Program Manager – Associate Engagement & Inclusion

Regal Rexnord•Rosemont, IL

9d•$92,000 - $136,000•Hybrid

About The Position

Regal Rexnord is seeking an experienced Program Manager, Associate Engagement & Inclusion to lead the strategy, design, and execution of enterprise-wide initiatives that shape the associate experience and strengthen engagement across the organization. This role is critical in building a listening-driven organization—one that translates associate insights into meaningful, measurable action that improves culture, inclusion, and business performance. While this role supports broader inclusion efforts — including Employee Resource Groups (ERGs) and inclusive communications — the primary focus is on advancing our enterprise engagement and continuous listening strategy and enabling leaders to act on insights effectively. This role requires strong cross-functional partnership with HRBPs, HR leaders, Talent, Communications, Analytics, and business leadership teams. Success in this role requires strong program management discipline, stakeholder influence, and the ability to balance strategic thinking with hands-on execution in a matrixed environment. This role reports to the Sr. Director, Talent Management, who oversees Talent Management, Early Career, and DEI.

Requirements

Bachelor’s degree in Human Resources, Business, or related field (MBA preferred).
7–10 years of experience in employee engagement, employee experience (EX), continuous listening, organizational effectiveness, or related HR disciplines.
Strong experience designing and executing enterprise listening strategies (survey design/administration partnership, insight generation, and action planning enablement).
Proven ability to translate data into actionable insights and executive-ready recommendations.
Strong program management capabilities, including planning, prioritization, and execution across multiple stakeholders and workstreams.
Demonstrated ability to influence across levels, including senior leaders, without direct authority.
Excellent written and verbal communication skills, including development of leader toolkits and presentations.
Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization.

Nice To Haves

Data-driven mindset with experience in measurement, analytics, and continuous improvement.
Experience in a global manufacturing or industrial environment.
Familiarity with engagement and listening platforms.
Experience supporting Employee Resource Groups (ERGs) or inclusion-related initiatives.
Exposure to culture transformation, change management, or enterprise-wide talent strategies in complex organizations.

Responsibilities

Refine and execute a multi-year enterprise listening strategy, including engagement surveys, pulse surveys, lifecycle listening, and targeted diagnostics to understand associate experience across the organization.
Enable leaders and HR to translate insights into action, establishing clear standards for prioritization, action planning, and follow-through to drive measurable improvements in engagement, inclusion, and retention.
Own engagement measurement and reporting, including dashboards, trend analysis, segmentation, and executive-ready insights tied to business and talent outcomes.
Develop and deploy leader and manager toolkits that strengthen local ownership of engagement (e.g., team conversations, action planning, sustained follow-through).
Identify enterprise-wide themes and integrate multiple data sources (e.g., engagement, attrition, talent data) to diagnose root causes and inform scalable interventions.
Partner with enterprise stakeholders to embed engagement into leadership routines and operating rhythms, reinforcing accountability and behavior change.
Partner with Employee resource Groups (ERG) leaders and executive sponsors to assess needs, triage challenges, and provide guidance that strengthens effectiveness, sustainability, and alignment to enterprise priorities.
Establish and reinforce consistent governance and operating rhythms across ERGs, including charters, annual planning, role clarity, and sponsor engagement expectations.
Partner with enterprise and functional communications to develop and deliver targeted communications, toolkits, and leader enablement resources that support an inclusive associate experience and reinforce key engagement moments.
Track and report ERG and inclusion-related metrics (e.g., participation, membership growth, engagement with campaigns) and partner with stakeholders to increase impact, visibility, and integration with broader Talent and engagement strategies.