The Role
The Director of Culture and Engagement will lead the development and execution of FMC’s engagement, inclusion, and cultural initiatives, driving alignment with the organization’s core values and ensures the successful delivery of our employee value proposition to all our employees. This role will lead programs that strengthen our company's culture, enhance employee engagement, and foster an inclusive environment where employees feel valued, empowered, and motivated to contribute their best.
Here’s What You’ll Do
- Promotes and reinforces FMC’s culture, values and strategic goals to enhance employee engagement and organizational performance.
- Embeds core cultural elements during the critical moments that impact the perception of culture (e.g., onboarding, exit)
- Oversees the strategy and roadmap for employee listening, ensuring strategies evolve over time to align with organizational objectives, industry research, and peer benchmarking.
- Executes on a holistic set of employee listening programs (e.g., engagement survey, exit surveys, focus groups) ensuring high-quality and well-coordinated execution.
- Collaborates with leadership and HR teams to ensure that action plans are aligned with company goals, effectively communicated, and followed through to drive meaningful improvements in employee experience and engagement.
- Collaborates with talent acquisition and communications teams on employer and employee branding strategies, contributing to the company’s reputation as a great place to work.
- Implements processes and strategies that cultivate an inclusive culture and elevates the employee experience throughout the organization.
- Oversees global Employee Resource Groups (ERGs) providing strategic direction and driving initiatives to foster inclusion and empowering all employees to thrive.
- Defines and tracks key metrics to measure the effectiveness of integrated strategies in driving engagement, inclusion and retention.
Required Education
- Bachelor’s degree required. Advanced degree (Ph.D. or Master’s) preferred in a field emphasizing people research in organizations, such as Industrial/Organizational Psychology, Organizational Behavior, or Organizational Development.
Qualifications
- 10+ years of progressive experience in talent management
- Proven track record in designing and implementing employee listening programs and using data to drive decisions.
- Proven ability to drive cultural alignment and champion organizational change.
- Strong understanding and experience in designing, building and implementing global people solutions.
- Strong strategic planning and execution skills, with the ability to translate diverse needs into prioritized roadmaps and effective solutions to drive employee engagement.
- Strong leadership and interpersonal skills, with the ability to collaborate effectively with cross-functional teams and senior management.
- Exceptional organizational and project management skills, with the ability to manage multiple priorities and meet deadlines.