Culture & Engagement Manager

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Role Requirement 1 - Culture

Implement a Programme Of Work, In Collaboration With The Leadership Team, To Build a Single Positive Organisational Culture Where Expectations Are Clear And Behaviours Are Aligned With Our Shared Values Of Accountability, Collaboration, Inclusion, Integrity, Service Excellence And Transparency. Key Tasks Will Include

• Deliver on the actions identified in Pobal's Culture Audit project (completed May 2025)
• Work with leadership team to provide access to insights that inform positive change and work towards the development of a single positive organisational culture.
• Implement the Culture and Engagement Strategy for the organisation, focusing on its relationship to the organisation's mission, vision, and values; clarifying the actions needed to deliver on it; motivating staff to commit to these and to achieving the organisation's business goals.
• Lead and manage other internal culture activities as required; to include the collection and analysis of data to inform needs, action planning and goal setting.
• Design and facilitate interventions as required at corporate/department/team level to develop and align culture with organisational change and development.
• Manage and report on the performance of the function and its programmes to executive oversight committees, Executive Management Team, Strategic Leadership Team etc as appropriate.
  
  

Job Details

Role Requirements

Role Requirement 1 - Culture

Implement a Programme Of Work, In Collaboration With The Leadership Team, To Build a Single Positive Organisational Culture Where Expectations Are Clear And Behaviours Are Aligned With Our Shared Values Of Accountability, Collaboration, Inclusion, Integrity, Service Excellence And Transparency. Key Tasks Will Include

• Deliver on the actions identified in Pobal's Culture Audit project (completed May 2025)
• Work with leadership team to provide access to insights that inform positive change and work towards the development of a single positive organisational culture.
• Implement the Culture and Engagement Strategy for the organisation, focusing on its relationship to the organisation's mission, vision, and values; clarifying the actions needed to deliver on it; motivating staff to commit to these and to achieving the organisation's business goals.
• Lead and manage other internal culture activities as required; to include the collection and analysis of data to inform needs, action planning and goal setting.
• Design and facilitate interventions as required at corporate/department/team level to develop and align culture with organisational change and development.
• Manage and report on the performance of the function and its programmes to executive oversight committees, Executive Management Team, Strategic Leadership Team etc as appropriate.
  
  

Role Requirement 2 - Engagement

• Engage with senior leadership to set priorities for engagement, and to define required outcomes; specify and manage the collection and analysis of data to inform needs
• Lead development, implementation and assessment of strategies and programmes to continuously improve engagement among our employees contributing to a high performing organisation linked to our values
• Implement the Culture and Engagement Strategy for the organisation, focusing on its relationship to the organisation's mission, vision, and values; clarifying the actions needed to deliver on it; motivating staff to commit to these and to achieving the organisation's business goals.
• Lead and manage internal engagement activities and surveys, along with action planning and goal setting, ensuring the leadership team has access to insights that inform positive change
• Champion our values through creative implementation across our organization including planning and facilitating engagement activities across the company.
• Manage and report on the performance of the function and its programmes to executive oversight committees, Executive Management Team, Strategic Leadership Team etc as appropriate.
  
  

Role Requirement 3 - Leadership Development

Utilising our leadership competency framework, this role will be responsible for building leadership capability throughout the organisation to include, but not limited to;

• The implementation of a Leadership Development Programme that will support our staff in their continuous learning
• Roll out of l e adership assessment and development tools where appropriate
• Identification & implementation of initiatives to develop leadership capacity and promote and share good leadership practice
• Plan and deliver leadership development activities which incorporate a variety of learning methodologies to ensure that our managers are equipped with the skills and capabilities required to embed a high-performance culture
• Improve understanding of our leadership behaviours at all levels across the organisation and support leaders and managers in ensuring that they demonstrate the desired behaviours consistently
• Assist in the development of coaching as a key leadership style by ensuring that coaching principles and skills are built into leadership and management development programmes
• Evaluate the impact of existing and new leadership development interventions in order to identify areas for improvement and opportunities to enhance the current offer to support leaders in achieving their full potential
• Develop and maintain an emphasis on internal learning with strategic use of external partners where appropriate
• Implement specific programmes and initiatives to support aspiring leaders to develop the knowledge and skills required to step up to managerial and leadership roles
  
  

Role Requirement 4 - People & Stakeholder Management

• Proactively engage with key stakeholders as appropriate in the interest of fostering collaborative relationships.
• Positively lead, motivate, and encourage whilst maintaining momentum given the challenging operating environment and demanding targets.
• Foster a corporate culture that promotes practice and commitment to a customer experience of
  
  

service excellence and efficiency.

• Encourage innovation and change when and where it is needed.
  
  

Required Experience

• A minimum of five years professional experience in the areas of culture, leadership development, employee engagement, organisational design & development, or other related HR disciplines.
• Experience in designing and deploying employee surveys and/or facilitation of company-wide post survey action planning.
• Demonstrate strong communication and people skills (verbal, written and listening)
• Exceptional organizational skills, multi-tasking capabilities and detail oriented
• Must be able to project manage and meet deliverables.
• Experience in leveraging existing tools and introducing new tools and platforms.
• Exercises professional judgment and demonstrates strong facilitation, conflict management and consensus building skills.
• Demonstrated people leadership and collaboration experience.
• Ability to build relationships and gain the confidence of key stakeholders and team members.
• Ability to prioritize, organize, and coordinate multiple projects simultaneously.
• Excellent facilitation skills
• The capacity to partner closely with Executive Leadership is critical.
• Must be able to manage multiple priorities, produce excellent work results, and follow through on commitments. A sense of urgency is required.
  
  

Qualifications

• Relevant Third Level qualification (e.g., Degree), or equivalent is desirable.
  
  

Please click to View Full Job Description

To be considered for this role you will be redirected to and must complete the application process on our careers page. To start the process click the Apply button below to Login/Register.Seniority level

• Seniority levelMid-Senior level

Employment type

• Employment typeFull-time

Job function

• Job functionBusiness Development and Sales
• IndustriesNon-profit Organizations

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