At Atmus, employees are viewed as people first, then colleagues. We give you the freedom and flexibility to do what you''re good at and make an impact. Work alongside today''s most innovative thinkers and help shape the future with Atmus.
We are looking for a talented Employee Engagement and Inclusion Manager to join our team!
Location: Nashville TN - onsite with flexibility - minimum of 3 days in office, 2 days remote.
Travel: less than 10%
In this role, you will make an impact in the following ways:
Leads the strategy and execution of a best-in-class employee experience across the full lifecycle-from candidate and onboarding through development and exit.
This role owns the enterprise listening strategy, translating employee insights into actionable initiatives that drive engagement, retention, and performance.
In partnership with HR and business leaders, the director advances culture, inclusion and early career programs while strengthening external partnerships to build diverse initiatives that are aligned to business priorities and deliver measurable impact.
We are deliberately working towards a brighter future. Our daily actions consider what is important to our people, our customers and our planet. We are focused on performance, durability and sustainability to serve the world better.
College, university, or equivalent degree in Human Resources or equivalent experience required.
5 years'' experience with an HR degree
7+ years'' HR experience without a degree.
Base salary range: $118,000 to $131,000/year
Please note that the salary range provided is a good faith estimate based on the applicable range. The final salary offer will be determined after considering relevant factors, including a candidate's qualifications and experience, where appropriate.
Compensation and Benefits
Base salary rate commensurate with experience. Additional benefits vary between locations and include options such as our 401(k) Retirement Savings Plan, Medical/Dental/Life Insurance, Health Savings Account, other personal and professional benefits.
Atmus and E-verify
At Atmus, we are proud to be an equal opportunity and affirmative action employer dedicated to diversity in the workplace. Our policy is to provide equal employment opportunities to all qualified persons without regard to race, gender, color, disability, national origin, age, religion, union affiliation, sexual orientation, veteran status, citizenship, gender identity and/or expression, or other status protected by law.
Atmus will validate the right to work using E-Verify. Atmus will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization.
Employee Experience & Lifecycle Ownership
Lead the design and execution of key moments that matter across the employee lifecycle in conjunction with HR business partners, including: Onboarding, new hire orientation, offboarding and exit experience
Ensure a consistent, high-quality experience that reinforces company culture and values from day one through exit
Continuously improve processes using employee feedback and data insights
Enterprise Listening Strategy
Own and evolve the enterprise listening strategy, spanning: candidate experience feedback, new hire and onboarding insights, annual engagement survey (e.g., Your Voice Counts), pulse surveys and exit feedback
Translate insights into actionable recommendations and partner with leaders to drive measurable improvements
Establish KPIs and dashboards to track engagement trends
Culture, Engagement & Inclusion Strategy (Atmus Way)
Assist and support the organization's culture and inclusion framework (e.g., Atmus Way) across all levels in partnership with the Executive Director, Talent & Culture
Design and implement initiatives that strengthen belonging, career growth, and alignment to company values, including Global Education Assistance Program (GEAP) and EQUIP mentorship program. This includes overseeing the administration, management and governance of programs
Ensure alignment with workforce capability needs and career development pathways
Partner with communications and leadership to ensure consistent messaging and storytelling
Monitor utilization, ROI, and employee outcomes
Employee Resource Groups (ERGs)
Provide strategic oversight and governance for ERGs
Enable ERGs to drive business impact, employee connection, and community engagement
Partner with ERGs to define engagement metrics and measurement of ERG effectiveness
Early Careers Strategy
Lead early career initiatives to support the experience and engagement of early career employees, including those participating in internships, co-ops, and graduate programs
Partner with Talent Acquisition and business leaders to build strong pipelines of early talent
External Partnerships & Talent Pipelines
Manage and build partnerships with key external organizations identified by the organization to support talent strategies (e.g., SWE, NSBE, INROADS)
Leverage partnerships to strengthen employer brand, talent pipelines, and community impact
Represent the company in external forums and events
Employee Experience & Lifecycle Ownership
Lead the design and execution of key moments that matter across the employee lifecycle in conjunction with HR business partners, including: Onboarding, new hire orientation, offboarding and exit experience
Ensure a consistent, high-quality experience that reinforces company culture and values from day one through exit
Continuously improve processes using employee feedback and data insights
Enterprise Listening Strategy
Own and evolve the enterprise listening strategy, spanning: candidate experience feedback, new hire and onboarding insights, annual engagement survey (e.g., Your Voice Counts), pulse surveys and exit feedback
Translate insights into actionable recommendations and partner with leaders to drive measurable improvements
Establish KPIs and dashboards to track engagement trends
Culture, Engagement & Inclusion Strategy (Atmus Way)
Assist and support the organization's culture and inclusion framework (e.g., Atmus Way) across all levels in partnership with the Executive Director, Talent & Culture
Design and implement initiatives that strengthen belonging, career growth, and alignment to company values, including Global Education Assistance Program (GEAP) and EQUIP mentorship program. This includes overseeing the administration, management and governance of programs
Ensure alignment with workforce capability needs and career development pathways
Partner with communications and leadership to ensure consistent messaging and storytelling
Monitor utilization, ROI, and employee outcomes
Employee Resource Groups (ERGs)
Provide strategic oversight and governance for ERGs
Enable ERGs to drive business impact, employee connection, and community engagement
Partner with ERGs to define engagement metrics and measurement of ERG effectiveness
Early Careers Strategy
Lead early career initiatives to support the experience and engagement of early career employees, including those participating in internships, co-ops, and graduate programs
Partner with Talent Acquisition and business leaders to build strong pipelines of early talent
External Partnerships & Talent Pipelines
Manage and build partnerships with key external organizations identified by the organization to support talent strategies (e.g., SWE, NSBE, INROADS)
Leverage partnerships to strengthen employer brand, talent pipelines, and community impact
Represent the company in external forums and events
| Location | Nashville, TN |
| Salary | $118,000–$131,000 Per Year |