Title: Director, Engagement & Retention (HYBRID)
FLSA Status: Exempt
Department: Human Capital
Reports to: Senior Vice President, Organizational Effectiveness
Positions reporting to this position: Engagement & Retention Specialist
Salary: $78,975 - $131,625 per year
Purpose of the Opportunity
At Win, the Human Capital team is focused on making people feel seen, heard, and connected with the organization’s vision, mission, and values. Since its founding to provide emergency shelter to four homeless women and their children, Win has grown into the largest provider of family shelter and supportive housing in New York City. Win is on a journey to transform its organizational culture and become a great place to work. At Win, we place our employees first so that they feel valued and appreciated. We have a fantastic opportunity for a Director of Engagement & Retention who will champion and lead the organization through this transformation.
The Director of Engagement and Retention serves as a key partner in shaping the employee experience through a diversity and inclusion lens. This experienced candidate will focus on building and maintaining strong relationships among senior leadership, program leaders and staff. The opportunity involves building and executing strategies to effectively meet employee needs while ensuring that projects align with both the employees’ expectations and the strategic objectives of the organization. By championing several projects and coordinating with various divisions, the Director of Engagement & Retention will ensure a seamless flow of communication and project execution. In this role, your efforts are geared towards increasing staff engagement, diversity and inclusion awareness, fostering long-term partnerships, and driving the successful delivery of programs that will promote retention and build Win’s reputation and growth.
Key Accountabilities
Strategic Planning
- Plan and execute engagement and retention strategies with emphasis on creating an equitable, safe, harassment free, warm, and welcoming atmosphere for our employees.
- Craft long-term visions and set achievable milestones to ensure initiatives align with the organization’s strategic goals.
- Promote sustainable growth and employee satisfaction.
- In partnership with Learning & Development, support career pathing and devise and execute strategies that provide opportunities for employee growth.
- Analyze market trends, competitor strategies, and review employee feedback to inform decision-making and resource allocation.
Stakeholder Management
- Balance the expectations and requirements of various parties, including senior leaders, program leaders and team members.
- Ensure project success by utilizing project planning and change management methodologies.
- Maintain strong working relationships with all stakeholders.
- Facilitate effective communication of project goals, progress, and outcomes, coupled with responsiveness to feedback and adaptability to changing needs..
Program Development
- Use data analytics from surveys and staff feedback sessions to determine program selection and development.
- Align programs with organizational goals while fostering meaningful connections.
- Refine initiatives to resonate with target audiences.
- Cotinually reevaluate program success to enhance program impact.
Event Coordination
- Orchestrate a range of events, from small recognition gatherings to town halls, etc.
- Create experiences for staff that strengthen relationships between leadership and employees.
- Ensure events reflect Win’s strategic objectives and brand image.
Communication Strategy
- In partnership with the SVP of People & Culture and the HC Communication Specialist, plan and execute targeted messaging to engage diverse audiences.
- Maximize the effectiveness of every communication channel to build and maintain relationships and increase staff engagement.
- Analyze audience needs and preferences to facilitate the creation of tailored strategies that drive engagement and support organizational goals.
Performance Measurement
- Implement the use of metrics to accurately gauge employee engagement and satisfaction.
- Align strategies with employee expectations and business objectives.
- Leverage Win’s HRIS to track and monitor metrics to determine program success.
Diversity & Inclusion
- Support efforts to increase diversity and inclusion throughout Win.
- Work with the D&I initiative to build an inclusive culture of belonging that integrates strategies and employee/talent metrics, KPI’s and related data to create, refine and deploy engagement solutions.
- Implement inclusion strategies for external partnerships. Collect and track internal and external feedback on the employee experience.
- Lead Win’s D&I Steering Committee, subcommittees, and ERGs.
- Partner with Leadership to ensure D&I goals are tied to organizational goals and embedded throughout all initiatives.
Required Qualifications:
- 10 years of experience in Human Capital or Retention and Engagement role.
- Experience increasing engagement and retention at all levels of the organization.
- Relevant lived experience that connects Win’s mission and the communities we serve.
- Bachelor’s degree with specialization in HR, Social Sciences or equivalent.
- Proven ability to become a trusted advisor to leaders and other influencers at all organizational levels, based on subject matter expertise and collaborative leadership style.
- Planning, implementing, and communicating diversity insights based on data and analytics.
- Experience developing and executing D&I strategy in a large nonprofit organization.
- Strong leadership, team building, influencing, change management, compliance/risk management abilities within large scale, multi-country, multi-dimensional organization known for its D&I.
- Capability to work both strategically and tactically.
- Proven ability to communicate and synthesize complex issues in a concise, clear, and convincing fashion.
- Successfully implemented / engaged in the development of vendor diversity.
- Experience building, guiding, and leading a team of D&I practitioners.
Essential Functions :
- Must be able to travel to Win sites, meetings, and training throughout New York City.
- Must be an active listener, able to show empathy and engage staff.
- Must be familiar with organizational change management processes.
- Must have intellectual curiosity and engage in external learning and development to stay current on DEI&B best practices.
Core Competencies:
- Leading Others: Conducts informative, effective meetings with staff and communicates critical information clearly. Leads by example, doesn’t stay behind the desk; stays visible to staff and clients.
- Facilitating Change: Inspires and motivates others to achieve outstanding client outcomes. Assists in overcoming resistance to change. Anticipates challenges and manages consequences.
- Managing Performance: Participates actively in team meetings and communicates clients’ needs. Monitors performance against predetermined standards set by Win and funders. Shares constructive feedback, quickly and adjusts to new demands. Holds self and staff accountable for performing at high standards. Uses positive reinforcement to convey confidence in employees.
- Applying and Developing Expertise: Understands and upholds all policies and procedures described in Win’s Employee Handbook. Uses EBP practices consistently and effectively. Takes client issues to the appropriate people within the organization to obtain the most accurate information to meet the clients’ needs.
- Communicating and Collaborating: Values the full spectrum of diversity and inclusion for clients and staff. Communicates effectively verbally and in writing. Fosters open communication to and from the Program Director and the Vice President, Supportive Housing.
WIN’S DIVERSITY, EQUITY & INCLUSION HIRING COMMITMENT
Our most effective service to our community comes from a diverse mix of minds, backgrounds and experience. As a result, we are committed to cultivating an inclusive work environment. Win actively seeks a diverse applicant pool and encourages candidates of all backgrounds to apply. We provide equal opportunities to all employees and applicants for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, genetic disposition, neurodiversity, disability, veteran status or any other protected category under federal, state and local law.