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Director Employee Engagement Jobs in Spring, TX (NOW HIRING)

Insperity

Director of Human Resources

The Woodlands, TX · On-site

$135K - $165K/yr

Demonstrated experience in recruiting, onboarding, HR documentation, employee engagement, and ... Your responsibilities as the Director of Human Resources will include: * Talent Acquisition ...

CMA CGM

Human Resources Director

Houston, TX · On-site

The HR Director serves as a strategic partner to the business unit leadership team and works ... He/She ensures HR initiatives align to business goals, enhance employee engagement, and promote a ...

Expand Energy

Director - Talent Management

Spring, TX · On-site

The Director provides enterprise leadership across talent acquisition, talent management, leadership development, organizational effectiveness, employee engagement, and culture. The role ensures ...

BIC Recruiting

Bilingual HR Director

Houston, TX · On-site

Bilingual HR Director COMPENSATION : Competitive salary + DOE BENEFITS: Standard package LOCATION ... Lead employee engagement, recognition and culture initiatives that strengthen employee experience ...

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Director Employee Engagement information

See Spring, TX salary details

$29.4K

$81.5K

$163.3K

How much do director employee engagement jobs pay per year?

As of Aug 30, 2026, the average yearly pay for director employee engagement in Spring, TX is $81,514.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,400.00 and $97,900.00 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 Spring, TX?

The most popular types of Employee Engagement jobs in Spring, TX are:

What are popular job titles related to Director Employee Engagement jobs in Spring, TX?

For Director Employee Engagement jobs in Spring, TX, the most frequently searched job titles are:

What job categories do people searching Director Employee Engagement jobs in Spring, TX look for?

The top searched job categories for Director Employee Engagement jobs in Spring, TX are:

What cities near Spring, TX are hiring for Director Employee Engagement jobs?

Cities near Spring, TX with the most Director Employee Engagement job openings:

Director Employee Engagement jobs near you
Infographic showing various Director Employee Engagement job openings in Spring, TX as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, 3% Contract, and 1% Nights. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution, with an average salary of $81,514 per year, or $39.2 per hour.

Director, Talent & Engagement

Houston, TX • On-site

Memorial Hermann Health System
Health Care and Social Assistance • 10K+ employees

7.7

Company rating: 7.7 out of 10

Based on 292 frontline employees who took The Breakroom Quiz

162nd of 895 rated healthcare providers

People enjoy working here

Good employer

Recommended by students

Learn more about Memorial Hermann Health Systemexternal

Full-time

Posted 14 days ago

Job description

At Memorial Hermann, we pursue a common goal of delivering high quality, efficient care while creating exceptional experiences for every member of our community. When we say every member of our community, that includes our employees. We know that when our employees feel cared for, heard and valued, they are inspired to create moments that exceed expectations, while prioritizing safety, compassion, personalization and efficiency. If you want to advance your career and contribute to our vision of creating healthier communities, now and for generations to come, we want you to be a part of our team.
Job Summary
The Director of Talent and Engagement is responsible for managing the assessment of organizational and talent needs and the design, implementation and evaluation of programs that facilitate talent and career development, succession planning, and engagement of employees and leaders. This role will oversee and coordinate strategic talent management activities including Talent Management and Succession Planning, High Potential Development, Career Pathways, Performance Management, and Employee Engagement. Additionally, this role will be responsible for executing on our talent strategy, as well as driving innovative and modern concepts and technology into our talent practices. Success will hinge on strong collaborative relationships within HR and across the business, innovative thinking, and leveraging industry best practices to shape Memorial Hermann into a "best in talent" organization.
The Director of Talent & Engagement is a strategic leadership role responsible for leading the organization's talent management strategy, with a strong focus on talent and succession planning, executive coaching, performance, and the design and launch of enterprise talent programs. This leader will manage a team of five and partner closely with executives, HR Business Partners, and other HR leaders to assess talent needs, develop solutions, and drive accountability and execution across the organization. Success in the role requires strong executive presence, communication and relationship-building skills, critical thinking, and high emotional intelligence, particularly when navigating ambiguity and influencing senior-level stakeholders. While leadership development is part of the portfolio, the role is less focused on traditional learning and more centered on strategic talent planning, succession, coaching, and ensuring the team can effectively execute the organization's talent agenda.Job Description
Desired Skillset:
  • Executive-level partnership and influence
  • Talent and succession planning expertise
  • Strategic talent management
  • Executive coaching and leadership consultation
  • Strong emotional intelligence and political savvy
  • Critical and strategic thinking
  • Ability to navigate ambiguity and organizational complexity
  • Talent program design, launch, and execution
  • Cross-functional collaboration with HRBPs and HR COEs
  • Strong communication and executive presentation skills
  • Team leadership and accountability
  • Change management and stakeholder engagement

MINIMUM QUALIFICATIONS
Education: Bachelor's Degree required in Org Psychology/Development/Leadership, I/O Psychology, HR or related discipline; Master's Degree preferred
Licenses/Certifications: SPHR or SHRM-SCP preferred
Experience / Knowledge / Skills:
  • 10 years of progressive experience focusing on consulting to complex organizations in the areas of organization development concentrating in areas of leadership development, talent management, succession planning, engagement, performance improvement or organizational behavior.
  • At least 3 years of experience managing professional-level staff in HR, OD, Talent or related fields.
  • Experience managing Talent Systems to deploy talent management processes (e.g., Workday).
  • Demonstrated political savvy and emotional intelligence.
  • Excellent leadership, influence and negotiation skills.
  • Advanced strategic thinking and systems thinking skills.
  • Strong written and verbal communication skills, to include advanced presentation and group facilitation skills.
  • Demonstrated implementation and execution ability in the areas of leadership development and talent management.
  • Knowledge and experience in building team effectiveness.
  • Capability to interact with individuals at all levels within Memorial Hermann.
  • Advanced knowledge of talent management and performance management processes, tools and resources; Multiple related certifications preferred.
  • Demonstrated ability to drive increased engagement through all levels of complex organization.

PRINCIPAL ACCOUNTABILITIES
  • Leads a team of talented Talent Management and Engagement professionals and responsible for defining the goals, budget and performance standards for the department.
  • Represents the Organizational Development & Learning Department in HR Directors' Council and coordinates initiatives with other Human Resources Centers of Expertise including Clinical Education, HR Business Partners, Compensation, Benefits, HR Technology, Talent Acquisition, and others.
  • Directs the culture and engagement people agenda to include leadership development, engagement, talent management, performance management, succession planning and coaching.
  • Designs and implements high potential and talent pool development strategies for the enterprise, with alignment to both current and future business and talent needs.
  • Utilizes strong business acumen to assess business initiatives and work processes to identify opportunities for leveraging human capital.
  • Leads the annual employee engagement process, including partnering with a third-party survey vendor to optimize insight into Memorial Hermann culture and inform engagement strategies.
  • Continue maturation and deployment of programs to support organizational, team, and individual leadership effectiveness.
  • Gathers, analyzes and presents data to leaders and recommends solutions that fit the culture, strategic direction and resources.
  • Serves as a subject matter expert for competency strategy and integration, talent management cycle, talent and engagement best practices and trends.
  • Networks extensively with internal and external leaders to benchmark practices and expand knowledge base.
  • Networks with external companies and vendors to stay abreast of emerging technologies and solutions.
  • Ensures safe care to patients, staff and visitors; adheres to all Memorial Hermann policies, procedures, and standards within budgetary specifications including time management, supply management, productivity and quality of service.
  • Promotes individual professional growth and development by meeting requirements for mandatory/continuing education and skills competency; supports department-based goals which contribute to the success of the organization; serves as preceptor, mentor and resource to less experienced staff.
  • Demonstrates commitment to caring for every member of our community by creating compassionate and personalized experiences. Models Memorial Hermann's service standards by providing safe, caring, personalized and efficient experiences to patients and colleagues.
  • Other duties as assigned.
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About Memorial Hermann

Sourced by ZipRecruiter

The Memorial Hermann Southwest Hospital Women's Services is a magnet hospital as well as a level 3 designated facility with a blend of high-risk and community patients. This creates a fast-paced environment and a chance to work with a diverse population. Our Labor & Delivery unit has a low c-section rate and is extremely collaborative and close-knit. We have the ability to cross-train through all areas of Women's Services. We have a family-like atmosphere with an amazing amount of comradery, and our low turnover rates attest to this. Nurses here feel like they not only have autonomy but can also be advocates for their patients. MHSW not only prides ourselves on evidenced based practice, but nurses have a strong voice.

Industry

Health care and social assistance

Company size

10,000+ Employees

Headquarters location

Houston, TX, US

Year founded

1907

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What Memorial Hermann Health System employees say

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