How to hire a director of employee development

How to hire a director of employee development, step by step

Here's a step-by-step director of employee development hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a director of employee development job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new director of employee development
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The director of employee development hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a director of employee development to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a director of employee development that fits the bill.

   This list shows salaries for various types of directors of employee development.

   Type of Director Of Employee Development	Description	Hourly rate
   Director Of Employee Development	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.	$38-69
   Human Resource Advisor	Human resource (HR) advisors are responsible for delivering a wide range of HR services. They advise employers and clients about hiring new employees and the overall HR policies... Show more	$26-54
   Regional Human Resources Manager	A regional human resources manager is in charge of overseeing a company's local human resource (HR) operations. They mostly identify the hiring needs of different branches, devise compensation and benefits programs, and determine the HR needs of every area, ensuring to develop strategies to meet them... Show more	$31-57

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Human Resources
   • Employee Engagement
   • Employment Law
   • Employee Development
   • Labor Relations
   • Oversight
   • Training Programs
   • Strategic Plan
   • Conflict Resolution
   • Payroll
   • State Laws
   • Employment Legislation
   • FMLA
   • HRIS

   Check all skills

   Responsibilities:

   • Manage the in-house production of eLearning training for staff; consisting of filming, editing and publishing training materials.
   • Develop a structure interview process, implement online background investigation, integrity surveying applications, and manage the HRIS system.
   • Coach leaders on appropriate employee relations practices, helping them to maintain strong working relationships and accountability while avoiding potential litigation.
   • Prepare status training reports and measure training results (ROI).
   • Create PowerPoint presentations for customer events and for internal training.
   • Co-Design and implement eLearning supporting the launch of a Taleo global talent management system.

3. Make a budget

   Including a salary range in your director of employee development job description is a great way to entice the best and brightest candidates. A director of employee development salary can vary based on several factors:

   • Location. For example, directors of employee development' average salary in colorado is 43% less than in washington.
   • Seniority. Entry-level directors of employee development earn 44% less than senior-level directors of employee development.
   • Certifications. A director of employee development with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a director of employee development's salary.

   Average director of employee development salary

   $108,523yearly

   $52.17 hourly rate

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   Entry-level director of employee development salary

   $81,000 yearly salary

   Updated January 23, 2026

4. Writing a director of employee development job description

   A good director of employee development job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a director of employee development job description:

   Director of employee development job description example

   Intuit's new People Experience team shapes experiences that maximize the potential of our people. The Employee Relations partner group is one pillar of the team and focuses on fostering a high-trust, high-performance culture across the company. We're navigating the challenges of a work-from-home environment with the weight of a global pandemic, conversations about systemic racism and a polarized political world resting on everyone's shoulders.
   
   We are re-imagining Employee Relations for this new world including how we handle workplace conflicts and how we lean into a more proactive, data-driven approach to organizational health issues and teaching employees what it means to share diverse points of review with respect. We are taking today's and tomorrow's challenges head on because, at Intuit, we believe that we are stronger together.
   What you'll bring
   
   + BS/BA and JD degree preferred and 10 plus years of relevant work experience; deep domain experience in the areas of employee relations, workplace conflict and performance management on a global scale; minimum 5-7 years of experience managing people, or equivalent experience
   
   + Experienced people leader with a track record of building high performing teams and leading teams through transformational changes
   
   + Talent steward who is able to successfully attract, grow and inspire top talent
   
   + Demonstrated success in applying fresh, innovative thinking, data-driven and a growth mindset to long-standing, complex challenges/problems resulting in high impact outcomes
   
   + Strong business and people acumen, as well as consulting, conflict resolution and facilitation skills
   
   + In depth understanding of diversity, equity and inclusion issues and how they apply to employee relations
   
   + In depth understanding of all aspects of US employment and human resources related laws, regulations, policies, principles, concepts and practices, including ADA, ADEA and FMLA. Knowledge of and experience with international labor practices in countries where we do business strongly preferred (Canada, UK, India, Israel, Australia)
   
   + Ability to work collaboratively, lead and influence at all levels within the organization, and make decisions while keeping all partners and leaders informed
   
   + Demonstrated operational and process rigor and familiarity and comfort with HR related technology and tools/case management, preferable Salesforce, ServiceNow and Smartsheets
   
   How you will lead
   
   + Lead a team going through a transformation journey into Employee Relations for the new world, with high-engagement and high-performance
   
   + Support the team as they build new skill sets (for example, conflict resolution, mediation, restorative justice) and grow expertise in understanding how bias impacts decisions and how we build processes to ensure equity
   
   + Re-imagine and define how we address performance concerns and terminations across the company and around the world, by looking at principles, people, processes and technology
   
   + Drive accountability and operational excellence in everything we do from case management to delivering on priorities and projects
   
   + Define and lead the team in strategy and execution of organizational changes and performance-based exits (org changes, job eliminations and involuntary exits)
   
   + Define and own how we consult on and address and build broadening capability across our People organization on organizational health issues and specific employee workplace conflicts and concerns, including conflicts with managers, organizations that have gaps in belonging and trust and social media posts and comments that do not align to Intuit's values or commitment to diversity, equity and inclusion
   
   + Work closely with the other People Experience teams on coordinated case management, protocols and metrics
   
   + Partner closely with Talent Development, Total Rewards and other Centers of Excellence and HR Business Partners on the People Experience team to bring an employee experience lens to the product, services and processes we deliver
   
   + Ensure oversight and governance of policies and practices globally, including interpreting and apply understanding of corporate policies and practices, employment laws, and other regulations to provide advice, guidance, or clarification for Employee Relations inquiries
   
   EOE AA M/F/Vet/Disability. Intuit will consider for employment qualified applicants with criminal histories in a manner consistent with requirements of local law.

   Copy this example

   

5. Post your job

   To find the right director of employee development for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with directors of employee development they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit directors of employee development who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your director of employee development job on Zippia to find and recruit director of employee development candidates who meet your exact specifications.
   • Use field-specific websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with director of employee development candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new director of employee development

   Once you've decided on a perfect director of employee development candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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