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The Employee Engagement & Cultural Ambassador serves as a strategic partner in fostering employee engagement, organizational culture, communication, recognition, and workforce connection across the Division of Real Estate, Facilities, and Development (REFD). This position develops and implements initiatives that strengthen employee experience, enhance workplace culture, support retention efforts, and promote alignment with Vanderbilt University's mission, values, and strategic priorities. The role collaborates closely with leadership, managers, and employees to identify engagement opportunities, measure outcomes, and create programs that cultivate a diverse, inclusive, and high-performing work environment. Success in this role requires strong relationship-building skills, experience managing engagement and event initiatives, exceptional communication abilities, strategic thinking, and a passion for creating meaningful employee experiences.

About the Work Unit:

The Office of the Vice Chancellor for Real Estate, Facilities, and Development at Vanderbilt University is committed to upholding the University's vision by excelling in management, strategic initiatives, and operational success. The unit embodies the core values and mission of the university, working closely with key stakeholders to address complex issues that span across the University and its affiliates as well as coordinating with the Board of Trustees on complex and cross-institutional issues. Each member of the team is crucial in executing the strategic initiatives and advancing the university through strategic partnerships to strategically managing growth, optimizing campus resources and ensuring that infrastructure supports Vanderbilt’s evolving academic and research needs and its vision to become the world’s best-run university. The team supports the Vice Chancellor, Associate and Assistant Vice Chancellors and Executive Directors in managing the university's real estate, facilities, development, planning and operations, liaising with affiliates, and collaborating with the other Vice Chancellors, the Chancellor, and the Board of Trustees on multidimensional, university-wide concerns. 

The combined REFD annual budget exceeds $150 million in operating expenses, and the division has approximately 600 employees.  REFD manages major capital project expenditures totaling ~$300 million annually and facility renewal, replacement, and large maintenance project expenditures totaling ~$20 million annually. The REFD Business Operations Center provides support to the entire department, specifically regarding the areas of Finance, Employee Engagement, Systems, Communications and General Administration.    

Key Responsibilities:

Culture & Employee Experience

• Develop and implement initiatives that strengthen organizational culture and reinforce REFD's mission, values, and strategic priorities. 
• Foster a workplace environment that promotes belonging, collaboration, recognition, and employee well-being. 
• Partner with leadership to identify opportunities that improve employee experience, retention, and workplace satisfaction. 
• Support culture-building efforts during organizational growth, operational changes, and strategic initiatives.

Engagement:

• Develop Employee Experience Programs: Design and implement employee experience initiatives that support engagement, well-being, retention, recognition, and organizational culture.

• Plan and Execute Engagement Events: Design and implement employee engagement initiatives, recognition programs, and workforce connection opportunities that enhance employee experience and strengthen organizational culture.

• Assess Employee Experience and Engagement: Utilize surveys, focus groups, listening sessions, pulse checks, exit trends, and other feedback mechanisms to identify opportunities, establish engagement metrics, and recommend improvements.

• Appreciation & Recognition Programs: Implement systems to motivate staff and acknowledge their contributions to the department and the University.
• Identify Engagement Needs: Collaborate with department heads to identify engagement needs and develop a tailored solution.
• Design and Deliver Training Programs: Develop and deliver engagement programs, including workshops, seminars, and etc..
• Outreach Facilitation: Implement, oversee, contribute and/or facilitate outreach programs as deemed necessary by leadership, to continually educate customers about the Facility Department, such as: Facilities University.

• Culture Initiatives: Partner with leadership to develop and sustain initiatives that reinforce organizational values, employee belonging, inclusion, collaboration, and a positive workplace culture.

• Onboarding and Employee Integration: Support onboarding and new employee integration efforts that strengthen connection, engagement, and understanding of REFD's mission and culture.

• Change Management Support: Assist leadership with communication and employee engagement strategies during organizational or operational changes.

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People and Communication:

• People Management: Recruit, train, and manage a team of engagement professionals and volunteers.

• Internal Communications and Storytelling: work with the communication team to improve transparency, celebrate employee achievements, showcase departmental accomplishments, and strengthen employee connection to organizational goals.

• Relationship Building: Foster relationships with managers and vendors to ensure high-quality services for all events and programs. 
• Customer Response: Address employee and vendor questions and concerns promptly and gracefully.

• Leadership Partnership: Consult with managers and department leaders regarding engagement concerns, team culture, recognition opportunities, and employee feedback.

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Accountability:

• Budget Management: Manage the budget for engagement initiatives, ensuring cost-effective use of resources.
• Individual Contributions: Provide coaching, advice, and support for employee engagement and recognition.
• Committee Support: Contribute to various committees supporting the University’s mission.

• Program Evaluation and Reporting: Establish success metrics, analyze participation and engagement data, measure quantitative and qualitative return on engagement (ROE), prepare reports and presentations for leadership

Continual Improvement:

• Initiative Review: Conduct reviews after each initiative to add new elements and improvements.
• Stay Updated on Trends: Keep abreast of the latest trends in employee engagement and.  Incorporate these new elements when possible.
• Proficiency: Remain proficient with the latest software programs and tools. Ex: Microsoft Office, Oracle, Oracle Learning, Party CAD Design, Anchorlink, Virtual EMS, MS Teams, BOX, etc.

• Benchmarking: Research emerging employee engagement, workplace culture, and employee experience practices and evaluate potential implementation opportunities for REFD.

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Supervisory Relationships:

This position could be responsible for the supervision of VTS, and/or volunteers during events and programs. This position reports administratively and functionally to the HR/Employee Engagement Director, REFD.

Education and Certifications:

• Bachelor’s degree, or equivalent experience required. 
• Master’s degree is preferred

• Preferred certifications include: SHRM-CP, SHRM-SCP, RPI, PHR, CPCE, CMP, CSEP, CMM, ACCED-I CCEP, Certified Employee Experience Professional (EX), Change Management certifications, or other related employee engagement, organizational development, human resources, or event management credentials.

Experience and Skills:

• At least 4 years of progressive experience in employee engagement, organizational culture, employee experience, internal communications, event management, human resources, organizational development, or a related field is required.

• Experience developing employee engagement strategies supported by measurable outcomes and key performance indicators.

• Experience facilitating focus groups, listening sessions, surveys, or employee feedback processes preferred.

• Strong presentation and facilitation skills with the ability to engage audiences at all organizational levels.

• Ability to analyze workforce and engagement data, identify trends, and translate findings into actionable recommendations.

• Extensive knowledge of event logistics, design, budgeting, staffing, and client relations.
• Ability to manage/fix/operate and set-up event equipment and/or tools is preferred.
• Strong understanding of employee engagement strategies.
• Excellent communication, interpersonal, and organizational skills.
• Keen attention to detail and advanced time management skills.
• Proven track record of developing and implementing successful engagement programs.
• Ability to work collaboratively with cross-functional teams.
• Proficiency in office software, e-learning platforms, and planning tools.
• Analytical skills to evaluate program effectiveness.