Manager Culture & Engagement

Drink in the Possibilities at Keurig Dr Pepper: At KDP, we are a company of passionate disruptors, collaborators and achievers. ​

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We are challengers in the beverage industry and, as such, we think differently, move faster and work smarter while leveraging our scale and amazing capabilities. We lead with the consumer and are constantly innovating to provide a beverage for every need, anytime, anywhere. That’s why we create an environment where our creativity can thrive. ​

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Our commitment to breaking boundaries extends beyond beverages — our challenger mindset is about empowering our people to challenge the usual and always ask ‘why.’ Our success in the market is fueled by our powerful team through a strong culture of pride, growth, and teamwork. Our collaborative culture gives every employee a real chance to actively contribute to our collective success – and have fun doing it. ​

We win together.

We challenge convention.

We push beyond the expected.

​We drink in the possibilities.

SUMMARY:

The Manager, Culture & Engagement at Keurig Dr Pepper (KDP) is responsible for managing the KDP engagement journey, employee recognition and supporting the overall KDP culture through communications of relevant programs and initiatives. Through cross-functional teams, the Sr. Manager creates and brings strategies to life while incorporating the vital feedback of stakeholders along the way.   This person supports the strategy and owns the activation of employee listening at KDP.  In addition to managing the different phases of the engagement survey – survey design and planning, launch, results sharing and action planning – the Sr. Manager is also responsible for creating and managing the communication plan and all the relevant supporting tools. They manage the relationship with the Employee Listening Platform vendor and ensure that all the project deliverables like survey design, survey launches, dashboards updates, etc., are met.

Working closely with leaders, HR business partners, and cross-functional teams, the Sr. Manager focuses on both strategic plan development and tactical program execution to inform, connect and engage employees across the company. To support the company culture, the person in this role also collaborates on broad KDP efforts connected to Culture as needed. The Sr. Manager is also responsible for the KDP recognition program and the development and delivery of effective and engaging cultural communications strategies in collaboration with the internal communications team.

The ability to successfully lead cross-functional teams and manage multiple priorities and stakeholders in a fast-paced environment is essential. This position calls for a creative and strategic business-minded thinker and talented communications professional with exceptional executive presence, storytelling, project management and project management skills. This person must be able to interact at all levels of the organization and serve as a key leader on culture, engagement, leadership, talent, development, organizational change, and employee communication.

The Manager Culture & Engagement has a direct impact on engagement, recognition and overall culture at KDP.  If you thrive in a creative environment where you are invited to challenge the usual and encouraged to ask ‘why’, all while collaborating with talented people within a strong culture of growth – join us and Drink in the Possibilities at Keurig Dr Pepper!

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Employee Listening & Engagement:

• Lead the Employee Listening strategy (OnDemand, Lifecycle, Engagement surveys): development, delivery, governance & oversight during initiation, planning, survey design and execution phase.
• Own the Engagement survey: design, launch, execution, action planning and the listening platform/dashboard in partnership with the vendor.
• Ensure plans are aligned to the identified priorities; take a ‘big picture’ view and provide guidance and direction accordingly for the design of all surveys and launches.
• Provide the methods and guidance for leaders to make informed decisions about how to better engage their teams.
• Ensure connection and coordination across all stakeholders and promote opportunities for cross-collaboration.
• Provide updates on progress to the HRLT.
• Create and update communications tools for HR and leaders.
• Manage the broad communications plan to share key results.
• Deliver according to agreed upon timelines.
• Take the initiative to provide professional perspective to influence others.
• Provide guidance to the Analyst Culture & Engagement as it related to engagement support

Employee Recognition:

• Manage the KDP Years of Service (YOS) Recognition Program.
• Plan and execute broad recognition when relevant.
• Launch additional recognition initiatives and tools as needed.
• Manage the relationship with the Recognition vendor.
• Track the success/adoption of the program.
• Recommend meaningful approached to strengthen recognition and it’s connection to the KDP Values.
• Maintain/update the YOS toolkit to help people managers to celebrate milestones meaningfully.

Culture Projects:

• Leading and/or partnering with cross-functional teams.
• Proactively apply the KDP Employer Brand to all culture communications in a way that brings the KDP culture to life.
• Draft key messaging, FAQs, and other supporting materials connected to programs or initiatives as needed. Establish approval process with stakeholders to ensure accurate, targeted messaging aligned across the entire business.
• Design, draft and launch tools to better support the KDP culture and understanding of our Values.
• Track, monitor and evaluate communications across the culture landscape and provide recommendations for improvement.

Communications skills:

• Analyze and clearly present complex information is a simple, easily understandable way.
• Create communications plans and approaches fully aligned with the KDP Employer Brand.
• Leverage knowledge and experience with a variety of communication tools to recommend best practices for delivering information.
• Ensure a high level of editorial review, consistency and quality across all culture communications.

Relationship building:

• Establish strategic partnerships across the company. Work effectively with employees at all levels.
• Partner with internal communications, HR Centers of Expertise (COEs), and other teams as needed to align messages, tools and planning calendars.
• Build organizational awareness by consistently deepening knowledge around our business, history, culture, and key stakeholders.