UCL Career Frameworks


Employee Engagement - grade 8

Example job roles: Specialist Practitioner in Occupational Health, HR Business Partnering/Management, Communications and Engagement Management

Level: Advanced    


Activities and responsibilities likely to be required when working at this level

  • Create relevant survey questions, analyze and interpret data to create reports for senior management.
  • Provide recommendations to senior management for action and for evaluation of progress.
  • Implementation of engagement strategy; finding creative solutions to address ongoing barriers to engagement (e.g. social activities, lunchtime sessions, outreach to marginalised/minority groups).
  • Evaluate impact according to pre-set metrics.
  • Understand the needs of all relevant staff groups in order to identify challenges, barriers and opportunities.
  • Budget holder for engagement activities and adjusting resource as necessary to support the plan.
  • In depth understanding of institutional policy relating to employee engagement; advising on complex issues, and developing local strategies to support the wider policy, e.g. developing and implementing local on-boarding and training policies based on engagement feedback.
  • increasing awareness and advocating the positive outcomes of career experiences such as coaching and secondments, particularly with line managers; developing strategies to ensure the workplace is a fair and inclusive environment (e.g. ensure voices of diverse staff are included in strategies and plans).

Personal and professional development

Development options to consider when working towards this level

Learning on the job

  • Work with senior staff in developing engagement strategies and activities presenting data and insights and recommendations to wider audiences.
  • Gain experience of organising and delivering events to engage staff.
  • Get involved with delivering targeted engagement initiatives.

Learning from others  

  • Consider a secondment to get exposure to more strategic working.
  • Get involved with data-led projects such as Athena SWAN and EDI initiatives.
  • Seek out job shadowing/mentoring in this area and coaching for development.

Formal learning

  • Consider taking a CIPD (Chartered Institute of Personnel and Development) qualification.
  • Seek out training in data evaluation and statistical analysis.
  • Find data visualisation training (start with LinkedIn Learning).

* You may wish to explore the listed formal training themes / topics on LinkedIn Learning.

Transferable skills and competencies

UCL uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out more details on the framework.


  • Analysing and evaluating information.
  • Testing assumptions and investigating.
  • Producing solutions.
  • Making judgements.
  • Demonstrating systems thinking.

Leading and supervising

  • Providing direction and co-ordinating action.
  • Supervising and monitoring behaviour.
  • Coaching.
  • Delegating.
  • Empowering staff.
  • Motivating others.
  • Developing staff.
  • Identifying and recruiting talent.

Presenting and communicating information

  • Speaking fluently.
  • Explaining concepts and opinions.
  • Articulating key points of an argument. Presenting and public speaking.
  • Projecting credibility.
  • Responding to an audience.

UCL Ways of Working

These describe expected behaviours in line with UCL culture and values.  For Ways of Working indicators and steps to development please refer to the Ways of Working website

Career Pathway roles are indicative and are not intended to be a description of the role in terms of responsibilty and duties.