Employee Engagement Coordinator

Job Description

Job Description

Salary: 60,000

POSITION OVERVIEW

Position Title

Employee Engagement Coordinator

Department

Human Resources

Reports To

HR Manager

Location

North Charleston, SC with required cross-shift field presence

Employment Type

Full-Time, Exempt

Schedule

Standard shift 12:00 PM 8:00 PM, with required rotations across first-shift, overnight, and weekend operations to engage drivers and staff across GCT's 24/7/365 operation

The Employee Engagement Coordinator develops and executes initiatives that strengthen GCT's culture, drive employee retention, and reinforce the company's Disney Experience service standard internally. Operating across all shifts of a 24/7/365 transportation operation, this role connects the workforce to management and HR; designing programs, capturing employee voice, amplifying positive stories, and reinforcing the values that make GCT a destination employer in the Lowcountry. The Coordinator is a relationship-builder and an information conduit: a trusted, accessible presence for employees, and a measured, data-informed partner to leadership.

KEY RESPONSIBILITIES

Engagement Programs & Recognition

• Design and execute team-building events, wellness initiatives, and recognition programs aligned to GCT's culture and operational rhythm.
• Develop and administer friendly inter-shift competitions promoting safety, attendance, vehicle cleanliness, and on-time performance with clearly defined rules, scoring, and rewards.
• Coordinate quarterly all-hands moments, milestone celebrations, and tenure recognition (1-year, 3-year, 5-year, etc.).
• Manage employee birthday, work anniversary, and life-event acknowledgments at the team and company level.
• Build a peer-to-peer recognition mechanism enabling drivers, dispatchers, and managers to nominate one another for spot recognition.

Internal Communication & Culture

• Create employee-facing announcements, and digital content that translate leadership goals into accessible, staff-friendly campaigns.
• Produce weekly Employee Spotlights and Manager Spotlights highlighting individuals across departments and shifts.
• Push out positivity; celebrating GCT wins, customer compliments, safety milestones, and team accomplishments across internal channels.
• Manage culture-focused content across bulletin boards, breakroom displays, and any digital communication channels.
• Conduct weekly informal check-ins with rotating employees to maintain pulse, answer questions, and surface emerging themes.

Employee Voice & Feedback Channel

• Serve as a confidential, accessible first point of contact for employees seeking to raise concerns outside their direct chain of command.
• Operate in an intake-and-route capacity only the Coordinator receives, documents, and escalates concerns to the appropriate manager or HR. The Coordinator does not coach, counsel, render judgment, or provide feedback or resolution to the employee.
• Mandatory escalation: any disclosure involving harassment, discrimination, retaliation, threats of violence, safety violations, DOT/FMCSA compliance issues, or potential legal exposure is escalated immediately to HR regardless of the employee's stated preference. Employees are informed of this obligation at the outset of any concern conversation.
• Conduct monthly focus groups to identify friction points and surface employee needs across departments and shifts.
• Partner with HR to drive participation in the semi-annual eNPS survey administered through BambooHR; supplement with quarterly pulse surveys; analyze and report themes.
• Conduct stay interviews with employees at 6-month and annual intervals to identify retention risks and growth opportunities.
• Conduct exit interview intake (documentation only analysis and follow-up owned by HR).

Onboarding & Retention Partnership

• Partner with HR to design and execute structured 30 / 60 / 90 / 180-day touchpoints that support new hires through the early-tenure window.
• Conduct welcome calls, early-tenure check-ins, and integration support to ease the first six months of employment.
• Identify at-risk new hires through patterns in surveys, absenteeism, or feedback and coordinate intervention with their direct manager.
• Partner with HR and operations leadership on retention initiatives targeting the highest-attrition tenure windows.

Cross-Shift Visibility

• Maintain regular presence across all shifts including overnight operations. Engagement cannot be limited to standard business hours in a 24/7 operation. Rotational scheduling is part of this role, not an exception.
• Conduct monthly ride-alongs with drivers across shifts to build relationships and surface ground-level feedback.
• Periodically attend weekend operations and overnight reliefs to engage staff who rarely see HR or executive presence.

Data, Reporting & Continuous Improvement

• Track and report quarterly on retention rates by cohort (30 / 60 / 90 / 180-day), eNPS, program participation, and engagement metrics.
• Analyze themes from focus groups, surveys, and stay / exit interviews; identify patterns and recommend actions.
• Present a quarterly Engagement Scorecard to the COO and executive leadership.
• Recommend program adjustments based on data, employee feedback, and operational reality; not assumptions.

REQUIRED QUALIFICATIONS

• One (1) or more years of experience in Human Resources, employee relations, internal communications, marketing, or a related field.
• Strong written and verbal communication; demonstrated ability to write for diverse audiences ranging from CDL drivers to executive leadership.
• Comfort and credibility across all levels of an organization.
• Availability for a standard 12:00 PM 8:00 PM schedule with required rotational shifts to engage first-shift, overnight, and weekend operations.
• Proficiency in Google Workspace, Microsoft Office, Canva (or equivalent design tool), and common HR / communication platforms.
• Discretion and a proven track record of handling confidential information appropriately.
• Valid driver's license and ability to pass a background check and drug screen.

PREFERRED QUALIFICATIONS

• Associate's or Bachelor's degree in Human Resources, Communications, Marketing, Psychology, Business, or related field.
• SHRM-CP, PHR, or related HR certification.
• Experience in transportation, logistics, hospitality, or another 24/7 operating environment.
• Bilingual (English / Spanish).
• Familiarity with engagement survey platforms and HRIS systems (BambooHR or similar).

SKILLS & COMPETENCIES

• Relationship-building across diverse populations and demographics.
• Discretion, judgment, and a clear understanding of when and how to escalate.
• Creative program design, event coordination, and execution under operational constraints.
• Data analysis and storytelling, translating numbers into insight.
• Self-directed; able to manage a varied schedule and remain accountable without close supervision.
• Cultural alignment with GCT's Disney Experience service standard; relationship-first, not transactional.

CONFIDENTIALITY & ROLE BOUNDARIES

The Employee Engagement Coordinator is a trusted intake point but is not a substitute for HR, management, or legal counsel. The Coordinator does not coach, counsel, investigate, or resolve employee concerns. All concern conversations are documented and routed to the appropriate manager or HR. Employees are informed at the outset of any concern conversation that mandatory reporting obligations apply to harassment, discrimination, retaliation, threats of violence, safety violations, and regulatory compliance matters and that those obligations override any expectation of confidentiality.

KEY PERFORMANCE INDICATORS

The Coordinator's impact is measured by retention, engagement, and reach, not activity volume. These metrics establish role accountability and will form the foundation for any future variable compensation structure.

• New hire retention rate by cohort 30, 60, 90, and 180 days (baseline established in first quarter; improvement targets thereafter).
• Semi-annual eNPS score (administered via BambooHR) both the score itself and survey response rate, which the Coordinator is expected to actively drive.
• Stay interview completion rate against tenured employees.
• Engagement program participation rates broken out by department and shift.
• Pulse survey response rates.
• Cross-shift coverage percentage of shifts personally engaged each month.

PHYSICAL REQUIREMENTS & WORK ENVIRONMENT

• Ability to traverse facility, vehicle yard, and maintenance shop on foot.
• Periodic ride-alongs requiring safe boarding and exiting of shuttle vehicles.
• Rotational scheduling across the 12:00 PM 8:00 PM standard shift, first-shift coverage, overnight, and weekend operations.
• Occasional travel to off-site engagement events and operational locations.
• Ability to lift, carry, and transport event materials or supplies up to 30 pounds occasionally
• Prolonged periods of sitting at a desk and working on a computer
• Ability to work in a fast-paced environment with shifting priorities
• Exposure to varying weather conditions during outdoor campus visits or vehicle yard walkthroughs
• Ability to stand and walk for extended periods during campus visits and events