VP Culture & Engagement

LPL Financial•Fort Mill, SC

6d•$126,587 - $210,944

About The Position

Building and sustaining a strong, client-centric culture is foundational to LPL Financial’s success. The VP, Culture & Engagement is responsible for translating employee and organizational insights into clear, enterprise-wide priorities and leading the execution of those initiatives across the business to drive alignment and impact. This role is mission-critical to connecting enterprise strategy, business leadership, and the employee experience—grounded in the LPL Playbook (our ways of working: how we execute, lead, and serve). Operating as an internal consulting partner, the VP translates employee and organizational insights into structured action plans and leads execution across a complex, matrixed organization. The VP will lead firmwide employee listening, engagement planning, and execution, while serving as a trusted advisor on workforce sentiment. A successful candidate demonstrates deep expertise in organizational change, employee listening, and executive communication, along with strong operational discipline and the ability to synthesize data, insights, and strategy into compelling narratives that drive action.

Requirements

Leadership experience across disciplines such as human resources, organizational effectiveness, or program management
Experience designing, administering, and operationalizing employee listening strategies (e.g., surveys, employee groups, external learning, data/org health measures)
Experience consulting with People Business Partners and senior business leaders
Experience in planning and execution of employee experience programs and monitoring outcomes
Proven ability to build strong relationships and influence outcomes through partnership rather than authority

Nice To Haves

Exceptional written and verbal communication skills, with a strong emphasis on executive presentations and storytelling
Proven experience developing leader‑facing decks, frameworks, and toolkits that drive understanding and action
Demonstrated ability to lead through influence across matrixed teams
Comfort operating in a deadline‑driven, high‑visibility, enterprise environment
Ability to manage multiple priorities while maintaining enterprise focus
Track record of delivering enterprise programs through partnership and stakeholder alignment
Continuous improvement mindset, evolving engagement approaches as business and organizational needs change
Execution oriented and disciplined, with a strong bias toward fact-based decision making and evaluating outcomes to inform future actions

Responsibilities

Act as a strategic advisor and execution leader, translating insights into actionable plans and driving outcomest, and employee‑centric programs that elevate the employee experience and support sustained growth
Execute and evolve the firm’s employee listening ecosystem, including annual engagement surveys, pulse feedback, and qualitative listening forums—building a continuous “listening and learning” muscle that tracks progress over time
Translate employee feedback, survey results, and qualitative insights into clear enterprise and business‑level priorities and action plans with clearly defined owners, timelines, and execution checkpoints
Leverage AI‑enabled tools and advanced analytics to enhance employee listening, insight synthesis, and storytelling—accelerating how feedback is translated into action while maintaining trust, transparency, and responsible use
Partner with People Business Partners and business leaders to interpret engagement insights and co‑create aligned, pragmatic action plans and manage those action plans through structured project planning and follow-through
Serve as a connector across enterprise, business units, and teams—ensuring engagement efforts are coordinated, focused, and not duplicative while actively managing dependencies, sequencing, and competing priorities across initiatives
Create and execute on project plans related to culture and engagement initiatives, including work planning, milestone tracking, risk management, and delivery accountability.
Develop structured frameworks that align engagement and culture efforts to the firm’s management framework and business objectives
Own the development of executive‑ready materials including leadership decks, toolkits, narrative briefings, and action‑planning guides that distill complex concepts into clear, compelling stories managing deliverables from concept through completion
Develop and act on culture and engagement communication plans that are on‑brand, aligned to enterprise priorities, and designed to support leader and manager activation