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Become A Director Of Employee Development

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Working As A Director Of Employee Development

  • Communicating with Supervisors, Peers, or Subordinates
  • Resolving Conflicts and Negotiating with Others
  • Establishing and Maintaining Interpersonal Relationships
  • Making Decisions and Solving Problems
  • Evaluating Information to Determine Compliance with Standards
  • Deal with People

  • Mostly Sitting

  • Make Decisions

  • $104,440

    Average Salary

What Does A Director Of Employee Development Do At The Estee Lauder Companies

* Strategic Planning and Tactical Execution
* Understands both the Corporate and Retail teams and their interdependencies to achieving company objectives.
* Reviews and benchmarks internal and external environment to improve the HR practices and initiatives.
* In partnership with ED, identify global trends within the brand, function, or geography and validate issues for action within the HR service delivery model; participate in and influence the development of solutions within centers of excellence.
* Be connected to the organization to monitor and assess the level of HR impact, influence and partnership within the organization and work with key HR partners to ensure that there is alignment on delivery of quality HR services and outstanding performance of the HR organization.
* Strength in analytics with the ability to measure training ROI and monitor impacts to attraction, retention, turnover and engagement metrics.
* Employee Engagement:
* Employee Engagement
* Proactively analyzes workforce trends and metrics to develop action plans that increase overall employee engagement and retention.
* Uses data to identify and analyze operational challenges related to the workforce and to develop engagement solutions consistent with business realities.
* Creates analytical framework to measure success of employee engagement projects and initiatives.
* Develops and drives Employee Engagement Action Plans.
* Collaborates with cross-functional teams to identify and implement regular enhancements to engagement programs as part of continuous improvement efforts
* Organizational Effectiveness
* Analyzes decision-making capabilities related to the leadership and provides recommendations to improve leadership, managerial and supervisory skills to proactively and effectively address workforce and employee issues.
* Total Rewards
* Collaborates with the Total Rewards team to ensure rewards systems are effective and competitive.
* Talent Management:
* Talent Assessment
* Collaborates with the Talent and HR team to provide tools that enable consistent assessments of performance and potential.
* Has an understanding of talent in the organization so as to develop the right tools.
* Key partner in career pathing, succession planning and talent mobility.
* Talent Acquisition
* Partners with the Talent Acquisition team to help leaders to forecast, plan, and acquire key talent as necessary, in support of the overall business strategies and operating plans.
* Partners on how to source and pipeline digital talent and have pulse on what attracts and retains such talent.
* Performance Management
* Responsible for managing, adapting and monitoring the Company’s Performance Management programs including goal setting, feedback, corrective action, and performance dialogue

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How To Become A Director Of Employee Development

Candidates need a combination of education and several years of related work experience to become a human resources manager. Although a bachelor’s degree is sufficient for most positions, some jobs require a master’s degree. Candidates should have strong interpersonal skills.

Education

Human resources managers usually need a bachelor’s degree. There are bachelor’s degree programs in human resources. Alternatively, candidates may complete a bachelor’s degree in another field, such as finance, business management, education, or information technology. Courses in subjects such as conflict management or industrial psychology may be helpful.

Some higher-level jobs require a master’s degree in human resources, labor relations, or business administration (MBA).

Work Experience in a Related Occupation

To demonstrate abilities in organizing, directing, and leading others, related work experience is essential for human resources managers. Some managers start out as human resources specialists or labor relations specialists. Others gain management experience in a variety of fields.

Management positions typically require an understanding of human resources programs, such as compensation and benefits plans; human resources software; and federal, state, and local employment laws.

Licenses, Certifications, and Registrations

Although certification is voluntary, it can show professional expertise and credibility and may enhance advancement opportunities. Many employers prefer to hire certified candidates, and some positions may require certification. The Society for Human Resource Management, Human Resource Certification Institute, WorldatWork, and the International Foundation of Employee Benefit Plans are among many professional associations that offer a variety of certification programs.

Important Qualities

Decisionmaking skills. Human resources managers must be able to balance the strengths and weaknesses of different options and decide the best course of action. Many of their decisions have a significant impact on workers or operations, such as deciding whether to hire an employee. 

Interpersonal skills. Human resources managers need strong interpersonal skills because they regularly interact with people. They often collaborate on teams and must develop positive working relationships with their colleagues. 

Leadership skills. Human resources managers must be able to direct a staff and oversee the operations of their department. They must coordinate work activities and ensure that workers in the department complete their duties and fulfill their responsibilities. 

Organizational skills. Organizational skills are essential for human resources managers. They must be able to prioritize tasks and manage several projects at once.

Speaking skills. Human resources managers rely on strong speaking skills to give presentations and direct their staff. They must clearly communicate information and instructions to their staff and other employees.

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Director Of Employee Development Demographics

Gender

  • Female

    51.6%
  • Male

    46.3%
  • Unknown

    2.1%

Ethnicity

  • White

    86.3%
  • Hispanic or Latino

    7.4%
  • Asian

    4.2%
  • Unknown

    1.4%
  • Black or African American

    0.7%
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Languages Spoken

  • Spanish

    75.0%
  • Thai

    25.0%

Director Of Employee Development

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Director Of Employee Development

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Top Skills for A Director Of Employee Development

TrainingProgramsCompanyPoliciesEEOCustomerServicePayrollProcessingHumanResourceFunctionsLeadershipDevelopmentSafetySuccessionPlanningOversightHrisLaborRelationsPerformanceManagementSystemOrganizationalDevelopmentDiversityInitiativesFinancialEmploymentLawsDevelopmentProgramsLegalComplianceFmla

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Top Director Of Employee Development Skills

  1. Training Programs
  2. Company Policies
  3. EEO
You can check out examples of real life uses of top skills on resumes here:
  • Prepared employees for assignments by establishing and conducting orientation and training programs.
  • Managed 12 Employment Practices Partners/Leaders to ensure uniform and equitable application of company policies and procedures.
  • Maintained hiring records to meet both FCC and EEO hiring requirements.
  • Reduced turnover in Customer Service and Finance by 10%.
  • Completed payroll processing from start to finish for more than 170 employees.

Top Director Of Employee Development Employers