Senior Director, Talent, Labor Relations, Inclusivity, and Engagement
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Please see Special Instructions for more details.
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.
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 REQUIREMENTSMust 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 ().
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
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
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
Do you have a minimum of three (3) years of progressively responsible experience leading diversity, belonging, and inclusion programs?
Yes
No
Do you have a minimum of four (4) years of supervisory experience?
Yes
No
What are your salary expectations for this position? Please provide a range, if available.
(Open Ended Question)
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
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
How did you hear about this employment opportunity? If you selected "Other" please indicate source:
(Open Ended Question)
Applicant Documents
Required Documents
Resume
Cover Letter
Optional Documents
Other
