Ongoing changes in labor markets have renewed interest in applying positive psychology at work. This chapter examines Feelgood Management (FGM) as a potential internal lever of employer branding and investigates how FGM relates to happiness at work and job satisfaction. We report two studies. Study 1 comprises qualitative interviews with Feelgood Managers to delineate their remit and describe implemented measures. Study 2 quantitatively analyzes associations between happiness at work, job satisfaction, and FGM (operationalized as the number and type of measures currently offered and desired by employees). Across analyses, the data suggest (a) a supply–demand discrepancy in FGM portfolios (employees desire more measures than are offered), (b) patterns consistent with a conceptual distinction between happiness at work and job satisfaction, and (c) differential associations of specific measures with these outcomes (e.g., feedback and external training more closely with job satisfaction; team development and trust-building more closely with happiness at work). These findings may inform more precise targeting of FGM portfolios in practice and enable more specific research designs. All results are cross-sectional and should be interpreted as associations rather than causal effects.