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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

Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees. 

Duties

Human resources managers typically do the following:

  • Plan and coordinate an organization’s workforce to best use employees’ talents
  • Link an organization’s management with its employees
  • Plan and oversee employee benefit programs
  • Serve as a consultant with other managers advising them on human resource issues, such as equal employment opportunity and sexual harassment
  • Coordinate and supervise the work of specialists and support staff
  • Oversee an organization’s recruitment, interview, selection, and hiring processes
  • Handle staffing issues, such as mediating disputes and directing disciplinary procedures

Every organization wants to attract, motivate, and keep qualified employees and match them to jobs for which they are well suited. Human resources managers accomplish this by directing the administrative functions of human resource departments. Their work involves overseeing employee relations, regulatory compliance, and employee-related services such as payroll, training, and benefits. They supervise the department’s specialists and support staff and ensure that tasks are completed accurately and on time. 

Human resources managers also consult with top executives regarding the organization’s strategic planning. They identify ways to maximize the value of the organization’s employees and ensure that they are used as efficiently as possible. For example, they might assess worker productivity and recommend changes to the organization’s structure to help it meet budgetary goals. 

Some human resources managers oversee all aspects of an organization’s human resources department, including the compensation and benefits or training and development programs. In many larger organizations, these programs are directed by specialized managers, such as compensation and benefits managers and training and development managers. 

The following are examples of types of human resources managers:

Labor relations directors, also called employee relations managers, oversee employment policies in union and nonunion settings. They draw up, negotiate, and administer labor contracts that cover issues such as grievances, wages, benefits, and union and management practices. They also handle labor complaints between employees and management and coordinate grievance procedures. 

Payroll managers supervise the operations of an organization’s payroll department. They ensure that all aspects of payroll are processed correctly and on time. They administer payroll procedures, prepare reports for the accounting department, and resolve any payroll problems or discrepancies. 

Recruiting managers, sometimes called staffing managers, oversee the recruiting and hiring responsibilities of the human resources department. They often supervise a team of recruiters, and some take on recruiting duties when trying to fill high-level positions. They must develop a recruiting strategy that helps them meet the staffing needs of their organization and effectively compete for the best employees.

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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 Jobs

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Help others decide if this is a good career for them

Average Length of Employment
Top Employers Before
Manager 5.3%
Director 3.0%
Top Employers After
Director 4.5%
Consultant 3.1%
Principal 2.9%
Recruiter 1.8%

Do you work as a Director Of Employee Development?

Director Of Employee Development Demographics

Gender

Female

51.3%

Male

46.7%

Unknown

2.0%
Ethnicity

White

85.5%

Hispanic or Latino

7.7%

Asian

4.7%

Unknown

1.3%

Black or African American

0.8%
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Languages Spoken

Spanish

66.7%

Thai

16.7%

Chinese

16.7%

Director Of Employee Development Education

Schools

George Washington University

9.1%

University of Connecticut

6.5%

Villanova University

6.5%

Michigan State University

6.5%

University of Arkansas, Fayetteville

5.2%

Southern Illinois University Carbondale

5.2%

Brigham Young University

5.2%

Johns Hopkins University

5.2%

West Virginia University

5.2%

Cornell University

5.2%

University of Denver

5.2%

University of Alabama

3.9%

University of California - Los Angeles

3.9%

Webster University

3.9%

Troy University

3.9%

Georgetown University

3.9%

University of Pennsylvania

3.9%

Pennsylvania State University

3.9%

Kennesaw State University

3.9%

Iowa State University

3.9%
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Majors

Business

27.3%

Human Resources Management

18.4%

Law

10.9%

Management

7.2%

Education

3.9%

Psychology

3.0%

Political Science

3.0%

Elementary Education

2.6%

Counseling Psychology

2.6%

Accounting

2.6%

English

2.3%

Sociology

2.3%

Economics

2.0%

Finance

2.0%

Health Care Administration

2.0%

Marketing

2.0%

Liberal Arts

1.6%

Public Relations

1.6%

Nursing

1.3%

Public Administration

1.3%
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Degrees

Masters

36.4%

Bachelors

35.5%

Other

9.7%

Doctorate

9.5%

Certificate

4.0%

Associate

3.3%

Diploma

1.4%

License

0.2%
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Top Skills for A Director Of Employee Development

TrainingProgramsOrganizationalDevelopmentCompanyPoliciesStrategicObjectivesEEOPersonnelCustomerServiceHumanResourceFunctionsPayrollSafetySuccessionPlanningHrisLearningManagementSystemOversightLaborRelationsCurriculumLaborAgreementsDiversityInitiativesFinancialDevelopmentPrograms

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  1. Training Programs
  2. Organizational Development
  3. Company Policies
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.
  • Coordinated external consultants developing course curriculum for training and organizational development utilizing adult learning and accelerated learning principles.
  • Managed 12 Employment Practices Partners/Leaders to ensure uniform and equitable application of company policies and procedures.
  • Served on multiple corporatepanels to align HR function with strategic objectives.
  • Generated, analyzed HR, AAP / EEO, staffing and budget reports.

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Top Director Of Employee Development Employers

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