Employee Engagement Coordinator

GCT•North Charleston, SC

3d•Hybrid

About The Position

The Employee Engagement Coordinator develops and executes initiatives that strengthen GCT's culture, drive employee retention, and reinforce the company's Disney Experience service standard internally. Operating across all shifts of a 24/7/365 transportation operation, this role connects the workforce to management and HR; designing programs, capturing employee voice, amplifying positive stories, and reinforcing the values that make GCT a destination employer in the Lowcountry. The Coordinator is a relationship-builder and an information conduit: a trusted, accessible presence for employees, and a measured, data-informed partner to leadership.

Requirements

One (1) or more years of experience in Human Resources, employee relations, internal communications, marketing, or a related field.
Strong written and verbal communication; demonstrated ability to write for diverse audiences ranging from CDL drivers to executive leadership.
Comfort and credibility across all levels of an organization.
Availability for a standard 12:00 PM – 8:00 PM schedule with required rotational shifts to engage first-shift, overnight, and weekend operations.
Proficiency in Google Workspace, Microsoft Office, Canva (or equivalent design tool), and common HR / communication platforms.
Discretion and a proven track record of handling confidential information appropriately.
Valid driver's license and ability to pass a background check and drug screen.

Nice To Haves

Associate's or Bachelor's degree in Human Resources, Communications, Marketing, Psychology, Business, or related field.
SHRM-CP, PHR, or related HR certification.
Experience in transportation, logistics, hospitality, or another 24/7 operating environment.
Bilingual (English / Spanish).
Familiarity with engagement survey platforms and HRIS systems (BambooHR or similar).

Responsibilities

Design and execute team-building events, wellness initiatives, and recognition programs aligned to GCT's culture and operational rhythm.
Develop and administer friendly inter-shift competitions promoting safety, attendance, vehicle cleanliness, and on-time performance with clearly defined rules, scoring, and rewards.
Coordinate quarterly all-hands moments, milestone celebrations, and tenure recognition (1-year, 3-year, 5-year, etc.).
Manage employee birthday, work anniversary, and life-event acknowledgments at the team and company level.
Build a peer-to-peer recognition mechanism enabling drivers, dispatchers, and managers to nominate one another for spot recognition.
Create employee-facing announcements, and digital content that translate leadership goals into accessible, staff-friendly campaigns.
Produce weekly Employee Spotlights and Manager Spotlights highlighting individuals across departments and shifts.
Push out positivity; celebrating GCT wins, customer compliments, safety milestones, and team accomplishments across internal channels.
Manage culture-focused content across bulletin boards, breakroom displays, and any digital communication channels.
Conduct weekly informal check-ins with rotating employees to maintain pulse, answer questions, and surface emerging themes.
Serve as a confidential, accessible first point of contact for employees seeking to raise concerns outside their direct chain of command.
Operate in an intake-and-route capacity only — the Coordinator receives, documents, and escalates concerns to the appropriate manager or HR. The Coordinator does not coach, counsel, render judgment, or provide feedback or resolution to the employee.
Mandatory escalation: any disclosure involving harassment, discrimination, retaliation, threats of violence, safety violations, DOT/FMCSA compliance issues, or potential legal exposure is escalated immediately to HR regardless of the employee's stated preference. Employees are informed of this obligation at the outset of any concern conversation.
Conduct monthly focus groups to identify friction points and surface employee needs across departments and shifts.
Partner with HR to drive participation in the semi-annual eNPS survey administered through BambooHR; supplement with quarterly pulse surveys; analyze and report themes.
Conduct stay interviews with employees at 6-month and annual intervals to identify retention risks and growth opportunities.
Conduct exit interview intake (documentation only analysis and follow-up owned by HR).
Partner with HR to design and execute structured 30 / 60 / 90 / 180-day touchpoints that support new hires through the early-tenure window.
Conduct welcome calls, early-tenure check-ins, and integration support to ease the first six months of employment.
Identify at-risk new hires through patterns in surveys, absenteeism, or feedback and coordinate intervention with their direct manager.
Partner with HR and operations leadership on retention initiatives targeting the highest-attrition tenure windows.
Maintain regular presence across all shifts including overnight operations. Engagement cannot be limited to standard business hours in a 24/7 operation. Rotational scheduling is part of this role, not an exception.
Conduct monthly ride-alongs with drivers across shifts to build relationships and surface ground-level feedback.
Periodically attend weekend operations and overnight reliefs to engage staff who rarely see HR or executive presence.
Track and report quarterly on retention rates by cohort (30 / 60 / 90 / 180-day), eNPS, program participation, and engagement metrics.
Analyze themes from focus groups, surveys, and stay / exit interviews; identify patterns and recommend actions.
Present a quarterly Engagement Scorecard to the COO and executive leadership.
Recommend program adjustments based on data, employee feedback, and operational reality; not assumptions.