Manager, Culture & Engagement

To be a team member at ADB Companies, or as we call it, part of the A-Team, you must be ALL IN to support the company’s mission, vision, and values.

OUR MISSION: We are a customer-centric partner providing innovative solutions. The safety, well-being, and career growth of our team members are the benchmarks of our success.

POSITION TITLE: Manager, Culture & Engagement

R
EPORTS TO: Executive Chief of Staff

CLASSIFICATION: Exempt

POSITION OVERVIEW:
ADB is a Nationwide full turnkey provider of technology infrastructure solutions including Wireline, Wireless, Technology, Critical Infrastructure, and Engineering. Our customer centric approach has ensured long-term relationships with commercial clients, service providers, local, state, and federal government organizations. We recognize our team members as our greatest asset, ensuring that their safety, well-being, and career growth are always our number one priority.

Our ALL IN culture includes a focus on Safety, Wellness, Learning, Diversity and Inclusion, and giving back to our communities.

The Manager, Culture & Engagement is the execution owner of ADB's culture transformation — the person who turns culture strategy into programs employees feel, on the job site and in the office. This role joins during the design phase of ADB's enterprise culture rollout and becomes the day-to-day operator of the culture cadence after launch: building and running ADB's engagement, recognition, and wellness-support programming;

coordinating the field-facing Culture Champion network; and owning the feedback loop (pulse surveys, listening sessions, and the culture dashboard) that tells leadership whether the culture is actually landing.

This is not an HR administration role and not a communications role — it is the operational engine behind ADB's culture pillars (Together, Well, Community, Celebrate), with particular accountability for Recognition and Engagement. The Manager partners closely with the Executive Chief of Staff (strategy and accountability), Corporate Communications (messaging and storytelling), Administrative Services (logistics and budget), and HR (people-systems integration, and direct ownership of the Well pillar).

ROLES AND RESPONSIBILITIES:

Culture Program Ownership

• Own the Recognition and Engagement work streams end-to-end — design, launch, and continuously improve programs, and hold day-to-day operational ownership of the culture cadence after enterprise launch.
• Build and run the peer-to-peer recognition platform (e.g., ERIN/Motivosity), milestone and anniversary programs, and the quarterly/annual Culture Awards program.
• Design and operate a field-first Recognition Program built for construction crews and other field employees
  - Peer nominations, manager instant recognition, Job Site of the Month, and Safety Excellence recognition
  - Ensuring every program is mobile-friendly and accessible off the job site, not just in the office
• Co-develop the enterprise Culture Pillars and translate them into practical, observable behaviors that managers and employees can act on day to day
• Assess current recognition, engagement, and wellness programs and recommend what should stay, stop, change,
  or be created

Culture Champion Network

• Design, launch, and coordinate the Culture Champion network — the on-the-ground volunteers who carry the
  culture message into every region, office, and job site
• Recruit, train, and support Culture Champions; identify and manage pilot teams for new programs before full
  rollout
• Develop the Culture Leader/manager toolkit and team-level exercises that equip frontline leaders to model
  expected behaviors

Listening, Measurement & Reporting

• Own pulse surveys and the ongoing employee feedback loop; analyze open-text and quantitative feedback for
  recurring…