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

REPORTS 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 workstreams 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 themes
• Build and maintain the Culture Dashboard (engagement, eNPS, recognition adoption, leadership behavior
  scores) used in quarterly Executive Culture Reviews
• Establish and track Culture KPIs, including ERG participation and sentiment, recognition platform adoption
  and nominations, milestone completions, volunteer/VPTO participation, and pulse survey completion
• Support the annual culture survey and listening sessions and help translate results into the following year's
  priorities

Pillar & Cross-Functional Coordination

• Partner with HR on the Well pillar (mental/emotional health, physical well-being, financial wellness, work-life
  balance), co-hosting events and driving employee visibility into HR-owned wellness resources
• Coordinate with the Community Coordinator on Serve-pillar programs (the ADB Foundation, VPTO, Wall of
  Compassion, and volunteerism) where recognition and engagement intersect with service
• Coordinate with the Together pillar owner on Employee Resource Groups, mentorship circles, and belonging
  initiatives, ensuring recognition and engagement programming reinforces this work
• Work with Corporate Communications on culture messaging, the launch campaign, and the ongoing editorial
  calendar, supplying real employee stories and program results
• Work with Administrative Services on event logistics, budget tracking, and vendor coordination for culture
  programs and platforms

CULTURE TRASFORMATION LAUNCH RESPONSIBILITIES:

• In the initial transformation period leading up to enterprise launch, this role also carries specific stand-up
  responsibilities:
• Onboard into the Executive Office and absorb existing diagnostic findings so the culture strategy does not
  have to be defined from scratch
• Spend meaningful time in the field, meeting key operational and field leaders to ground every program in real
  day-site reality
• Serve as primary owner of the pilot phase — facilitating manager conversations, testing recognition tied to the
  Culture Pillars, gathering employee feedback, and recommending adjustments before enterprise rollout
• Help finalize the Culture Playbook, manager toolkit, and recognition program ahead of Go/No-Go review, and
  drive adoption during the launch quarter (target: 90%+ employee awareness of the Culture Pillars, recognition
  program live, Culture Champions active)

SUCCESS METRICS:

• Employee awareness and understanding of the Culture Pillars
• Recognition platform adoption, nominations, and milestone completions
• Engagement/pulse survey participation and eNPS
• Culture Champion recruitment and participation
• ERG participation and employee sentiment
• Volunteer/VPTO participation and community engagement
• Leadership training completion and leadership behavior scores

SUCCESS FACTORS:

• Ability to travel nationwide
• A strong belief in ZERO — Being safe 100% of the time is the expectation
• Alignment with company mission, vision, and values
• A high level of customer centricity
• Proven ability to lead leaders; builds and develops managers, not just individual contributors
• Ability to perform in a fast-paced work environment
• A high level of time management, accountability, and prioritization skills
• Self-motivated, goal-oriented, and driven to accomplish department goals
• Ability to be organized, problem solve, and be solution oriented
• Strong ability to influence desired outcomes by master relationship building
• Exceptional verbal and written communication skills
• Strategic and forward thinking with strong business and financial acumen
• Proficient with Microsoft Office (PowerPoint, Word, Excel, etc.)

WORK ENVIRONMENT:

• This role operates out of a temperature-controlled office environment
• This role routinely uses standard office equipment such as laptops, copiers, and cell phones

EXPERIENCE AND EDUCATION:

Required

• 3–5+ years of experience in employee engagement, culture, internal communications, or HR program
  management, ideally including recognition or wellness program ownership.
• Demonstrated ability to design programs that work for a distributed, non-desk workforce — not just a
  corporate office population.
• Experience running or launching an employee survey/pulse program and turning results into action.
• Strong cross-functional collaboration skills; comfortable operating alongside HR, Communications, and
  executive leadership without direct authority over those functions.
• Excellent written and verbal communication skills, including comfort presenting metrics and program results to
  leadership.
• Willingness and ability to travel regularly to job sites and regional offices nationwide

Preferred

• Experience in construction, infrastructure, telecom, or another field-heavy industry
• Familiarity with recognition and engagement platforms such as ERIN, Motivosity, Benevity, or Deed.com
• Experience building or supporting an Employee Resource Group (ERG) or volunteer/ambassador network
• Experience standing up a program from pilot through enterprise rollout

ADB Companies, LLC is an equal opportunity employer. All candidates agree to complete a selection assessment and
pre-employment drug screen.