Abstract

This qualitative phenomenological study explored the lived experiences of 15 U.S.-based HR professionals working remotely, applying Kahn’s (1990) engagement theory as an interpretive framework. Data collected via semi-structured Zoom interviews were thematically analyzed. Findings revealed three essential dimensions of engagement: the need for a personalized and distraction-free physical work environment; meaningful and cognitively organized tasks; and emotional support through empathetic leadership and community. This research holds value for remote work managers, organizational leaders, and employee experience designers aiming to support remote employees and HR professionals. It is also relevant for scholars exploring remote work culture, engagement theory, and applied qualitative methods in organizational settings. By centering the voices of HR professionals working remotely, this study contributes insights to an emerging remote work and engagement challenges. It offers evidence-based recommendations that can help align remote engagement strategies with real-world professional experiences, advancing both practical solutions and theory-building in the evolving digital workplace.