Culture & Engagement Officer (Superpharm)

The Culture and Engagement Officer will lead efforts to foster an inclusive, engaging, and high-performance culture across the organization.

JOB SUMMARY

The Culture and Engagement Officer will lead efforts to foster an inclusive, engaging, and high-performance culture across the organization. This role is critical in shaping, driving, and enhancing the company’s culture, aligning it with organizational goals, values, and strategies. The Culture and Engagement Officer will work closely with the HRM to ensure a positive work environment, develop employee engagement strategies, and measure the success of cultural initiatives. This role requires a passionate advocate for organizational culture, with a deep understanding of employee engagement, well-being, diversity and inclusion, and organizational development.

JOB DUTIES

Cultivate Organizational Culture

• Define and Promote Culture: Develop and champion a clear and compelling company culture that aligns with the organization's mission, vision, and values. Foster a work environment that encourages collaboration, innovation, and trust.
• Culture Initiatives: Lead and implement programs and activities that promote company values, diversity, inclusion, employee well-being, and a sense of belonging. Ensure cultural initiatives are integrated into all aspects of the employee lifecycle (e.g., recruitment, onboarding, performance management, and employee development).
• Cultural Alignment: Ensure that the company culture supports and enhances the business strategy and objectives, fostering an environment where employees feel engaged, motivated, and connected to the organization’s goals. 

Drive Employee Engagement

• Engagement Strategy: Assist with enhancing employee engagement across the organization, ensuring that employees feel valued, motivated, and inspired to contribute to their full potential.
• Engagement Surveys: Aid with analysing regular engagement surveys, pulse checks, and focus groups to measure employee satisfaction, motivation, and morale. Use data to provide actionable insights and identify areas for improvement.
• Recognition Programs: Assist with R&R programs that celebrate employee achievements, encourage peer-to-peer recognition, and promote positive behaviours aligned with company values.
• Engagement Communications: Collaborate with the internal communications team to regularly share updates, success stories, and initiatives that promote engagement and a positive work culture.
• Social Media Presence: Promotion of SPL’s brand on social media from an internal/HR viewpoint. 

Employee Well-Being

• Wellness Programs: Assist with wellness programs that support physical, emotional, and mental well-being. This includes initiatives like wellness challenges, employee assistance programs (EAP), mindfulness activities, and work-life balance solutions.
• Monitor Well-Being Metrics: Measure employee well-being through surveys, one-on-one interviews, and regular check-ins to ensure the organization is providing the right support.

 Leadership Development and Support

• Leadership Alignment: Work closely with senior leadership to ensure they understand, embrace, and embody the organization’s cultural values and engagement goals.
• Coaching and Support: Ensure guidance, coaching, and training to managers and leaders at all levels to help them build high-performing teams, manage engagement, and model cultural values.