Manager, Culture & Engagement

ADB Companies, LLC•Wildwood, MO

2d•Onsite

About The Position

ADB is a Nationwide full turnkey provider of technology infrastructure solutions including Wireline, Wireless, Technology, Critical Infrastructure, and Engineering. Our customer centric approach has ensured long-term relationships with commercial clients, service providers, local, state, and federal government organizations. We recognize our team members as our greatest asset, ensuring that their safety, well-being, and career growth are always our number one priority. Our ALL IN culture includes a focus on Safety, Wellness, Learning, Diversity and Inclusion, and giving back to our communities. The Manager, Culture & Engagement is the execution owner of ADB's culture transformation — the person who turns culture strategy into programs employees feel, on the job site and in the office. This role joins during the design phase of ADB's enterprise culture rollout and becomes the day-to-day operator of the culture cadence after launch: building and running ADB's engagement, recognition, and wellness-support programming; coordinating the field-facing Culture Champion network; and owning the feedback loop (pulse surveys, listening sessions, and the culture dashboard) that tells leadership whether the culture is actually landing. This is not an HR administration role and not a communications role — it is the operational engine behind ADB's culture pillars (Together, Well, Community, Celebrate), with particular accountability for Recognition and Engagement. The Manager partners closely with the Executive Chief of Staff (strategy and accountability), Corporate Communications (messaging and storytelling), Administrative Services (logistics and budget), and HR (people-systems integration, and direct ownership of the Well pillar).

Requirements

3–5+ years of experience in employee engagement, culture, internal communications, or HR program management, ideally including recognition or wellness program ownership.
Demonstrated ability to design programs that work for a distributed, non-desk workforce — not just a corporate office population.
Experience running or launching an employee survey/pulse program and turning results into action.
Strong cross-functional collaboration skills; comfortable operating alongside HR, Communications, and executive leadership without direct authority over those functions.
Excellent written and verbal communication skills, including comfort presenting metrics and program results to leadership.
Willingness and ability to travel regularly to job sites and regional offices nationwide

Nice To Haves

Experience in construction, infrastructure, telecom, or another field-heavy industry
Familiarity with recognition and engagement platforms such as ERIN, Motivosity, Benevity, or Deed.com
Experience building or supporting an Employee Resource Group (ERG) or volunteer/ambassador network
Experience standing up a program from pilot through enterprise rollout

Responsibilities

Own the Recognition and Engagement workstreams end-to-end — design, launch, and continuously improve programs, and hold day-to-day operational ownership of the culture cadence after enterprise launch.
Build and run the peer-to-peer recognition platform (e.g., ERIN/Motivosity), milestone and anniversary programs, and the quarterly/annual Culture Awards program.
Design and operate a field-first Recognition Program built for construction crews and other field employees - Peer nominations, manager instant recognition, Job Site of the Month, and Safety Excellence recognition - Ensuring every program is mobile-friendly and accessible off the job site, not just in the office
Co-develop the enterprise Culture Pillars and translate them into practical, observable behaviors that managers and employees can act on day to day
Assess current recognition, engagement, and wellness programs and recommend what should stay, stop, change, or be created
Design, launch, and coordinate the Culture Champion network — the on-the-ground volunteers who carry the culture message into every region, office, and job site
Recruit, train, and support Culture Champions; identify and manage pilot teams for new programs before full rollout
Develop the Culture Leader/manager toolkit and team-level exercises that equip frontline leaders to model expected behaviors
Own pulse surveys and the ongoing employee feedback loop; analyze open-text and quantitative feedback for recurring themes
Build and maintain the Culture Dashboard (engagement, eNPS, recognition adoption, leadership behavior scores) used in quarterly Executive Culture Reviews
Establish and track Culture KPIs, including ERG participation and sentiment, recognition platform adoption and nominations, milestone completions, volunteer/VPTO participation, and pulse survey completion
Support the annual culture survey and listening sessions and help translate results into the following year's priorities
Partner with HR on the Well pillar (mental/emotional health, physical well-being, financial wellness, work-life balance), co-hosting events and driving employee visibility into HR-owned wellness resources
Coordinate with the Community Coordinator on Serve-pillar programs (the ADB Foundation, VPTO, Wall of Compassion, and volunteerism) where recognition and engagement intersect with service
Coordinate with the Together pillar owner on Employee Resource Groups, mentorship circles, and belonging initiatives, ensuring recognition and engagement programming reinforces this work
Work with Corporate Communications on culture messaging, the launch campaign, and the ongoing editorial calendar, supplying real employee stories and program results
Work with Administrative Services on event logistics, budget tracking, and vendor coordination for culture programs and platforms
Onboard into the Executive Office and absorb existing diagnostic findings so the culture strategy does not have to be defined from scratch
Spend meaningful time in the field, meeting key operational and field leaders to ground every program in real day-site reality
Serve as primary owner of the pilot phase — facilitating manager conversations, testing recognition tied to the Culture Pillars, gathering employee feedback, and recommending adjustments before enterprise rollout
Help finalize the Culture Playbook, manager toolkit, and recognition program ahead of Go/No-Go review, and drive adoption during the launch quarter (target: 90%+ employee awareness of the Culture Pillars, recognition program live, Culture Champions active)