Senior Director, Talent, Labor Relations, Inclusivity, and Engagement

Job Vacancy Announcement

Position Information

Position Title

Senior Director, Talent, Labor Relations, Inclusivity, and Engagement

Position Type

Administrative

Department

Equity, Culture, Talent

FLSA

Exempt

Union/Non Union

Non Union

Full Time or Part Time

Full Time

Grade

18

Salary Range

Hiring Salary Range

$91,845 - $131,313 / Annually

Fixed Term/Tenure Track (Faculty Only)

Regular or Temporary

Regular

Job Description Summary

The Senior Director, Talent, Labor Relations, Inclusivity, and Engagement is a senior leadership position responsible for overseeing the College’s labor relations, employee relations, employee engagement, and events management functions. This position ensures compliance with applicable federal, state, and local laws, as well as collective bargaining agreements, fosters a fair, consistent, and equitable work environment, and advances initiatives that enhance the overall employee experience and institutional engagement. The Senior Director serves as a trusted advisor to senior leadership and plays a critical role in promoting a positive, inclusive, and high-performing organizational culture.

Minimum Qualifications

EDUCATION AND EXPERIENCE

• Bachelor’s degree (or higher) in human resources, business administration, labor relations, industrial/organizational psychology, or a related field.

For applicants with a bachelor’s degree:

• Minimum of five (5) years of progressively responsible experience in employee/labor relations, HR management, or a related field.
• Minimum of three (3) years of progressively responsible experience leading diversity, belonging, and inclusion programs.
• Minimum of four (4) years of supervisory experience.

For applicants with a master’s degree (or higher):

• Minimum of three (3) years of progressively responsible experience in employee/labor relations, HR management, or a related field
• Minimum of three (3) years of progressively responsible experience leading diversity, belonging, and inclusion programs.
• Minimum of four (4) years of supervisory experience.
• Experience in investigating and the resolution of human relation issues.
• Experience in the interpretation and application of Federal and State employment laws.
• Experience leading institutional or organizational change initiatives.
• Experience developing institutional cultural diversity reports.

Criteria

CRITERIA : The following criteria, which are not the sole criteria used in the final hiring decision, will be used to review the applications of those persons who meet the stated minimum qualifications and to select those qualified applicants who will be interviewed. Other information and observations made during the interview process may be considered in the selection process. A Resume/CV and cover letter are required with the application. Please ensure that your documents address the criteria listed below for this position.

ESSENTIAL DUTIES
Labor & Employee Relations

• Serves as the College’s lead advisor on labor and employee relations, providing strategic guidance to leadership on policy interpretation, collective bargaining agreements, grievance processes, disciplinary actions, EEO complaints, and ADAAA accommodations.
• Interprets, administers, and ensures compliance with collective bargaining agreements, employment policies, and applicable laws and regulations.
• Leads and manages collective bargaining negotiations with union representatives, including strategy development, contract administration, and resolution of labor issues.
• Leads and manages grievance processes, disciplinary actions, and conflict resolution efforts.
• Oversees and conducts complex workplace investigations involving employee complaints, misconduct, and policy violations, ensuring timely, thorough, and equitable outcomes.
• Develops and implements standardized employee relations practices to ensure consistency and fairness across the institution.
• Provides expert guidance to supervisors and leadership on performance management, corrective action, progressive discipline, and separation processes.
• Reviews and approves disciplinary actions to ensure alignment with policy, past practice, and legal considerations.
• Identifies and assesses organizational risk related to employee relations matters and implement mitigation strategies.
• Maintains comprehensive documentation and case management systems to ensure compliance and audit readiness.
• Serves as escalation point for sensitive, high-level, or complex employee concerns and complaints.
• Monitors trends in employee relations issues and proactively recommend solutions to improve workplace climate and reduce risk.

Employee Engagement & Culture

• Develops and executes a comprehensive employee engagement strategy aligned with institutional goals.
• Leads initiatives that promote a positive workplace culture, employee satisfaction, and retention.
• Designs and oversees employee recognition and appreciation programs.
• Implements wellness and work-life balance initiatives to support employee well-being.
• Administers employee engagement surveys and analyze data to inform action planning.
• Partners with departments to address engagement challenges and improve workplace climate.
• Supports diversity, equity, and inclusion efforts through targeted engagement programming.

Events Management

• Provides strategic leadership and oversight for the College’s Events Management function.
• Develops and implements standards, processes, and policies for planning and executing College events.
• Oversees the coordination of institutional events, ensuring alignment with the College’s mission, brand, and strategic priorities.
• Ensures events are planned and executed efficiently, safely, and in compliance with institutional and regulatory requirements.
• Collaborates with internal departments and external partners to support a wide range of events, including academic, community, and employee engagement activities.
• Establishes service standards and performance expectations for the events management team.
• Monitors event effectiveness and implement continuous improvements based on feedback and outcomes.

Inclusivity and Belonging

• Develops and supports innovative programs, policies, and procedures that advance diversity and inclusion across the College.
• Advises executive leadership on emerging diversity and inclusion trends, risks, best practices, and compliance obligations.
• Prepares and presents the annual Cultural Diversity and Maryland Higher Education Commission reports to executive leadership and the Board of Trustees.
• Chairs the Committee on Cultural Diversity and the Truth, Community Healing, and Transformation Center Committee.
• Leads institution-wide initiatives that promote inclusive excellence, equitable outcomes, belonging, civility, and cross-cultural understanding.
• Facilitates listening sessions, focus groups, and climate assessments to support institutional engagement and continuous improvement efforts.
• Partners with Student Affairs and Academic Affairs to support culturally responsive student and faculty programming, engagement, and retention initiatives.
• Coordinates heritage month observances and other institutional cultural programming and engagement activities.
• Partners with Talent Acquisition and academic leadership to support equitable recruitment, retention, and inclusive hiring practices.
• Supports outreach initiatives designed to diversify applicant pools and strengthen inclusive employment practices.

Compliance & Regulatory Oversight

• Maintains current knowledge of and ensure compliance with all applicable federal, state, and local employment laws and regulations
• Monitors legal and regulatory developments and assess their impact on college policies, practices, and procedures
• Collaborates with the Vice President and Legal Counsel as appropriate to address complex labor and employment matters
• Ensures policies, procedures, and practices are regularly reviewed and updated to maintain compliance and alignment with best practices.
• Provides training and guidance to leadership and staff on legal requirements, regulatory changes, and policy updates

Other Duties

• Recruits, hires, supervises, and evaluate any assigned staff.
• Establishes performance expectations and professional development plans for assigned staff.
• Provides quarterly and annual case and engagement reports to Vice President for Equity, Culture, and Talent.
• Serves as a Campus Security Authority ( CSA ) by complying with the Clery Act and reporting crime-related information
• Files an annual financial disclosure statement with the Maryland State Ethics Commission
• Performs other related duties as assigned.

KNOWLEDGE, SKILLS AND ABILITIES

• Extensive knowledge of federal, state, and local employment and labor laws, including EEO, ADA, FMLA, and related regulations, and their application in union and nonunion environments.
• Demonstrated ability to interpret and apply policies, procedures, and collective bargaining agreements.
• Strong expertise in employee and labor relations, including conducting investigations, managing grievances, and resolving complex workplace issues.
• Demonstrated ability to lead or support collective bargaining processes and labor negotiations.
• Ability to provide strategic consultation and guidance to leadership, faculty, and staff at all organizational levels.
• Strong analytical and problem-solving skills, with the ability to assess risk, draw sound conclusions, and develop effective solutions and action plans.
• Ability to mediate conflicts and facilitate resolutions in a fair, consistent, and professional manner.
• Demonstrated ability to develop and implement programs, policies, and initiatives that support employee engagement and organizational effectiveness.
• Ability to supervise staff, conduct performance evaluations, and support employee development.
• Ability to manage multiple priorities, meet deadlines, and achieve established goals and objectives.
• Demonstrated ability to maintain strict confidentiality and exercise sound judgment in handling sensitive information.
• Strong interpersonal and communication skills, with the ability to build effective working relationships across diverse populations.
• Ability to work effectively with individuals of diverse cultural backgrounds, perspectives, and experiences.

Job Requirements

PHYSICAL REQUIREMENTS
Must have the use of sensory skills to effectively communicate and interact with other employees and the public through the use of the telephone and personal contact as normally defined by the ability to see, read, talk, hear, handle or feel objects and controls. Physical capability to effectively use and operate various items of office related equipment, such as, but not limited to a, personal computer, calculator, copier, and fax machine. No significant climbing, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, grasping, and repetitive motions or lifting of more than 25 pounds.
OTHER REQUIREMENTS
Ability to communicate effectively in spoken and written standard English.

• As required by the 1986 Immigration Act, be prepared to present acceptable documentation showing your identity and that you are a U.S. citizen or an alien who is authorized to work.
• A background investigation will be conducted prior to the offer of employment. A signed authorization for the release of personal information will be required if selected for an interview.

ACCOMMODATIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential job duty. Prince George’s Community College provides reasonable accommodations when requested by a qualified applicant or employee with a disability, unless such accommodation would cause undue hardship. Accommodation determinations are made on a case-by-case basis. If reasonable accommodation is needed, please contact the Equity, Culture, and Talent ( ECT ) department

Is Background Check Required?

Yes

Is the incumbent responsible for working with minor children or directly engaging with minor children on campus?

Yes

Posting Detail Information

Posting Number

PGCC239511/12

Open Date

08/03/2026

Close Date

Open Until Filled

Yes

Background Check Statement

Prince George’s Community College is committed to providing a safe campus community. PGCC conducts background investigations for applicants being considered for employment. Background investigations include reference checks, a criminal history record check, education verification, and when appropriate, a financial (credit) report or driving history check.

Special Instructions to Applicants

This position offers a comprehensive benefits package, including paid time off, paid holidays, retirement plans, and health and welfare coverage.

Application Status: you will receive an email acknowledging receipt of your application, upon which time no further communication occurs unless selected for an interview or the position is filled. If recommended for hire, communication is immediately sent to your references listed on your application. Also, you will receive an email notification from HireRight requesting you to submit authorization to complete a background investigation.
Posting Specific Questions

Required fields are indicated with an asterisk (*).

1. * Do you have a bachelor's degree (or higher) in human resources, business administration, labor relations, industrial/organizational psychology, or a related field?
   • Yes
   • No
2. * For applicants with a bachelor's degree, do you have a minimum of five (5) years of progressively responsible experience in employee/labor relations, HR management, or a related field?
   • Yes
   • No
   • N/A
3. * For applicants with a master's degree (or higher), do you have a minimum of three (3) years of progressively responsible experience in employee/labor relations, HR management, or a related field?
   • Yes
   • No
   • N/A
4. * Do you have a minimum of three (3) years of progressively responsible experience leading diversity, belonging, and inclusion programs?
   • Yes
   • No
5. * Do you have a minimum of four (4) years of supervisory experience?
   • Yes
   • No
6. * What are your salary expectations for this position? Please provide a range, if available.
   
   (Open Ended Question)
   
   
7. * Do you now or in the future require visa sponsorship to continue working in the United States? As required by the 1986 Immigration Act, candidates must present acceptable documentation showing that they are a U.S. Citizen or a resident authorized to work in the U.S.
   • Yes
   • No
8. * How did you hear about this employment opportunity?
   • HERC
   • HigherEd Jobs
   • Hispanic Outlook
   • Indeed
   • Personal Referral
   • PGCC Website
   • Social Media (LinkedIn, Twitter, Facebook)
   • The Chronicle of Higher Ed
   • The Washington Post
   • Other: Please indicate below
   • Educause
9. How did you hear about this employment opportunity? If you selected 'Other' please indicate source:
   
   (Open Ended Question)
   
   

Applicant Documents
Required Documents

1. Resume
2. Cover Letter

Optional Documents

1. Other