Director Employee Relations and Organizational Development

Loyola University

2d•$136,160 - $170,200•Hybrid

About The Position

The Director, Employee Experience is responsible for developing, executing, monitoring, and evaluating human resources strategies, programs, and services across the employee life cycle to attract, engage, develop, and retain a highly competent and diverse workforce. This role serves as a strategic leader and change agent who translates organizational priorities into workforce capability by shaping how the institution invests in people, develops leaders, and delivers on its employee value proposition. The Director builds and scales staff and leadership development initiatives, oversees HR Partner functions related to talent acquisition, employee relations, organizational development, and employee transitions, and creates solutions that foster a fair, respectful, inclusive, and high-performing culture. Through organizational development, benchmarking, workforce analytics, and purpose-driven development practices, this position strengthens employee engagement, leadership effectiveness, institutional productivity, and mission alignment across the organization.

Requirements

Bachelor's degree
Title IX Coordinator certification or ability to obtain certification within a designated timeframe following hire.
At least eight years of progressively responsible human resources leadership experience required, including a minimum of five years leading functions related to employee relations, organizational development leadership, talent strategy, employee experience, learning and development, or workforce effectiveness, and three years supervisory experience.
Demonstrated experience developing and implementing strategies that enhance employee engagement, workplace culture, leadership effectiveness, and organizational performance within complex organizations.
Strong knowledge of employee relations practices, including workplace investigations, corrective actions, conflict resolution, and the ability to support and defend employment-related decisions in grievance processes, mediation proceedings, and other formal employment matters.
Demonstrated experience designing, implementing, and scaling leadership development, staff development, onboarding, compliance training, organizational development, and employee engagement initiatives.
Strong knowledge of employment laws and regulations impacting the workplace, including but not limited to FLSA, FMLA, ADA, Title VII, EEO, and related federal and state employment regulations, and the ability to apply legal and regulatory requirements in workplace decision-making.
Experience utilizing employee feedback mechanisms, climate surveys, workforce data, and organizational assessments to inform decision-making and drive continuous improvement initiatives.
Strong leadership, communication, interpersonal, facilitation, and relationship-building skills with the ability to influence, collaborate, and build trust across all organizational levels.
Demonstrated strategic thinking, analytical, problem solving, and business acumen skills with the ability to translate organizational priorities into people strategies and measurable outcomes.
Strong knowledge of employee relations, organizational development, leadership development, talent management, change management, and employee experience practices.
Ability to assess organizational culture and workforce needs using employee feedback, climate surveys, workforce data, and organizational assessments to drive continuous improvement and organizational effectiveness.
Demonstrated ability to lead change initiatives, navigate complex organizational dynamics, and influence decision-making in a collaborative and mission-driven environment.
Strong project management and organizational skills with the ability to manage multiple priorities, lead cross-functional initiatives, and execute complex programs simultaneously.
Ability to maintain confidentiality, exercise sound judgment, and manage sensitive and complex employee matters with professionalism and discretion.
Commitment to fostering an inclusive, respectful, and equitable workplace culture that supports employee engagement, belonging, and institutional success.
Ability to understand, support, and advance the mission and values of Catholic Jesuit higher education while supporting institutional goals related to diversity, equity, inclusion, and belonging.
All candidates must be eligible to work in the United States and complete employment eligibility verification by the first day of employment at Loyola University Maryland, as required by law (e.g., Form I-9). Unless explicitly stated otherwise in the job description or job advertisement, Loyola University Maryland does not sponsor employment visas for this position.

Responsibilities

Partner with the Chief People & Culture Officer (CPCO)/Assistant Vice President, Human Resources (AVPHR) to develop and execute strategies that enhance the employee experience across the employment lifecycle while ensuring compliance with applicable laws, regulations, and institutional policies.
Provide strategic leadership and consultation on complex employee relations, organizational effectiveness, workforce planning, and people-related matters while fostering a fair, respectful, diverse, and high-performing culture aligned with institutional mission and values.
Oversee HR Partner functions related to talent acquisition, employee transitions, employee relations, investigations, corrective actions, and workplace concerns.
Assess workplace culture and organizational health through climate surveys, employee feedback mechanisms, workforce data, and organizational assessments to identify opportunities that strengthen engagement, retention, and employee satisfaction.
Lead employee engagement, recognition, and culture initiatives that reinforce organizational values, enhance belonging, and support a positive employee experience.
Serve as deputy Title IX Coordinator for faculty, staff, and administrators and oversee administration of employee reporting systems and related processes.
Lead organizational development and talent strategies that strengthen leadership capability, workforce effectiveness, and institutional performance.
Build and scale staff and leadership development programs that align employee growth with organizational priorities and support purpose-driven development across the institution.
Partner with leadership to assess organizational structures, workforce capabilities, and future talent needs while designing solutions that enhance effectiveness and employee engagement.
Develop and implement programs related to leadership development, succession planning, career pathways, performance management, onboarding, learning and development, compliance training, supervisory effectiveness, and workforce planning.
Promote a culture of continuous learning that equips employees and leaders to contribute their best in support of the institution's mission.
Oversee enterprise learning and development initiatives, including employee onboarding and orientation experiences, required compliance education, leadership learning programs, and professional development opportunities that ensure employees have the knowledge, skills, resources, and institutional understanding needed to succeed, grow, and contribute meaningfully throughout the employee lifecycle.
Design onboarding experiences that strengthen connection, accelerate integration into organizational culture, and reinforce the institution's mission, values, and employee value proposition from day one.
Lead the review, development, implementation, and communication of staff and administrator policies and procedures in partnership with the CPCO/AVPHR.
Ensure policies remain compliant with local, state, and federal regulations while supporting an employee-centered and mission-aligned workplace.
Monitor emerging employment legislation and workforce trends and recommend updates to policies, practices, and processes accordingly.
Analyze employee experience, organizational effectiveness, and workforce trends to inform recommendations and decision-making.
Prepare reports, dashboards, and recommendations related to employee engagement, talent development, organizational health, and workforce metrics.
Develop, manage, and monitor budgets and resources within assigned areas of responsibility.
Performs all other duties and responsibilities as assigned or directed by the supervisor. This may include attendance of and participation in required training for role.