Culture and Community Engagement Director

Job Description

Job Description

At Cavco, we build more than just affordable homes. We build environments where our employees develop and thrive. We are seeking a dynamic Culture and Community Engagement Director to operationalize our "One Cavco" cultural identity and champion employee empowerment programs across our 8,000-employee manufacturing footprint. If you are an HR, talent, or communications professional with 5 to 7+ years of experience leading multi-site initiatives that drive meaningful organizational change on a massive scale, we encourage you to apply.

Reporting directly to the VP of HR, you will bypass traditional event planning to focus on strategic program adoption, scaled communications and measurable engagement across decentralized teams. From advising our Executive Leadership Team to collaborating with local organizational leadership, you will be the driving force behind strengthening company values while elevating employee engagement to drive retention and enhance employee experience. 

Position Summary:

The Culture and Community Engagement Director will operationalize the One Cavco culture and drive internal employee empowerment programs across all business segments. Rather than focusing on event planning, this mid-level management role focuses on program adoption, scaled communications and measurable employee engagement across the entire Cavco organization.

The ideal candidate will act as a strategic coordinator, working closely with the Executive Leadership Team (ELT) to identify cultural needs, while partnering with local plant HR leads to execute training and financial education programs. Success in this role is measured by increased adoption of One Cavco, influencing Homes for Our Own (HFOO) participation and employee program enrollment, elevate Cavcommunity visibility, and enhance Team Member recognition programs and onboarding experience.

 

Position Summary

The Culture and Community Engagement Director will operationalize the One Cavco culture and drive internal employee empowerment programs across all business segments. Rather than focusing on event planning, this mid-level management role focuses on program adoption, scaled communications and measurable employee engagement across the entire Cavco organization.

The ideal candidate will act as a strategic coordinator, working closely with the Executive Leadership Team (ELT) to identify cultural needs, while partnering with local plant HR leads to execute training and financial education programs. Success in this role is measured by increased adoption of One Cavco, influencing Homes for Our Own (HFOO) participation and employee program enrollment, elevate Cavcommunity visibility, and enhance Team Member recognition programs and onboarding experience.

Key Responsibilities

• One Cavco Culture Operationalization & Facilitation
• Scale One Cavco Delivery: Standardize and scale One Cavco principles, curriculum development and onboarding across all Cavco business segments.
• Collaborate with Local Leadership: Partner directly with local Leaders throughout Cavco to understand One Cavco adoption to ensure consistent execution and messaging. Identify opportunities for improvement and develop strategic plans to improve outcomes.
• ELT Advisory: Collaborate with the ELT to diagnose regional or segment-level organizational needs, offering data-driven training solutions to influence positive structural change.
• Strategic Program Enrollment (Homes For Our Own & Financial Literacy)
• Drive Program Adoption: Champion internal marketing, communication, and enrollment strategies for the Homes For Our Own (HFOO) housing and financial literacy programs to meet corporate utilization targets.
• Partner with Operations: Work alongside the dedicated HFOO Program Facilitator to bridge the gap between back-end program operations and front-end employee awareness.
• Expand Education Outreach: Organize, schedule and increase the frequency of cross-plant meetings and workshops focused on financial education and first-time homeownership.
• Enhance Capital Fundraising: Increase visibility to employee giving and identify key opportunities for strategic donations. 
• Community Impact & Environmental Social Governance (ESG) Tracking
• Align Corporate Social Responsibility (CSR) Initiatives: Refine and scale the Cavcommunity Impact Program , identifying strategic local and national community partnerships that align with Cavco's mission of solving affordable housing challenges.
• Quantify ESG Contributions: Partner with corporate sustainability stakeholders to rigorously track and report volunteer hours, corporate donations, and community capital fundraising milestones.
• Data-Driven Engagement and Recognition
• Target Culture Survey Improvement: Support workplace engagement initiatives based on results of annual employee culture survey.
• Standardize Recognition: Oversee and enhance corporate employee recognition programs, shifting from ad-hoc celebrations to structured programs rewarding actions aligned with One Cavco values.
• Cavco Employee Onboarding and Orientation Experience  
• Implementation and Facilitation of consistent Cavco Orientation: Influence execution of Spark or other business segment new hire orientation throughout Cavco. Develop and manage employee feedback via survey platform during new Team Member’s early stages of Cavco employment to ensure full understanding of One Cavco Principle’s and Actions.

 

Qualifications & Requirements:

Experience & Background

• Internal Track Record: 3+ years of dedicated managerial experience within Cavco, demonstrating an exemplary history of living One Cavco values; OR
• External Professional Experience: 5–7+ years of progressive experience in Talent Management, Program Coordination, Internal Communications, or Organizational Development.
• Industry Context: Proven background operating within a multi-site organization. Preferred by not required knowledge of the manufacturing housing industry, construction or retail environment.
• Decentralized Influence: Demonstrated success leading initiatives and influencing remote or decentralized teams without direct authority (highly prioritized).

 

Education & Certifications

• Academic Foundation: Bachelor’s degree in Business Administration, Communications, Human Resources or a related field; OR equivalent practical, hands-on leadership experience.
• Professional Credentials: Active SHRM-CP/SCP, PHR/SPHR or related project management certification is highly preferred.

 

Skills & Execution

• Program & Project Management: Strong ability to launch multi-layered programs, drive strategic enrollment, and monitor participation metrics across a large workforce.
• Communication Versatility: Exceptional written, verbal, and interpersonal skills. The ability to start, facilitate, and inspire conversations that prompt meaningful actions between Team Members.
• Travel Flexibility: Willingness and ability to travel up to 50% of time to various production facilities and regional hubs.

 

Core Competencies & Leadership Style

• Strategic Influence: Ability to influence change and gain buy-in across decentralized teams without relying on direct authority.
• Operational Ownership: A proactive approach to overcoming adoption barriers at the plant level, using resourcefulness and process-driven alternatives.
• Collaborative Leadership: Skilled at building strong cross-functional relationships across all Team Members, operations, and external community partners.

 

Cavco Industries is committed to providing equal employment opportunity without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other protected status with respect to recruitment, hiring, promotion and other terms and conditions of employment. Disclaimer: The above statements are intended to describe the general nature and level of work being performed by associates assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.