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Director of employee development skills for your resume and career

Updated January 8, 2025
5 min read
Below we've compiled a list of the most critical director of employee development skills. We ranked the top skills for directors of employee development based on the percentage of resumes they appeared on. For example, 16.3% of director of employee development resumes contained human resources as a skill. Continue reading to find out what skills a director of employee development needs to be successful in the workplace.

15 director of employee development skills for your resume and career

1. Human Resources

Human resources is a set of people in a business or a corporation that are designated to locate, interview, and recruit new employees into the company. They are also responsible to maintain the integrity of the employees and help them sort their problems out. They try to introduce and manage employee-benefit programs.

Here's how directors of employee development use human resources:
  • Developed and delivered labor relations, Human Resources policy and Family Medical Leave Act training for supervisors and administrative staff.
  • Managed a comprehensive Employee Relations Program that emphasized a collaborative relationship between Human Resources and all levels of management.

2. Employee Engagement

Here's how directors of employee development use employee engagement:
  • Enhanced effectiveness of workforce through expanded programs in leadership development, employee engagement, retention, recognition, and internal communication.
  • Developed and implemented labor relations training process, resulting in improved employee engagement and union avoidance strategies throughout the network.

3. Employment Law

Employment law іѕ the соllесtіоn of laws аnd rules that rеgulаtе thе rеlаtіоnѕhір bеtwееn employers and еmрlоуееѕ. It gоvеrnѕ whаt еmрlоуеrѕ саn еxресt from еmрlоуееѕ, whаt еmрlоуеrѕ саn ask of еmрlоуееѕ, and employees' rights аt wоrk. Employment law covers a wіdе range оf issues, frоm реnѕіоnѕ аnd retirement рlаnѕ to occupational safety аnd tо discrimination in thе workplace.

Here's how directors of employee development use employment law:
  • Partnered with Employment Law Attorneys to ensure consistent interpretation and application of policy and practice related ER case handling.
  • Partnered with Employment Law Attorneys and managers in the case management of EEOC, DOL and DFEH claims.

4. Employee Development

Here's how directors of employee development use employee development:
  • Facilitated strategic interventions to support consistent improvement, action-planning processes, leader/employee development, and to secure employee feedback.
  • Designed user-friendly employee development templates on store communications, enabling managers and supervisors to use development system easily.

5. Labor Relations

Labor relations refer to the relationship between the employer and its employees. It usually deals with labor-management wherein it focuses on the collective bargaining agreement regarding work between the union of the employee in making decisions for the organization. On the other hand, findings mean the proper wages, hours of duty, working conditions, safety, and employee protection while at work, grievances, and other related concerns.

Here's how directors of employee development use labor relations:
  • Directed all employee and labor relations activities and cultivated a healthy and collaborative labor-management relationship.
  • Managed labor relations, rapid HR deployment and relocation, and compliance activities of 9,000 retail sales employees in eight states.

6. Oversight

Having oversight of someone means to monitor a process or a situation. If someone has oversight of something, they are responsible for the completion of the project. Oversight is usually given to experts as they monitor their juniors or newbies as they go through a project.

Here's how directors of employee development use oversight:
  • Identified significant oversight and non-compliance with Amish workers I9 requirement.
  • Provided strategic partnership to businesses during all reorganizations company wide Had oversight and ownership of all Gap Inc. Human Resource Policy.

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7. Training Programs

Here's how directors of employee development use training programs:
  • Delivered presentations/training programs to field management regarding human resource compliance, policies, practices, and supervisor/manager development.
  • Created and implemented new system-wide initiatives in recruiting, employment and management training programs.

8. Strategic Plan

Here's how directors of employee development use strategic plan:
  • Provided leadership at executive level meetings, created strategic plans and influenced business objectives.
  • Serve on the HR management team and participate in discussions relating to departmental strategic planning, goals and objectives.

9. Conflict Resolution

Conflict resolution is an often necessary skill in business, employed for processes such as contract negotiations, legal matters, and even personal, emotional situations and conflicts. It is the ability to find and create an appropriate and peaceful solution to some sort of dilemma or argument in which two or more parties are involved. The resolution itself must benefit and satisfy all parties and this is what makes it so difficult to reach a peaceful point sometimes.

Here's how directors of employee development use conflict resolution:
  • Developed innovative and comprehensive employee conflict resolution process.
  • Leveraged experience in employee relations, problem and conflict resolution, and recruiting / staffing all levels of employees.

10. Payroll

Payroll is the sum of all the compensation that an organization has to pay to employees at a specified time. Payroll is managed by the finance or HR department while small business owners may handle it themselves. Payroll isn't fixed as it varies every month due to sick leaves, overtime, etc.

Here's how directors of employee development use payroll:
  • Safeguarded corporate and employee interests while proactively averting potential litigation, redirecting and centralizing all payroll reporting including complaints.
  • Establish ongoing superior partner and customer relationships across the business, including HR, IT, Finance, Compliance and Payroll.

11. State Laws

Here's how directors of employee development use state laws:
  • Conducted internal investigation to ensure compliance with federal and state laws and company policies and procedures.
  • Apply a thorough knowledge of all federal and state laws when counseling on employment actions.

12. Employment Legislation

Here's how directors of employee development use employment legislation:
  • Maintained knowledge of industry trends and employment legislation to ensure compliance throughout organization.
  • Maintain knowledge of industry trends and employment legislation and insure compliance with Federal and State legislation pertaining to all personnel matters.

13. FMLA

Here's how directors of employee development use fmla:
  • Collaborated with cross functional teams to manage several projects, including the revamping of the existing FMLA process.
  • Coordinated FMLA & Disability Management resulting in increased understanding of policies, decrease in abuse and improved attendance of workforce.

14. HRIS

Here's how directors of employee development use hris:
  • Conducted HRIS needs analysis and system testing and developed HRIS technical documentation for PeopleSoft conversion.
  • Directed Employee Relations, Recruitment, and Workers Compensation/Employee Safety Program for multi-location healthcare system, 3300 employees, PeopleSoft HRIS.

15. Exit Interviews

Exit interviews are meetings conducted by management representatives with employees who are separating from the company. These interviews act as a measurement scale to assess the individual's overall experience with the organization. Having a standardized procedure of exit interviews helps the company to manage risks effectively. It can increase employee retention, engagement and helps to decide what decisions are fruitful and what aren't inside the organization.

Here's how directors of employee development use exit interviews:
  • Conducted exit interviews on all voluntary resignations.
  • Maintained staff by recruiting, testing, and interviewing; conducting and analyzing exit interviews; recommending changes.
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List of director of employee development skills to add to your resume

Director of employee development skills

The most important skills for a director of employee development resume and required skills for a director of employee development to have include:

  • Human Resources
  • Employee Engagement
  • Employment Law
  • Employee Development
  • Labor Relations
  • Oversight
  • Training Programs
  • Strategic Plan
  • Conflict Resolution
  • Payroll
  • State Laws
  • Employment Legislation
  • FMLA
  • HRIS
  • Exit Interviews
  • Organizational Development
  • Business Objectives
  • Succession Planning
  • Disciplinary Actions
  • Leadership Development
  • Litigation
  • FLSA
  • Mediation
  • Policy Development
  • Dispute Resolution
  • Development Programs
  • Strategic Direction
  • EEO
  • Direct Reports
  • Performance Management System
  • Disciplinary Procedures
  • Legal Compliance
  • Learning Management System
  • Unemployment Claims
  • Performance Reviews
  • Performance Issues
  • Human Capital
  • Organizational Structure
  • Internal Investigations
  • Training Materials
  • Progressive Discipline
  • Policy Interpretation
  • Collective Bargaining
  • Sexual Harassment
  • Arbitration
  • Labor Law
  • Performance Evaluations
  • Leadership Training
  • Management Training

Updated January 8, 2025

Zippia Research Team
Zippia Team

Editorial Staff

The Zippia Research Team has spent countless hours reviewing resumes, job postings, and government data to determine what goes into getting a job in each phase of life. Professional writers and data scientists comprise the Zippia Research Team.

Updated January 8, 2025

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