Engagement Specialist

Role:Employee Engagement Specialist

Grade and Salary: Grade 7 (£37,694 - £47,389)

FTE and working pattern: Full-time (35hrs per week), Open-Ended

Holiday Entitlement: 33 days annual leaveplus 9 buildings closed days (and Christmas Eve when it falls on a weekday)

We are at the beginning of an exciting new chapter with the launch of Strategy 35. This ambitious ten-year strategy places culture and employee engagement at its heart, and to support its delivery we are recruiting a new Employee Engagement Specialist who will play a key role in helping us realise our vision.

To support the development, implementation and evaluation of the University's employee engagement strategy, creating an inclusive, connected and positive workplace culture that supports staff wellbeing, performance and organisational success.

Working in partnership with the Reward and Wellbeing Specialist, you will collaborate with leaders, managers and employees across the University to foster a positive employee experience, drive engagement, and create an environment in which staff feel informed, valued, connected and supported to contribute to the University's strategic ambitions.

• Work with Global Head of Reward and Wellbeing to develop and deliver a university wide employee engagement strategy aligned to institutional priorities and values.
• Design and implement initiatives that enhance employee engagement, belonging, motivation and organisational commitment.
• Monitor engagement trends and recommend evidence-based interventions to improve outcomes.
• Benchmark engagement practices against the higher education sector and wider external market.

• Support the Global Head of Reward and Wellbeing to develop and deliver an employee engagement survey strategy.
• Support the undertaking of focus groups and surveys committed to in the Global EDI Strategy and as part of EDI accreditations (Athena Swan, Carer Positive, Disability Confident, Race at Work Charter).
• Analyse survey results and develop action plans with senior leaders, managers and strategic people partners.
• Establish mechanisms for continuous staff feedback and consultation.
• Collaborate, promote and support established staff networks to ensure employee voice informs decision making.
• Establish, collaborate and support new employee forums and groups to ensure employee voice informs decision making.

• Work across the employee lifecycle to enhance the experience of staff from recruitment through to exit.
• Identify opportunities to improve organisational culture and employee touchpoints.
• Create, Coordinate and programmes initiatives that strengthen recognition, inclusion and staff appreciation.
• Develop, Support and deliver programmes that promote collaboration across campuses and locations.
• Support the diversity of our staff networks on subject specific initiatives.

• Partner with Internal Communications colleagues to ensure effective communication of organisational priorities and change initiatives.
• Develop engagement plans that support organisational change and transformation programmes.
• Help leaders communicate with authenticity, transparency and consistency.
• Guide and support HR policy authors, with EDI, on their engagement on policy development/review as part of the Equality Impact Assessment process.

• Support the development of a positive and inclusive workplace culture.
• Work closely with EDI, Wellbeing and HR colleagues to develop and deliver initiatives promoting belonging and employee wellbeing.
• Ensure engagement activities support the University's statutory and additional commitments to equality, diversity and inclusion in both a national and global sense.
• Contribute to initiatives such as Athena Swan, wellbeing frameworks and staff recognition programmes.

• Analyse employee engagement, wellbeing and retention data to identify trends and risks.
• Produce reports and presentations for University Executive, governance committees and senior leadership teams.
• Supporting the Global EDI Strategy actions through analytical data presentation and reporting at the Global EDI Committee.
• Develop and monitor KPIs relating to engagement, culture and employee experience.
• Evaluate the impact and return on investment of engagement initiatives.

• Build strong relationships with senior leaders, HR…