Manager, Talent Engagement & Culture

The Timken Company•North Canton, OH

1d•Hybrid

About The Position

Inspired to innovate. Empowered to grow. Together, we shape the future of motion. At Timken, we innovate with a steadfast commitment to safety, ethics, quality, excellence and teamwork. You have the opportunity to make meaningful impact by solving critical challenges, developing new skills, and moving industries and communities forward. You are empowered to build a rewarding career through enriching experiences. Together, we create solutions and technologies that shape the future of motion. Bring your talents to meaningful work, learn with colleagues around the world, grow your career and make a lasting impact in a safe, collaborative environment. Join our global team and help shape what's next in the world of motion. Location: Timken Corporate Headquarters, North Canton, Ohio Work Arrangement: This position is located at Timken Corporate Headquarters in North Canton, Ohio. A hybrid work arrangement is available; however, regular in-office attendance is required a minimum of three days per week. Work schedules may be adjusted as needed based on business and organizational requirements. Join Timken's Talent Advancement Team: Timken is seeking a Manager, Talent Engagement & Culture to help shape and strengthen the employee experience across our global organization. This exciting new role on the Talent Advancement team offers the opportunity to influence enterprise-wide initiatives, partner with leaders across functions and businesses, and help advance a culture where employees can thrive, contribute, and grow. The successful candidate will help translate employee and business insights into practical programs, tools, and experiences that strengthen engagement, belonging, onboarding, recognition, employee listening, inclusion, and retention. This highly collaborative role provides the opportunity to work with leaders and stakeholders across HR, Corporate Communications, and the business while shaping experiences that support employees throughout their careers and contribute to Timken's long-term success. Purpose: The Manager, Talent Engagement & Culture helps shape how employees experience Timken throughout their careers. This role manages and advances programs across employee experience, engagement, culture, inclusion, onboarding, recognition, employee listening, and retention, turning business and employee insights into practical approaches that strengthen connection, belonging, productivity, and the overall employee experience. This manager brings structure, creativity, and disciplined execution to work that spans the enterprise. The role develops and improves frameworks, standards, playbooks, governance, and stakeholder routines; partners closely with Talent Acquisition, Talent Management, Learning and Development, Corporate Communications, HR, ERGs, Employee Relations, Total Rewards, HRIS, and business leaders; and helps create consistent approaches that can be applied effectively across regions, functions, and facilities.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, Communications, Psychology, Marketing, or a related field.
7+ years of progressive experience leading programs or initiatives in employee experience, engagement, culture, organizational development, talent management, HR, internal communications, change management, inclusion, recognition, project management, program management, or a related discipline.
5+ years of experience leading people, programs, or complex cross-functional initiatives where success depends on influence, stakeholder alignment, communication, change leadership, and disciplined execution.
Ability to understand employee and business needs and translate them into practical programs, processes, tools, and experiences, such as strengthening onboarding, recognition, employee listening, or culture initiatives.
Demonstrated skill in developing, implementing, and improving cross-functional programs or initiatives, including establishing clear objectives, plans, measures, roles, and governance for efforts such as engagement action planning, ERG enablement, or employee experience programs.
Strong analytical and problem-solving skills, with the ability to synthesize quantitative and qualitative information, identify themes, and turn insights, such as survey feedback, retention indicators, and stakeholder input, into practical recommendations and actions.
Ability to learn new subject areas quickly, apply relevant external practices, and adapt proven approaches to the organization's needs and culture, including evolving practices in employee engagement, inclusion, recognition, and retention.
Demonstrated ability to influence without direct authority, build trusted relationships, and align diverse stakeholders across functions, businesses, regions, and organizational levels to advance shared employee experience and culture priorities.
Strong communication and facilitation skills, including the ability to simplify complex topics, create clear and compelling materials, lead productive listening or action-planning discussions, and support HR and business leaders through change.
Effective project and change leadership skills, including prioritization, stakeholder engagement, disciplined execution, issue resolution, and follow-through across initiatives such as onboarding improvements, recognition programs, culture activation, or employee listening activities.
Sound judgment, discretion, and attention to detail, with the ability to manage sensitive employee information, survey and program reporting, vendor relationships, budgets, systems, and day-to-day program operations effectively.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Certifications in Human Resources, Organizational Development, Change Management, Employee Experience, Coaching, Communications, or Project Management.

Responsibilities

Drive Employee Experience and Culture Priorities: Develop and coordinate plans and programs that advance employee experience and culture priorities and align with Timken's employment brand, business needs, employee insights, and key moments across the employee lifecycle.
Develop and Implement Engagement, Belonging, and Retention Practices: Develop and maintain practical standards, playbooks, routines, and tools that help HR and leaders strengthen engagement, belonging, connection, productivity, and retention across regions, businesses, and facilities.
Manage Employee Listening and Action Planning: Analyze engagement survey data, pulse feedback, employee listening themes, retention indicators, and qualitative insights; summarize findings and support action planning and follow-through with HR and business leaders.
Enhance Onboarding, Inboarding, Recognition, and Culture Programs: Implement and improve approaches for onboarding, inboarding, recognition, employee connection, internal storytelling, and culture activation so employees experience a consistent One Timken connection after hire.
Support ERGs, Inclusion, and Employee Ambassador Networks: Coordinate with ERGs, executive sponsors, employee ambassadors, Corporate Communications, and HR partners to support effective ERG operations and employee initiatives that advance inclusion, employee insights, talent connection, culture activation, and business-relevant engagement outcomes.
Manage Programs, Stakeholder Coordination, and Team Delivery: Lead and develop one administrative support team member while coordinating a portfolio of programs, vendor partnerships, stakeholder commitments, timelines, and deliverables. Use data, feedback, and lessons learned to improve execution and expand the impact of the work over time.