Culture and Employee Engagement Specialist
SLAC National Accelerator Laboratory, Menlo Park, CA, United States
Position Overview
The Culture and Employee Engagement Specialist (CES) plays a vital role at the SLAC National Accelerator Laboratory. The CES will develop, implement, and enhance strategies and plans that foster a highly engaged workforce, while supporting SLAC's research mission and the core values of excellence, integrity, collaboration, respect, and creativity.
Your Specific Responsibilities Include Strategy Development & Execution
Develop and manage an engagement strategy that enhances relationships within the lab community and promotes active participation in culture and engagement initiatives.
Establish communication strategies to ensure employee engagement is recognized as a fundamental part of SLAC's culture.
Develop plans and new approaches for internal awareness and engagement across the lab to align employee engagement objectives with lab goals.
Enhance current and build new programs and processes to improve engagement efforts related to talent attraction, onboarding, professional development, compensation, and retention.
Establish programs to help ensure a welcoming workplace where everyone can be successful.
Provide research-based external insights and best practices to senior leaders and HR colleagues on the overall employee engagement landscape.
Collaboration & Relationships
Work closely with HR colleagues, SLAC leaders, and other stakeholders to create a cohesive approach to culture and engagement.
Facilitate collaboration across departments to encourage a unified cultural direction aligned with SLAC's scientific objectives.
Partner with HR Managers to provide guidance for training, hiring, and retention initiatives.
Apply recommendations from engagement surveys and analyses across various levers, including retention methods, career development initiatives, and training programs, ensuring actions align with the overarching goal of enhancing employee satisfaction and engagement.
Serve as a liaison for SLAC's Employee Resource Groups (ERGs), providing strategic support and resources to empower their efforts.
Work with the SLAC Communications team to develop a communications strategy that positions employee engagement as a fundamental part of the lab culture and supports initiatives such as refining SLAC's Employee Value Proposition.
Collaborate, consult, and negotiate with key stakeholders to address and resolve critical issues, develop and implement policies, guidance, and initiatives.
Build strong networks with lab leadership, ERGs, SLAC staff, Stanford, DOE, and external stakeholders to share best practices.
Data Analysis & Recommendations
Develop metrics, regularly measure, analyze, assess, and report on employee engagement progress through surveys, pulse surveys, and focus groups.
Identify key performance indicators, analyze employee engagement data, and report findings to influence decisions and action.
Lead the coordination and execution of periodic lab-wide engagement and culture surveys in collaboration with vendor partners and internal teams.
Ensure effective implementation of recommendations at both lab-wide and local levels.
Use data to drive decisions and action plans that enhance culture and engagement within the laboratory.
Collaborate with the SLAC Communications team on quarterly pulse surveys, determining actionable responses based on data collected, sharing successes and opportunities, and identifying trends.
To Be Successful In This Position You Will Bring
Bachelor’s degree and 8 years of in-depth relevant professional experience, or a combination of education and experience with at least 5 years leading the culture, engagement and belonging space.
A proven track record of using employee engagement frameworks that connect to an organization’s mission and business strategy for growth and scalability.
Practical knowledge and application of employee engagement concepts and organizational dynamics that impact the implementation and management of effective change efforts.
A track record of driving systematic processes to implement effective change through applied behavioral science.
Strong project/program management skills with demonstrated effectiveness in data analysis, interpersonal communication, consulting, facilitation, and influencing.
Exceptional interpersonal skills and understanding of group dynamics; a track record of establishing credibility and trust with senior leaders.
End‑to‑end experience in the development and execution of organization‑wide initiatives.
Strong analytical, critical thinking, creative problem‑solving, judgment, negotiating, influencing, and strategic decision‑making skills.
Ability to maintain confidentiality, tact, and diplomacy.
Excellent facilitation and oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to senior management and other audiences.
Preferred Requirements
An advanced degree preferred.
Experience working in a university, federal agency, or national laboratory.
Knowledge of culture and employee engagement issues, specifically in STEM fields.
Experience with fiscal management, budget formulation, and program execution.
SLAC Employee Competencies
Effective Decisions: Uses job knowledge and solid judgment to make quality decisions in a timely manner.
Self-Development: Pursues learning and development opportunities.
Dependability: Delivers results with personal responsibility for expected outcomes.
Initiative: Proactively pursues work and interactions with optimism and motivation.
Adaptability: Adjusts to change with an open outlook.
Communication: Ensures effective information flow and provides clear, appropriate written, spoken, and presented messages.
Relationships: Builds trust, collaboration, and a positive climate to achieve common goals.
Physical Requirements and Working Conditions
Consistent with the University’s obligations under the law, reasonable accommodation will be provided to employees with a disability who require accommodation to perform essential functions.
May work extended hours during peak business cycles.
Open to on‑site and hybrid work options.
Work Standards
Demonstrates interpersonal skills working well with Stanford colleagues, clients, and external organizations.
Promotes a culture of safety by demonstrating commitment to personal responsibility for environment, safety, and security; communicates related concerns and uses safe behaviors.
Complies with all applicable University policies and procedures, including those in the Administrative Guide.
Adheres to Homeland Security Presidential Directive 12 and DOE Order 473.1A for HSPD‑12 credentials; completes required background investigations and maintains PIV credentials.
The expected pay range for this position is $162,809 - $197,109 per annum.
SLAC National Accelerator Laboratory/Stanford University provides pay ranges representing a good faith estimate of the salary or hourly wage the University reasonably expects to pay upon hire. The pay offered to a selected candidate will be determined based on factors such as the scope and responsibilities of the position, the qualifications of the candidate, departmental budget availability, internal equity, geographic location, and external market pay for comparable jobs.
At SLAC/Stanford, base pay represents only one aspect of the comprehensive rewards package.
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Your Specific Responsibilities Include Strategy Development & Execution
Develop and manage an engagement strategy that enhances relationships within the lab community and promotes active participation in culture and engagement initiatives.
Establish communication strategies to ensure employee engagement is recognized as a fundamental part of SLAC's culture.
Develop plans and new approaches for internal awareness and engagement across the lab to align employee engagement objectives with lab goals.
Enhance current and build new programs and processes to improve engagement efforts related to talent attraction, onboarding, professional development, compensation, and retention.
Establish programs to help ensure a welcoming workplace where everyone can be successful.
Provide research-based external insights and best practices to senior leaders and HR colleagues on the overall employee engagement landscape.
Collaboration & Relationships
Work closely with HR colleagues, SLAC leaders, and other stakeholders to create a cohesive approach to culture and engagement.
Facilitate collaboration across departments to encourage a unified cultural direction aligned with SLAC's scientific objectives.
Partner with HR Managers to provide guidance for training, hiring, and retention initiatives.
Apply recommendations from engagement surveys and analyses across various levers, including retention methods, career development initiatives, and training programs, ensuring actions align with the overarching goal of enhancing employee satisfaction and engagement.
Serve as a liaison for SLAC's Employee Resource Groups (ERGs), providing strategic support and resources to empower their efforts.
Work with the SLAC Communications team to develop a communications strategy that positions employee engagement as a fundamental part of the lab culture and supports initiatives such as refining SLAC's Employee Value Proposition.
Collaborate, consult, and negotiate with key stakeholders to address and resolve critical issues, develop and implement policies, guidance, and initiatives.
Build strong networks with lab leadership, ERGs, SLAC staff, Stanford, DOE, and external stakeholders to share best practices.
Data Analysis & Recommendations
Develop metrics, regularly measure, analyze, assess, and report on employee engagement progress through surveys, pulse surveys, and focus groups.
Identify key performance indicators, analyze employee engagement data, and report findings to influence decisions and action.
Lead the coordination and execution of periodic lab-wide engagement and culture surveys in collaboration with vendor partners and internal teams.
Ensure effective implementation of recommendations at both lab-wide and local levels.
Use data to drive decisions and action plans that enhance culture and engagement within the laboratory.
Collaborate with the SLAC Communications team on quarterly pulse surveys, determining actionable responses based on data collected, sharing successes and opportunities, and identifying trends.
To Be Successful In This Position You Will Bring
Bachelor’s degree and 8 years of in-depth relevant professional experience, or a combination of education and experience with at least 5 years leading the culture, engagement and belonging space.
A proven track record of using employee engagement frameworks that connect to an organization’s mission and business strategy for growth and scalability.
Practical knowledge and application of employee engagement concepts and organizational dynamics that impact the implementation and management of effective change efforts.
A track record of driving systematic processes to implement effective change through applied behavioral science.
Strong project/program management skills with demonstrated effectiveness in data analysis, interpersonal communication, consulting, facilitation, and influencing.
Exceptional interpersonal skills and understanding of group dynamics; a track record of establishing credibility and trust with senior leaders.
End‑to‑end experience in the development and execution of organization‑wide initiatives.
Strong analytical, critical thinking, creative problem‑solving, judgment, negotiating, influencing, and strategic decision‑making skills.
Ability to maintain confidentiality, tact, and diplomacy.
Excellent facilitation and oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to senior management and other audiences.
Preferred Requirements
An advanced degree preferred.
Experience working in a university, federal agency, or national laboratory.
Knowledge of culture and employee engagement issues, specifically in STEM fields.
Experience with fiscal management, budget formulation, and program execution.
SLAC Employee Competencies
Effective Decisions: Uses job knowledge and solid judgment to make quality decisions in a timely manner.
Self-Development: Pursues learning and development opportunities.
Dependability: Delivers results with personal responsibility for expected outcomes.
Initiative: Proactively pursues work and interactions with optimism and motivation.
Adaptability: Adjusts to change with an open outlook.
Communication: Ensures effective information flow and provides clear, appropriate written, spoken, and presented messages.
Relationships: Builds trust, collaboration, and a positive climate to achieve common goals.
Physical Requirements and Working Conditions
Consistent with the University’s obligations under the law, reasonable accommodation will be provided to employees with a disability who require accommodation to perform essential functions.
May work extended hours during peak business cycles.
Open to on‑site and hybrid work options.
Work Standards
Demonstrates interpersonal skills working well with Stanford colleagues, clients, and external organizations.
Promotes a culture of safety by demonstrating commitment to personal responsibility for environment, safety, and security; communicates related concerns and uses safe behaviors.
Complies with all applicable University policies and procedures, including those in the Administrative Guide.
Adheres to Homeland Security Presidential Directive 12 and DOE Order 473.1A for HSPD‑12 credentials; completes required background investigations and maintains PIV credentials.
The expected pay range for this position is $162,809 - $197,109 per annum.
SLAC National Accelerator Laboratory/Stanford University provides pay ranges representing a good faith estimate of the salary or hourly wage the University reasonably expects to pay upon hire. The pay offered to a selected candidate will be determined based on factors such as the scope and responsibilities of the position, the qualifications of the candidate, departmental budget availability, internal equity, geographic location, and external market pay for comparable jobs.
At SLAC/Stanford, base pay represents only one aspect of the comprehensive rewards package.
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