Director of Employee Development and Engagement

About the Role

The Director of Employee Development and Engagement is a key strategic partner in strengthening the Harvard Kennedy School (HKS) culture as part of ‘Investing in Our Strong Foundation,’ the School’s newly announced 10-year strategic initiative. This role designs, leads, and continuously improves HR programs and initiatives that strengthen employee engagement, support professional growth, and foster a positive workplace culture where employees can thrive and be their best.

The Director helps set the vision, strategy, and execution for professional development, performance management, recognition, engagement, onboarding, and community events, aligning these activities with school priorities and the commitment to invest in people. This position reports to the Chief Human Resources Officer and joins a team of 11 HR colleagues.

Responsibilities

• HR Programs Strategy & Design
  • Develops and executes a comprehensive strategy for HR programs that advance organizational culture, engagement, and performance.
  • Leads the design, implementation, and continuous improvement of core HR programs, including professional development, performance management, recognition, and onboarding initiatives.
  • Partners with HR leadership and business leaders to ensure all programs align with school priorities and values.
• Professional Growth & Development
  • Designs and oversees a cohesive professional development framework supporting learning and growth for staff at all levels.
  • Partners with managers and HR colleagues to identify capability gaps and develop learning opportunities (e.g., workshops, project participation, coaching, and mentoring).
  • Collaborates with central university learning and development resources (Center for Workplace Development), integrating institution-wide offerings with school-specific needs.
  • Evaluates the impact of professional development offerings and refines programs based on feedback, participation data, and school priorities.
• Employee Engagement & Culture
  • Oversees employee engagement strategy, including planning and administering engagement surveys and pulse checks.
  • Analyzes engagement data, identifies trends, and partners with leaders and university partners to develop action plans improving engagement and retention.
  • Champions and plans culture-building initiatives, such as all-staff meetings, recognition ceremonies, and activities fostering inclusion, collaboration, and community.
  • Oversees ongoing lifecycle programs (e.g., onboarding, stay interviews, exit surveys, career milestones) to strengthen culture, connection, and belonging.
• Data, Insights & Continuous Improvement
  • Uses HR analytics, survey results, and program data to measure effectiveness, identify gaps, and inform strategic decisions.
  • Prepares reports and presentations for leadership, highlighting key insights, trends, and recommendations.
  • Benchmarks HR programs and engagement practices against industry standards and emerging trends.

Requirements

• Basic Qualifications
  • Bachelor’s degree or equivalent work experience.
  • Minimum of 10 years’ relevant work experience.
• Preferred Qualifications & Skills
  • Bachelor's degree and 10+ years of work experience in Human Resources, Organizational Development, Organizational Consulting, or a closely related field.
  • Experience designing and implementing scalable HR or engagement programs.
  • Demonstrated experience designing, implementing, and evaluating employee development and engagement programs in a large, decentralized, mission-driven organization.
  • Strong data literacy and experience using metrics, surveys, and qualitative feedback to inform strategy, measure impact, and communicate effectively to leaders.
  • Proven ability to lead projects and programs from concept through execution and evaluation, managing multiple priorities and stakeholders.
  • Excellent facilitation and presentation skills, with experience delivering training and group processes to diverse audiences.
  • Strong written communication skills and ability to translate complex HR programs into clear narratives and messages that build understanding, alignment, and buy-in for culture, engagement, and change initiatives.
  • Ability to create clear, accessible instructional and informational materials (e.g., how-to documents, onboarding resources, performance management guidance).
  • A related advanced degree (management, business, human resources, organizational psychology, etc.) is a plus.
  • PHR/SPHR or SHRM-CP/SCP certification is preferred but not required.

Benefits

• Generous paid time off, including parental leave.
• Medical, dental, and vision health insurance coverage starting on day one.
• Retirement plans with university contributions.
• Wellbeing and mental health resources.
• Support for families and caregivers.
• Professional development opportunities, including tuition assistance and reimbursement.
• Commuter benefits, discounts, and campus perks.

Pay

This position is salary grade level 060. Visit Harvard's Salary Ranges to view the corresponding salary range and related information.

Schedule

• This is a fully benefits-eligible term appointment ending 2 years from the date of hire.
• Hybrid work schedule and location will be set by the department based on operational needs. When not working at a Harvard or Harvard-designated location, employees must work in a Harvard-registered state in compliance with the University’s Policy on Employment Outside of Massachusetts.

Certain visa types and funding sources may limit work location. Individuals must meet work location sponsorship requirements prior to employment.