Senior Director Employee Engagement (Hybrid/Remote)

About UMass Amherst

The flagship of the Commonwealth, the University of Massachusetts Amherst is a nationally ranked public land-grant research university that seeks to expand educational access, fuel innovation and creativity, and share and use its knowledge for the common good. Founded in 1863, UMass Amherst sits on nearly 1,450-acres in scenic Western Massachusetts and boasts state-of-the-art facilities for teaching, research, scholarship, and creative activity. The institution advances a diverse, equitable, and inclusive community where everyone feels connected and valued-and thrives, and offers a full range of undergraduate, graduate and professional degrees across 10 schools and colleges, and 100 undergraduate majors. We believe every member of our university community can contribute to our ongoing success by striving for the highest level of excellence as we seek breakthrough solutions to mounting environmental, social, economic, and technological challenges in our world.

Job Summary

UMass Amherst is seeking a visionary and strategic Senior Director of Employee Engagement to lead a newly created portfolio designed to strengthen the employee experience, foster organizational development, and support Human Resources transformation. This role is pivotal in launching key initiatives that support the University's modernization of its Human Resources function and employee engagement strategy.

This leader oversees employee engagement strategy and surveys, talent management consulting, workforce planning, succession planning, organizational development, performance management, HR communications, and learning and development programs. A cornerstone of this role is the development and launch of a new HR Academy, which will equip HR professionals across the University with the tools, skills, and mindset to transition from a decentralized model to a unified, embedded HR services framework.

This position reports to the Vice Chancellor and Chief Human Resources Officer for an initial period of up to two years, after which the reporting structure may evolve as part of the ongoing Human Resources transformation and modernization plan.

Essential Functions

Strategic Focus Areas

• Drive the transition from decentralized HR functions to a centralized, embedded HR services model that is strategic, data-informed, and service-oriented.
• Serve as a culture change agent, leading efforts that align people strategies with institutional goals and preparing the organization for future workforce needs.
• Elevate HR as a strategic partner across the University through consistent programs, messaging, and development offerings.

Employee Engagement & Strategy

• Design and lead the implementation of a comprehensive employee engagement strategy, including the launch and management of a university-wide engagement survey.
• Analyze survey data, present findings, and partner with campus leadership to drive actionable improvements that support a culture of inclusion, collaboration, and innovation.

Talent Management Consulting & Workforce Planning

• Serve as a trusted talent management advisor to senior leaders, providing strategic consulting on organizational effectiveness, leadership development, and team dynamics.
• Lead workforce planning efforts that align talent pipelines with university priorities, and support future-focused staffing and skills strategies.

Organizational Development & Succession Planning

• Lead enterprise-wide organizational development (OD) initiatives to support continuous improvement, HR transformation, and culture change.
• Develop and implement a comprehensive succession planning framework to identify and develop future leaders and critical talent.

Performance Management

• Oversee modernization of the university's performance management systems and tools to foster a culture of accountability, development, and achievement.
• Partner with HR business partners and leaders to implement consistent, fair, and forward-looking performance processes.

HR Events, Recognition, and Culture Building

• Design and implement employee recognition programs, appreciation events, and culture-building initiatives that enhance morale and drive engagement.
• Champion initiatives that reinforce the university's mission and values

HR Marketing & Communications

• Lead HR communications and employer branding strategies to increase transparency, strengthen engagement, and support major change initiatives.
• Partner with University Relations to ensure HR campaigns align with institutional voice and identity.

Learning & Talent Development

• Develop and lead a comprehensive Learning & Talent Development strategy that supports the career growth of staff, managers, and leaders across UMass Amherst.
• Create and launch a new Human Resources Academy to build the capabilities of Human Resources professionals during the University's HR transformation, equipping them with modern skills and practices aligned with a unified, embedded HR service delivery model.
• Deliver scalable, inclusive learning experiences that support leadership readiness, change agility, and cross-functional collaboration.

Other Functions

Performs other duties as assigned.

Minimum Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure)

• Master's degree in Human resources, Industrial Organizational Psychology, Organizational Development, or a related discipline.
• Minimum of 10 (ten) years of progressive leadership experience in human resources, organizational development, employee engagement, or talent strategy.
• Proven success leading employee engagement initiatives, learning and development programs, or HR transformation efforts.
• Strong analytical skills and experience using engagement or workforce data to drive action.
• Strategic thinking skills and people-centered leadership skills with proven ability to align HR services with organizational goals.
• Exceptional communication, facilitation, and interpersonal skills, with the capacity to engage stakeholders at all levels, navigate complex dynamics, and advance organizational agility and innovation.

Preferred Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure)

• Experience in higher education or within large, complex, matrixed or public-sector organization(s).
• Experience in creating or managing a learning academy or enterprise-wide Organizational Development programs.
• Expertise in change management, workforce planning, and leadership development.

Physical Demands/Working Conditions

Typical Office Environment.

Work Schedule

Monday - Friday 8:30 AM - 5:00 PM

This position has the opportunity for a hybrid work schedule, which is defined by the University as an arrangement where an employee's work is regularly performed at a location other than the campus workspace for a portion of the week. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional/or Classified) Employee Personnel Policy.

This position has the opportunity for a remote work schedule, which is defined by the University as an arrangement where the employee's work location is to work from a site other than the UMass Amherst campus. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non- Unit (Professional/or Classified) Employee Personnel Policy.

Salary Information

Level 35

Exempt Hiring Ranges.

Special Instructions to Applicants

Along with the application, please submit a resume and cover letter. References will be checked at the finalist stage. Please be prepared to provide contact information for three (3) professional references. Early applications are encouraged.

The University of Massachusetts Amherst welcomes all qualified applicants and complies with all state and federal anti-discrimination laws.