What are the responsibilities and job description for the Manager of Employee Engagement and Culture position at Meduit?
Company Overview :
Meduit is one of the nation's leading revenue cycle management solutions companies with decades of experience in healthcare revenue cycle management, serving more than 1,100 hospital and large physician practices in 48 states. As a values-driven organization, we prioritize creating an inclusive and empowering workplace that fosters collaboration, well-being, and personal growth for our team members. We are seeking a passionate and dynamic Manager of Employee Engagement and Culture to join our Human Resources team and help nurture a positive organizational culture that drives employee satisfaction and company success.
Job Overview :
The Manager of Employee Engagement and Culture will be responsible for developing, implementing, and managing initiatives that enhance employee experience, engagement, and company culture. This role will focus on fostering an environment of inclusion, trust, and innovation while aligning with Meduit's mission and values. The successful candidate will work closely with HR leadership, department heads, and employees to build programs and strategies that promote a positive workplace culture and strengthen employee retention and satisfaction.
Key Responsibilities :
- Employee Engagement Programs : Design, implement, and evaluate employee engagement programs and activities to enhance motivation, satisfaction, and performance. Regularly measure employee engagement through surveys, focus groups, and feedback tools to identify areas for improvement. Specific experience with Great Places to Work initiatives to include application processes.
- Culture Development : Foster a positive workplace culture by promoting company values, inclusivity, and collaboration. Lead initiatives that celebrate diversity, enhance communication, and build trust across all levels of the organization.
- Onboarding & Integration : Collaborate with the Talent Acquisition team to create a seamless and engaging onboarding experience for new hires that integrates them into Meduit's culture from day one.
- Recognition & Rewards : Develop and maintain employee recognition programs that celebrate milestones, achievements, and outstanding contributions. Ensure that recognition is aligned with company values and fosters a sense of community and appreciation.
- Remote Work Initiatives : Work with HR and leadership to promote employee programs that support not only our in office employees but our remote and hybrid employees. Meduit has approximately 60% remote or hybrid employees.
- Leadership Support & Training : Partner with managers and leaders to provide guidance on best practices for engagement and culture building. Offer training on topics such as effective communication, feedback, team-building, and conflict resolution to help leaders foster an engaged workforce.
- Data-Driven Insights : Use data and analytics to track the effectiveness of engagement and culture programs, providing regular reports and recommendations to senior leadership on areas for improvement.
- Event Planning & Team Building : Coordinate and lead team-building events, company-wide initiatives, and social activities that help build community and morale. Support virtual, hybrid, and in-person events tailored to employees' diverse needs.
- Change Management Support : Assist in managing organizational change by ensuring that new processes or shifts in company direction are communicated effectively and with sensitivity to employee needs.
- Travel : Travel to the various Meduit locations as necessary- up to 25% of the time.
Qualifications :
Location : Local to Charlotte, NC or Indianapolis, IN- In Office / Hybrid model
Why Join Meduit?
If you are a proactive, people-focused professional with a passion for creating a vibrant and supportive workplace culture, we encourage you to apply and become a key part of our dedicated team at Meduit.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
