ZipRecruiter

Log In

1

Director Employee Engagement Jobs in Raleigh, NC

ADP, Inc.

Director Human Resources

Clayton, NC · On-site

$120 - $170/hr

Director Human Resources Full Time ATEC North Carolina, Clayton, NC, US The Director of Human ... Help nurture and drive our culture through employee engagement and leadership development ...

New

Kleinfelder Inc

Health & Safety Director

Cary, NC · On-site

Health & Safety Director Lead enterprise safety strategy for a national engineering and consulting ... employee engagement. * Own the H&S Strategic Plan and monitor progress against safety improvement ...

Pwc

Oracle HCM Director

Raleigh, NC · On-site

$155K - $410K/yr

As a Director, you will set the strategic direction and lead business development efforts, making ... employee engagement and relations - Building relationships with business leaders to identify ...

next page

Showing results 1-20

All JobsEmployee Engagement JobsDirector Employee Engagement JobsDirector Employee Engagement Jobs in Raleigh, NC

Director Employee Engagement information

See Raleigh, NC salary details

$32.1K

$89K

$178.4K

How much do director employee engagement jobs pay per year?

As of Sep 2, 2026, the average yearly pay for director employee engagement in Raleigh, NC is $89,042.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,300.00 and $106,900.00 per year, depending on experience, location, and employer.

What does a director of employee engagement do?

A Director of Employee Engagement is responsible for developing and implementing strategies to improve employee satisfaction, motivation, and retention within an organization. This role often involves overseeing initiatives related to company culture, internal communications, employee recognition programs, and feedback mechanisms. The Director collaborates closely with HR and leadership teams to ensure that employees feel valued and connected to the organization's mission and goals. By fostering a positive work environment, they help boost productivity and reduce turnover.

How does a director of employee engagement typically collaborate with other departments to drive organizational culture initiatives?

A Director of Employee Engagement works closely with leaders from Human Resources, Communications, and Operations to align engagement strategies with broader organizational goals. They often facilitate cross-departmental workshops, lead feedback sessions, and coordinate company-wide initiatives to ensure consistent messaging and inclusive participation. Regular collaboration with department heads helps identify unique team needs and tailor engagement programs effectively. Building strong partnerships across the organization is key to fostering a positive workplace culture and ensuring engagement efforts have measurable impact.

What are the key skills and qualifications needed to thrive as a director of employee engagement, and why are they important?

To thrive as a Director of Employee Engagement, you need expertise in organizational development, employee relations, and strategic HR management, often supported by a bachelor’s or master’s degree in human resources or a related field. Familiarity with HR information systems (HRIS), employee survey platforms, and data analytics tools is typically required. Strong leadership, communication, and emotional intelligence are standout soft skills for effectively driving engagement initiatives and fostering a positive workplace culture. These skills and qualities are crucial for boosting employee satisfaction, retention, and overall organizational performance.

What is the difference between Director Employee Engagement vs Employee Relations Manager?

AspectDirector Employee EngagementEmployee Relations Manager
Required CredentialsBachelor's degree; often master's; HR certificationsBachelor's degree; HR certifications preferred
Work EnvironmentStrategic planning, cross-department collaborationEmployee conflict resolution, policy enforcement
Employer & Industry UsageUsed in large organizations across industriesCommon in HR departments of various industries
Search & Comparison IntentFocus on engagement strategies and initiativesFocus on employee relations and conflict management

The main difference is that a Director Employee Engagement focuses on developing and implementing strategies to boost employee motivation and company culture, while an Employee Relations Manager handles employee conflicts, grievances, and policy enforcement. Both roles require HR knowledge but serve different strategic and operational functions within organizations.

What are the most commonly searched types of Employee Engagement jobs in Raleigh, NC?

The most popular types of Employee Engagement jobs in Raleigh, NC are:

What are popular job titles related to Director Employee Engagement jobs in Raleigh, NC?

For Director Employee Engagement jobs in Raleigh, NC, the most frequently searched job titles are:

What job categories do people searching Director Employee Engagement jobs in Raleigh, NC look for?

The top searched job categories for Director Employee Engagement jobs in Raleigh, NC are:

What cities near Raleigh, NC are hiring for Director Employee Engagement jobs?

Cities near Raleigh, NC with the most Director Employee Engagement job openings:

Director Employee Engagement jobs near you
Infographic showing various Director Employee Engagement job openings in Raleigh, NC as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 16% Part Time, 4% Contract, and 1% Nights. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $89,042 per year, or $42.8 per hour.

Director Human Resources

ADP, Inc.

Clayton, NC • On-site

$120 - $170/hr

Other

Medical, Retirement

Posted 3 days ago

New

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

Director Human Resources

Full Time ATEC North Carolina, Clayton, NC, US

The Director of Human Resources is responsible for providing strategic leadership and oversight of all human resources functions for AdvanceTEC. This role partners with executive leadership to develop and execute HR strategies that support organizational growth, workforce development, employee engagement, and operational excellence. The Director of Human Resources oversees talent acquisition, employee relations, compensation and benefits, performance management, compliance, training and development, and organizational culture initiatives across both office and field operations.

Talent Acquisition & Workforce Planning

  • Lead recruiting, interviewing, and hiring across the organization
  • Forecast workforce needs, identify skill gaps, and build talent pipelines
  • Strengthen employer branding to attract high-quality candidates

Employee Lifecycle Management

  • Oversee onboarding programs to ensure successful employee integration
  • Manage employee records, documentation, and HR processes from hire through offboarding
  • Help nurture and drive our culture through employee engagement and leadership development

Compensation & Benefits Management

  • Design and administer salary structures, bonuses, and payroll coordination
  • Oversee benefits programs (healthcare, retirement, etc.)
  • Ensure competitive, equitable, and compliant compensation practices

Learning, Development & Capability Building

  • Lead training programs, certifications, and leadership development initiatives
  • Establish career pathing and skill development frameworks
  • Drive performance improvement across the workforce

Performance Management & Succession Planning

  • Establish and manage performance review processes, goal setting, and feedback systems
  • Support promotions, appraisals, and succession planning
  • Align individual performance with business objectives

Employee Relations & Engagement

  • Manage workplace issues, grievances, and conflict resolution
  • Drive employee engagement, culture, and retention initiatives
  • Serve as a liaison between employees and leadership
  • Ensure compliance with labor laws, regulations, and internal policies
  • Maintain HR policies, audits, and documentation
  • Support workplace safety and minimize organizational risk exposure
  • Align HR strategy with overall business goals and growth plans
  • Partner with leadership on workforce planning and organizational effectiveness
  • Leverage HR data and analytics to drive informed decision-making

Qualifications

  • Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred)
  • 8-12+ years of progressive HR experience, including leadership roles
  • Professional certifications such as PHR, SPHR, or SHRM-CP/SCP strongly preferred
  • Experience managing HR in mid-size to large organizations; multi-site experience is a plus
  • Proven track record of building HR infrastructure, policies, and high-performing teams

Skills and Abilities

  • Strong leadership and organizational skills with the ability to influence and build relationships at all levels of the organization
  • Excellent verbal and written communication skills
  • Ability to manage sensitive and confidential information with professionalism and discretion
  • Strong analytical, problem-solving, and decision-making capabilities
  • Proficiency with ADP Workforce Now, Microsoft Office Suite, and workforce analytics tools
  • Ability to manage multiple priorities in a fast-paced construction environment
  • Strong knowledge of federal and state labor laws
  • Expertise in FMLA, ADA, EEOC requirements, and wage-and-hour compliance
  • Ability to advise leadership on policy interpretation, compliance, and risk mitigation
#J-18808-Ljbffr
ADP logo

About ADP

Sourced by ZipRecruiter

We're designing a better way to work, so you can achieve what you're working for. Consistently named one of the 'Most Admired Companies' by FORTUNE® Magazine, and recognized by DiversityInc® as one of the 'Top 50 Companies for Diversity,' ADP works with more than 740,000 organizations across the globe to help their people work smarter, embrace new challenges, and unleash their talent. "Always Designing for People" means we're creating platforms that will transform how great work gets done, so together we can unlock a world of opportunity.

Industry

Recruiting and staffing services

Company size

10,000+ Employees

Headquarters location

Roseland, NJ, US

Year founded

1949

Social media

FacebookTwitter

View All ADP Jobs

Apply