Employee Engagement and Wellbeing Lead

Are you passionate about creating outstanding employee experiences and driving meaningful culture change? This is an exciting opportunity to join Ofgem as our Employee Engagement and Wellbeing Lead, taking ownership of a high-profile agenda that directly influences how colleagues feel, connect and thrive at work.

Reporting to the Inclusion, Engagement & Wellbeing Manager, you will lead the delivery of Ofgem's employee engagement and wellbeing strategy, transforming insight into action and ensuring colleague voice remains at the heart of decision-making. This role offers a unique opportunity for someone who enjoys working with autonomy, taking the lead on their own portfolio and making a visible impact across the organisation. You will be trusted to shape priorities, drive improvements and build strong relationships with senior leaders, managers, staff networks and key stakeholders.

We are looking for an experienced engagement and wellbeing professional who can confidently translate employee insight into practical solutions that improve culture, engagement and organisational performance. A strong understanding of workplace wellbeing strategies, employee listening approaches, behavioural and cultural change, and the links between wellbeing, inclusion and engagement is essential. You will be equally comfortable analysing data, facilitating conversations, influencing senior stakeholders and developing compelling campaigns that inspire action.

This is an excellent opportunity to showcase your expertise and creativity while leading high-impact initiatives that help make Ofgem an even better place to work. From shaping engagement plans and wellbeing interventions to leading organisation-wide campaigns and external benchmarking activity, your work will have a lasting influence on our people and culture.

This is a full-time permanent role based in London, Glasgow or Cardiff. However, we recognise the importance of flexibility and welcome applications from candidates seeking flexible working arrangements, including job share opportunities. If you're looking for a role where you can take ownership, make a difference and truly shine, we'd love to hear from you.

Ofgem has a culture of inclusion that encourages, supports and celebrates the diverse voices and experiences of our colleagues. It fuels our innovation and helps ensure we can best represent the consumers and the communities we serve. Everyone is welcome - as an inclusive workplace, our employees are comfortable bringing their authentic selves to work.

Key Accountabilities

• Lead the delivery and ongoing management of the organisation’s employee engagement and wellbeing strategy, ensuring that insight, employee voice and external benchmarks inform priorities. Translating the strategic framework into practical plans, actions and measurable improvements across culture and the employee experience.
• Plan and execute listening cycles, including surveys, pulses and focus groups, ensuring robust methodology and confidentiality to generate actionable insights.
• Translate engagement and wellbeing data into targeted action plans, partnering with leaders, managers and networks to address hotspots and track impact.
• Build manager capability and integrate engagement with recognition and wellbeing, creating toolkits, clinics and frameworks that sustain positive culture change.
• Develop compelling communications and campaigns, promoting feedback-driven improvements and success stories to enhance participation and engagement.

Key Responsibilities

Engagement Strategy and Roadmap Delivery:

• Own and deliver the annual engagement & wellbeing plan aligned to organisational priorities, culture aims and Ofgem values. Define measures, milestones and benefits and ensure alignment with ED&I and Culture.

Insights:

• Plan and run end‑to‑end listening cycles (annual survey, pulses, listening groups etc.), ensure robust methodology and confidentiality.
• Generate clear insights that identify hotspots and root causes.
• Advise senior leaders on trends in engagement, wellbeing and culture, highlighting risks, opportunities and areas requiring targeted intervention.

Culture, Inclusion & External Benchmarking:

• Act as the primary operational lead for engagement and wellbeing initiatives, escalating strategic issues and risks as appropriate.
• Use engagement data to support the organisation’s cultural direction of travel, working closely with OD, Senior People Partners, Staff Networks and the EDI Team to ensure improvements are evidence based and aligned with Ofgem values.
• Monitor and continuously improve the employee experience of the reasonable adjustments process, working with stakeholders across People, Estates and staff networks to identify themes and implement improvements.
• Manage the organisation’s participation in external benchmarking and accreditation schemes (e.g. Investors in People, Mind Workplace Wellbeing Index, HSE), ensuring that evidence submitted reflects genuine employee experience and aligns with internal priorities.
• Coordinate improvement plans arising from accreditation feedback, ensuring that actions enhance employee voice, engagement and inclusion.

Capability, Recognition & Wellbeing Integration:

• Design and deliver manager toolkits, clinics and resources on engagement and wellbeing basics – signposting colleagues to wellbeing offers.
• Delivers governance and management of external engagement and wellbeing contracts – working under advice from the Head of OD&D, escalating issues as required.

Communications and Campaigns:

• Lead the delivery of engagement and wellbeing campaigns, awareness events and organisational initiatives that strengthen culture, inclusion and employee experience.
• Develop engaging narratives and campaigns that build on feedback, promote success stories and improve participation.
• Own, review and update the Intranet pages relating to engagement and wellbeing.
• Use the Intranet & SharePoint to publish, maintain and improve engagement and wellbeing content.

Key Outputs and Deliverables

• A signed off annual engagement and wellbeing plan with clear KPIs, milestones and benefits tracking, built from survey insights, employee voice mechanisms and external benchmarking (e.g. IIP, Mind Index, HSE), demonstrating measurable improvements in engagement and organisational culture.
• Delivered listening cycles (survey/pulse/focus groups) with high participation, reliable segmentation and clear insight packs.
• Function/department action plans with defined owners, timelines and success measures. Monthly progress tracking.
• Assessments conducted - evaluating uptake and impact of engagement and wellbeing activities.
• Communications - annual plan/calendar developed in conjunction with Internal Comms and wider HR colleagues.
• Governance papers and dashboards - showing engagement trends, hotspots and intervention outcomes.

Key Skills and Capabilities

• Proven experience delivering employee engagement and wellbeing programmes with measurable improvement in a complex public sector environment.
• Strong listening and analytics capability (survey design, pulses, qualitative methods). Able to translate insight into targeted action.
• Excellent facilitation and stakeholder management skills. Credible with senior leaders and trusted by staff networks.
• Clear, compelling communication skills. Capable of crafting narratives and practical toolkits for managers.
• Understanding of how engagement links with inclusion, recognition and wellbeing to drive sustainable culture change.
• Programme discipline - planning, benefits tracking, risk management and governance reporting.
• Data literacy and visualisation with high standards of confidentiality and GDPR compliance.
• Organised, pragmatic and outcome‑ Resilient during peak cycles and change.
• Strong Internal Communications capability, including practical Wire/SharePoint editing and content management skills.

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Experience and Technical skills.

When you press the ‘Apply now’ button, you will be asked to complete personal details (not seen by the sift panel), and input details of your CV anonymising all details where necessary.

You will then be asked to answer 3 application questions evidencing how you meet the essential criteria listed in the role profile. Please ensure you demonstrate clearly, within these answers, how you meet each of the criteria listed in the role profile.

The Civil Service values honesty and integrity and expects all candidates to abide by these principles. You must ensure that any evidence submitted as part of your application or used during interview, including your CV and any statements or examples, are truthful and factually accurate. Ofgem takes any incidences of cheating very seriously. Please ensure all examples provided are of your own experience. Any instances of plagiarism or other forms of cheating will be investigated and, if proven, the relevant applications will be withdrawn from the process. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.

Please refer to Civil Service candidate advice on the acceptable use of artificial intelligence within the recruitment and selection process - Artificial intelligence and recruitment , Civil Service Careers

The personal information we have collected from you will be shared with Cifas who will use it to prevent fraud, other unlawful or dishonest conduct, malpractice, and other seriously improper conduct. If any of these are detected, you could be refused certain services or employment. Your personal information will also be used to verify your identity. Further details of how your information will be used by us and Cifas, and your data protection rights, can be found by [ https://www.cifas.org.uk/fpn].

Feedback will only be provided if you attend an interview or assessment.