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Eap Director Jobs (NOW HIRING)

Brooklyn Community Services

$35K - $38K/yr

FDNY Certificate of Fitness F-02 (Fire Safety/EAP Director) required upon hire or within 90 days of start date. * Certifications: CPR/First Aid certification required upon hire or within 30 days of ...

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$82.3K

$169.5K

How much do eap director jobs pay per year?

As of Jul 15, 2026, the average yearly pay for eap director in the United States is $82,285.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,500.00 and $100,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an EAP (Employee Assistance Program) Director, and why are they important?

To thrive as an EAP Director, you need a strong background in mental health services, program management, and a relevant advanced degree (such as in psychology, social work, or counseling), often supported by licensure (e.g., LCSW, LPC). Familiarity with case management software, data analytics tools, and compliance systems is typically required. Outstanding leadership, crisis intervention, and communication skills help foster effective teams and build trust with both employees and organizational stakeholders. These skills are vital to ensure effective delivery of support services, maintain compliance, and promote employee well-being across the organization.

What are EAP Directors?

EAP Directors are professionals responsible for overseeing Employee Assistance Programs (EAP) within organizations. They manage the delivery of services such as counseling, mental health support, and crisis intervention for employees and their families. EAP Directors collaborate with HR, develop program policies, evaluate program effectiveness, and ensure compliance with relevant regulations. Their goal is to help employees address personal and work-related issues that might impact job performance, health, and wellbeing.

How do I become an EAP provider?

To become an Employee Assistance Program (EAP) provider, individuals typically need a relevant professional background such as counseling, social work, psychology, or human resources, along with certification or licensure in their field. Gaining experience in mental health, employee support, or workplace wellness is also important, and some roles may require specific certifications like Certified Employee Assistance Professional (CEAP).

What are some common challenges EAP Directors face when implementing new mental health initiatives within organizations?

EAP Directors often encounter challenges such as gaining buy-in from leadership, addressing stigma around mental health, and ensuring employee engagement with new programs. They must balance organizational goals with employee well-being and navigate varying needs across departments. Successful EAP Directors use strong communication and data-driven approaches to demonstrate the value of initiatives, foster a supportive culture, and collaborate with HR and management to ensure effective implementation.

What does an EAP manager do?

An EAP (Employee Assistance Program) manager oversees the development and implementation of employee support services that address mental health, substance abuse, and personal issues. They coordinate with HR, manage case confidentiality, and ensure the program complies with legal and organizational standards. Strong communication, counseling knowledge, and organizational skills are essential for this role.

What does a director of EAP do?

A director of Employee Assistance Programs (EAP) oversees the development, implementation, and management of employee support services that address mental health, substance abuse, and workplace issues. They coordinate with HR, ensure program effectiveness, and may supervise staff while maintaining compliance with relevant regulations.

What is the highest paid job in mental health?

The highest paid roles in mental health often include psychiatrists, clinical directors, and specialized psychologists, with psychiatrists typically earning the most due to their medical training and ability to prescribe medication. These positions usually require advanced degrees, licensing, and extensive experience, and salaries can vary based on location and setting.

What is the difference between Eap Director vs Eap Coordinator?

AspectEap DirectorEap Coordinator
CredentialsTypically requires a master's degree in psychology, counseling, or social work, along with relevant certificationsOften requires a bachelor's or master's degree in a related field, with certification preferred
Work EnvironmentOversees Employee Assistance Program (EAP) services at organizational or corporate levels, managing staff and policiesProvides direct support to employees, conducts assessments, and facilitates counseling sessions
Employer & Industry UsageCommonly employed by large organizations, HR departments, or EAP service providersTypically found within HR teams or EAP service providers, working directly with employees

The main difference between an Eap Director and an Eap Coordinator lies in their scope of responsibilities. The Eap Director oversees the entire program, manages staff, and develops policies, while the Eap Coordinator focuses on providing direct support and counseling to employees. Both roles require relevant credentials, but the Director's role is more strategic and managerial.

More about Eap Director jobs
What cities are hiring for Eap Director jobs? Cities with the most Eap Director job openings:
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Eap Director jobs near you
Infographic showing various Eap Director job openings in the United States as of July 2026, with employment types broken down into 87% Full Time, and 13% Part Time. Highlights an 100% In-person job distribution, with an average salary of $82,285 per year, or $39.6 per hour.
E26/27 EAP SPECIALIST (HUMAN RESOURCES)

E26/27 EAP SPECIALIST (HUMAN RESOURCES)

Arlington Public Schools

Arlington, VA • Hybrid

Part-time

Medical

Posted 22 days ago

Job description

Arlington Public Schools (APS) announces an opening for an EAP Specialist. This is a 12-Month E-10 position. Please note that this position is scheduled Monday through Friday, 4 hours per day. The specific work hours will be discussed with the successful candidate based on operational needs.

GENERAL STATEMENT OF DUTIES

The Employee Assistance Program (EAP) Specialist provides confidential employee assistance services to employees, retirees, and eligible family members of Arlington Public Schools (APS) as part of the Employee Assistance Program (EAP) within the Human Resources Division. This supporting role assists in delivering a comprehensive employee assistance program that promotes employee wellbeing, productivity, and organizational health, working in alignment with EAP core technology principles, the ethical standards of the International Employee Assistance Professionals Association, and all applicable laws and organizational policies. The position provides short-term, workplace-focused counseling, consultation, referrals, and related support while applying sound judgment within established program policies and procedures and maintaining strict confidentiality. The incumbent consults with supervisors and administrators regarding employee behavioral concerns, workplace stressors, and related issues affecting organizational functioning, offering guidance consistent with professional standards. The employee's assessments, recommendations, and consultations support the effectiveness of the APS Employee Assistance Program and contribute to improved employee functioning, reduced behavioral risks, and a healthier, more supportive work environment.

ESSENTIAL FUNCTIONS 

Provides input in meetings, workgroups, or committees on employee wellbeing and behavioral risk issues, under the guidance of the EAP Supervisor.

Supports outreach efforts by participating in events, trainings, and site visits to raise awareness of EAP services.

Participates in the Critical Incident Stress Management program for county public safety employees.

Provides problem identification and assessment, short-term support, referral to appropriate resources, and case management for EAP referrals. Offers crisis intervention and assists with workplace conflict resolution.

Coordinates the Substance Abuse Professional (SAP) process for employees in safety sensitive roles. Serves as the primary liaison between the employee, hybrid EAP provider, and internal departments through the return-to-work process. 


 

Monitors employee compliance with SAP recommendations, including follow-up testing and counseling, and provides ongoing support to help the employee meet all requirements for reinstatement. Provides training to supervisors on the use of the EAP and consults with them on addressing workplace and personal issues that may be affecting job performance.

Participates in new employee orientation and provides information about EAP services. 

Develops and delivers workshops on a variety of wellbeing topics and collaborates with hybrid EAP provider to offer additional trainings and resources. 

Provides other direct EAP services in accordance with core technology guidelines of the International Association of Employee Assistance Programs and the Code of Ethics of the Employee Assistance Certification Commission.

Guides employees in understanding when their health insurance benefits may be needed as part of the referral process and helps them connect with in-network providers or services when appropriate.

Provides crisis intervention and collaborates with the EAP Supervisor on high-risk cases involving potential harm to self or others.

Plans, organizes, and delivers EAP events, workshops, and outreach activities to promote program awareness and employee wellbeing. 

Works with the EAP Supervisor to align event content with annual program priorities and broader organizational wellness goals. 

Performs other duties as assigned, consistent with the scope and purpose of the position.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

  • Thorough knowledge of counseling principles and effective intervention strategies to assist employees in addressing personal, behavioral, or situational challenges that may impact wellbeing or job performance. 
  • Strong knowledge of assessment practices used to identify presenting concerns, determine appropriate levels of care, and facilitate effective referrals. 
  • Solid understanding of community-based resources, including financial, legal, psychological, and health services. 
  • Advanced knowledge of federal requirements related to substance abuse testing for employees in safety-sensitive positions, as well as the professional ethical standards governing employee assistance practice. 
  • Strong understanding of legal requirements regarding the protection of confidential information and the potential consequences associated with unauthorized disclosure. 
  • Working knowledge of substance use issues that may affect workplace safety or performance, including indicators for referral to specialized assessment or Substance Abuse Professional (SAP) services. 


 

  • Demonstrated ability to maintain confidentiality; plan, organize, and prioritize activities and appointments; and manage multiple tasks effectively. 
  • Ability to establish and maintain effective professional relationships with administrators and other stakeholders. 
  • Excellent written and verbal communication skills, with the interpersonal ability to build trust and rapport with school-based staff. Ability to prepare clear, accurate, and concise reports and to work effectively within a culturally diverse environment.

MINIMUM EDUCATION, TRAINING, AND EXPERIENCE

Education: a bachelor's degree in social work, counseling, clinical mental health counseling, psychology, marriage and family therapy or any closely related mental health degree required. Master's degree preferred. 

Experience: A minimum of two (2) to three (3) years of professional counseling or clinical experience, including employee assistance program experience, workplace-focused behavioral health support, crisis intervention, or assessment and referral in a brief-treatment model required. 

LICENSE/CERTIFICATION

Licensed Mental Health Professional (or eligibility) required. 

Certified Employee Assistance Professional (or eligibility) preferred. 

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