazards and environmental aspects
  • Follow reasonable instructions
  • Act responsibly for the safety of self and others
  • Participate in HSE improvement activities
  • Wear designated personal protective equipment
  • Ensure tools are in a safe condition before use
  • Adhere to site safety rules
  • Respond to spills or environmental incidents immediately
• Key Activities
  • Report all unsafe situations immediately to supervisor/manager
  • Take corrective action within own ability and report to supervisor/manager
  • Report all injuries, near hits, and plant or equipment damage
  • Support fellow employees
  • Support HSE committees
  • Ask about and keep informed of workplace hazards
  • Attend training as requested
• Accountability Measures
  • Process supervision
  • Current knowledge of HSE committee and discussions

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• The physical requirements of this position involve sedentary work, which involves sitting most of the time
• Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body
• The worker is required to have close visual acuity to perform activities such as preparing and analyzing data and figures, and viewing a computer terminal

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• In door office, air conditioning, well-lit office space
• This role routinely operates standard office equipment such as computers, phones, photocopiers, and filing cabinets

SUPERVISORY RESPONSIBILITY

This position has no direct supervisory responsibility

OTHER DUTIES

This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job.  Duties, responsibilities, and activities may change at any time, with or without notice.