Employee Engagement & Performance Specialist Position Available In Hinds, Mississippi

Employee Engagement & Performance Specialist Hope Enterprise Corporation – 3.5

Jackson, MS Job Details Full-time Estimated:

$98.4K – $126K a year 2 days ago Benefits Paid holidays Disability insurance Health insurance Dental insurance Flexible spending account Tuition reimbursement Employee assistance program Vision insurance 401(k) matching Life insurance Qualifications Management Data analysis skills Performance management Bachelor’s degree Senior Professional in Human Resources Human resources SHRM Certified Professional Professional In Human Resources HRIS Human Resources SHRM Senior Certified Professional Employee engagement 9 years Senior level Leadership Employee evaluation Strategic planning Full Job Description Employee Engagement & Performance Specialist HOPE (Hope Enterprise Corporation, Hope Credit Union and Hope Policy Institute) provides financial services; leverages resources; and engages in advocacy that strengthens the financial health and wealth of people in under-resourced Deep South communities. Since 1994, these efforts have benefitted more than three million people in Alabama, Arkansas, Louisiana, Mississippi and Tennessee, and influenced billions in persistent poverty communities across the nation. Learn more at .

Title:

Employee Engagement & Performance Specialist Department:

Human Assets Reports To:

SVP, Org Development & Learning Supervises:

N/A Job Classification:

Full-time/ Exempt The Employee Engagement & Performance Specialist plays a key role in fostering a positive workplace culture by leading performance management initiatives and employee engagement efforts. Reporting to the SVP, Organizational Development & Learning, this role will be responsible for facilitating employee surveys ensuring timely execution, accurate data aggregation, and insightful analysis. Additionally, this role is responsible for overseeing the annual performance review process, ensuring consistency, fairness, and alignment with organizational goals. Responsibilities Supports Strengthening HOPE Initiative that values an organizational culture for open communication, innovation, associate engagement, and other traits that contribute to collaboration and high performance. Lead the annual performance review process, ensuring consistency, fairness, and alignment with organizational objectives. Coordinate and execute employee engagement surveys, including data aggregation, analysis, and presentation of results. Partner with HR leadership to develop and implement action plans based on survey feedback. Train managers and employees on performance evaluation best practices, goal setting, and feedback Design and refine performance appraisal tools and rating systems. Serve as a liaison between employees and leadership to improve communication and trust. Develop strategies for leadership engagement to promote a positive work environment. Analyze key workforce metrics (e.g., turnover, equity, recruitment, retention, and employee recognition) to identify trends and recommend improvements. Manage recognition programs that celebrate achievements and reinforce company values. Prepare and distribute organizational communications related to surveys, HR initiatives, and engagement programs. Partner with managers to enhance team morale and workplace satisfaction. Support internal and external communication efforts, including feature articles and branding messages for social media and other channels. Assist in planning and executing employee engagement events. Ensure alignment of engagement strategies with overall corporate goals and values. Stay informed on best practices and trends in employee engagement and performance management Perform other duties as assigned

Qualifications:

Required 9 + years of experience in employee engagement, performance management, or a related HR function Experience designing and implementing performance review processes and engagement strategies. Experience leading company-wide engagement initiatives and culture transformation projects. Strong background in data analysis, reporting, and using HR metrics to drive decision-making. Proven track record of improving employee performance and engagement through structured initiatives. Preferred Bachelor’s degree in human resources, organizational development, business administration, or a related field. Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) Strong background in HR technology implementation, including performance management and survey tools. Experience in a leadership or strategic HR role influencing senior management.

Key Competencies & Skills:

Organizational Awareness Result Orientation Strategic Thinking Planning and Organizing Customer Focus Data Gathering and Analysis Ability to collaborate effectively with leadership and cross-functional teams. Proficiency in HRIS and survey platforms.

Work Environment:

Hybrid or remote work flexibility, depending on business needs. Standard office environment with regular use of a computer, phone, and video conferencing tools. Occasional travel may be required for meetings, training, or employee engagement events. Requires ability to collaborate across departments and engage employees at all levels. Fast-paced work environment with multiple projects and deadlines Regular interaction with leadership, managers, and employees to drive performance and engagement initiatives.

Comprehensive Benefits Package:

Paid Vacation and Sick Time 11 Paid Holidays 401(k) with Company Match Medical, Dental, and Vision Benefits Flexible Spending Account (FSA) Disability Benefits Life Insurance, Critical Illness, Accident Employee Assistance Program (EAP) Tuition Reimbursement, Professional Development We are an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

Additional Comments:

Approved By_______________________________ Date_______________________ Reviewed by employee________________________ Date_______________________ The above job description is meant to describe the general nature and level of work being performed by employees occupying this position; it should not be constructed as an exhaustive list of all responsibilities, duties, and skills required for the position. Management reserves the right to assign or reassign duties and responsibilities to this job at any time. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State laws. All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves and other employees. Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an “at-will” basis.

Revised:

1/31/25 Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)