Workforce Engagement Administrator

Overview Job Title: Workforce Engagement Administrator Date Created: 04/20/2026 Department: Administrative Division: Salary: $85,086 - $101,899 Grade: 31 FLSA: Exempt Summary The Workforce Engagement Administrator is responsible for the development, implementation, and continuous improvement of workforce strategies that enhance recruitment, onboarding, engagement, and retention. This role serves as a strategic partner to leadership, leveraging workforce data, employee feedback, and organizational insight to drive improvements in employee experience and operational effectiveness within a high-performance public safety environment. The Administrator exercises professional judgment, discretion, and accountability while building relationships to identify trends, address engagement challenges, and strengthen workplace culture. This position provides actionable insights to leadership, supports career development and upward mobility, and ensures the effective execution of programs impacting the entire employee lifecycle. Performs other duties as assigned. Essential Job Functions Create, implement, and continuously improve employee lifecycle programs, including recruitment, onboarding, engagement, and retention initiatives. Design and execute strategies to enhance the employee experience through proactive feedback collection, analysis, and program implementation. Support recruitment processes, including scheduling, communication, and candidate coordination; ensure a consistent and professional candidate experience; track recruitment metrics and provide updates as needed. Design, implement, and continuously improve a comprehensive onboarding program that welcomes new employees and immerses them in the organization’s mission, values, and culture. Lead a structured onboarding experience that fosters early engagement, connection, and clarity of expectations during the first 90–180 days. Establish and monitor onboarding milestones; ensure effective integration of new hires into the organization and teams. Partner with Operations, Training, and leadership to align onboarding, job-specific training, and long-term employee success. Utilize feedback and performance data to evaluate onboarding effectiveness and drive continuous improvement in early tenure outcomes. Be an integral part of the employee engagement committee; assist planning and executing engagement initiatives and programs. Build relationships with employees to understand morale, concerns, and workplace dynamics; identify trends impacting the employee experience; communicate observations to leadership; maintain professionalism and appropriate discretion. Track workforce data including turnover, attendance, and engagement trends; identify patterns impacting retention and satisfaction; provide regular updates to leadership; support retention initiatives. Support employee growth and career development initiatives; assist employees in understanding career pathways and advancement opportunities; promote training and development programs. Provide coordination and support for supervisor engagement efforts; share employee feedback with leadership; support consistency in communication and expectations. Coordinate recognition and incentive programs; track participation and assist in evaluating effectiveness. Assist in drafting and distributing internal communications; support consistent organizational messaging. Provide regular updates to leadership regarding engagement and workplace trends; escalate significant issues in a timely manner; ensure communications are factual, objective, and solution-oriented. Minimum Qualifications and Conditions of Employment Education: Bachelor’s degree in human resources, communications, public administration, or a related field; equivalent work experience may be considered in lieu of education. Experience: Five years of progressively responsible experience in human resources, employee engagement, organizational development, or workforce analytics, including direct responsibility for designing or implementing workforce programs. Strong interpersonal and written and verbal communication skills; must speak, read, and write in English. Must pass all applicable pre-employment screenings, including a drug screen and background investigation. A valid Texas Driver’s License may be required or be obtainable within 90 days of employment. Must be able to pass FBI criminal background fingerprint check and comply with state and federal requirements for criminal justice information security standards. Preferred Qualifications HR certification (PHR, SHRM-CP) or equivalent. Prior experience working with first responders or emergency communication professionals. Strong event planning and project management skills. Experience working in a public safety, high-stress, or shift-based environment. Any work-related experience at acceptable proficiency levels may substitute for the above education and experience requirements. License and Certification Depending on the needs of the NTECC, additional licenses and certifications may be required. #J-18808-Ljbffr North Texas Emergency Communications Center