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Director Of Employee Engagement Jobs (NOW HIRING)

PINE STREET INN INC

Employee Engagement Partner

Boston, MA · Hybrid

$80K - $96K/yr

Employee Engagement Partner: Job Summary: This position supports program and department leaders in ... Analyze exit interview data and compile to work with the Senior Director of HR Operations and ...

AEG

Manager Employee Engagement

Los Angeles, CA · On-site

Support Employee Engagement Specialist with planning, producing, and executing bi-annual company meeting, AEG Connect Summit with Sr. Director of Employee Engagement along with Summit Planning ...

Miller Estates Inc

The Director of Employee Benefits is responsible for developing, managing and implementing Employee Benefit programs necessary to minimize company risk and expense, while providing a compelling ...

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Director Of Employee Engagement information

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$33K

$91.6K

$183.5K

How much do director of employee engagement jobs pay per year?

As of Sep 7, 2026, the average yearly pay for director of employee engagement in the United States is $91,600.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,000.00 and $110,000.00 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. They work closely with leadership and human resources to create programs that foster a positive workplace culture, increase employee involvement, and align staff with the company's mission and values. Their role often includes analyzing employee feedback, launching engagement initiatives, and advising on best practices in communication and recognition. The ultimate goal is to enhance overall productivity and ensure employees feel valued and connected to their work.

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

To thrive as a Director of Employee Engagement, you need expertise in organizational development, human resources, and employee relations, often supported by a bachelor’s or master’s degree in HR or a related field. Familiarity with HRIS platforms, engagement survey tools, and data analytics systems is important for measuring and driving engagement initiatives. Exceptional communication, leadership, and change management skills help foster a positive culture and inspire teams. These competencies are crucial for boosting employee satisfaction, retention, and overall organizational performance.

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

The Director of Employee Engagement works closely with HR, leadership teams, and department managers to design and implement initiatives that foster a positive workplace culture. This often involves coordinating cross-functional projects, leading employee feedback programs, and partnering on wellness, recognition, and diversity initiatives. Regular collaboration ensures alignment with company values and helps address challenges unique to different teams, making employee engagement a shared responsibility across the organization.

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

AspectDirector Of Employee EngagementEmployee Engagement Manager
ResponsibilitiesDevelops company-wide engagement strategies, oversees engagement initiatives, and aligns engagement with organizational goals.Implements engagement programs, manages team activities, and supports employee satisfaction efforts.
Required CredentialsBachelor’s degree; often advanced certifications in HR or organizational development.Bachelor’s degree; relevant HR or communication certifications are common.
Work EnvironmentStrategic, leadership-focused, often involved in executive decision-making.Operational, team-oriented, focused on program execution and employee interaction.

The main difference between a Director Of Employee Engagement and an Employee Engagement Manager lies in scope and strategic involvement. The director typically sets overall engagement strategies and works closely with senior leadership, while the manager focuses on executing programs and managing day-to-day engagement activities. Both roles require similar credentials and are vital in fostering a positive workplace culture.

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Director Of Employee Engagement jobs near you
Infographic showing various Director Of Employee Engagement job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 19% Part Time, 3% Contract, and 1% Nights. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $91,600 per year, or $44 per hour.

Director of Employee Engagement

PINE STREET INN INC

Boston, MA

$96K - $135K/yr

Full-time

Re-posted 23 days ago

Job description

Description

SCHEDULE: This exempt position requires 40 hours of work per week, generally Monday through Friday. Additionally, the role involves providing appropriate leadership and support for a 24/7 operation, which may include occasional evening and weekend work. This operation is primarily focused on ensuring the well-being and performance of our staff and may involve responding to urgent HR issues outside of regular office hours.


Pay: $96,000 - $135,000 annually (Salary ranges provided are based on relevant experience and skill set)


LOCATION: 434 Harrison Ave. Boston, MA


General Statement of Duties:


Reporting directly to the Senior Director of Human Resources, the Director of Employee Engagement will lead Pine Street Inn's employee relations efforts to enhance the performance of PSI's human capital. While upholding the mission of respect and care to the Inn's guests, tenants, trainees, and clients, the Director of Employee Engagements' fundamental responsibilities will focus on ensuring appropriate employee relations and HR support so that programs/departments meet annual organization and program/department goals.


With a strong emphasis on performance management and policy adherence, the Director of Employee Engagement will guide managers on policy interpretation, employee communications, and regulatory compliance. He will oversee the agency's administration of leaves of absence. The fundamental goals of the position will be to:

  • Advance programs and administrative departments' performance through aligning strong employee relations support and programs, which will advance the work of the programs to meet organizational and program/department goals
  • This role will be pivotal in supporting the work of all PSI staff, with a particular focus on front-line staff. Your timely response to needs and assistance in addressing workplace issues will be crucial in ensuring the smooth operation of our organization.
  • Your role will be instrumental in advancing the adoption and use of PSI's Performance Management System by all programs/departments. Ensuring that the system's structure and use are strongly aligned with PSI's organizational strategy and annual goals will significantly contribute to our success.


Requirements

EDUCATION/TRAINING:


REQUIRED:

  • Bachelor's degree with a focus on human resources, business administration, or a related field
  • Human Resources professional certification (i.e., PHR, SPHR, SHRM- (CP)

PREFERRED:

  • Master's degree in human resources, business administration,
  • Significant academic experience in psychology, sociology, or human services
  • Senior professional HR or leadership certification

Knowledge/Experience:

Required:

  • Minimum of ten years of progressively responsible human resources employee relations or generalist experience or equivalent combination of skills and experience
  • Superior interpersonal, verbal, and written communication skills
  • Successful experience supporting a human/social service, academic department, or business unit
  • Significant experience in all facets of Employee Relations/Employee Engagement and Partner work
  • Demonstrated experience building strong partnerships with managers at all levels of an organization to deliver expert HR guidance

Preferred:

  • Experience working in an HR department supporting programs servicing the homeless or individuals suffering from complex disabilities and facing significant barriers to housing, such as mental health issues, substance abuse, or lack of financial resources.
  • Experience in change management or supporting an organization in evolution to enhance performance

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