Director of Employee Experience

• Hours of Work: Monday - Friday 8:00 AM - 5:00 PM.  
• Screening will begin ASAP and continue until the position is filled. 
• Start date to be determined, but as soon as practicable after the hiring/interview process. 

Salary and Benefits: This is a full-time, benefited Staff, S36 level position. Starting salary range: $81,156.00 - $101,445.00/annually, depending upon experience.

• Educational Benefits for the employees and dependents
• Tuition Reimbursement
• 15 – 18 Paid Holiday/Closure Days
• Three Paid Personal Days
• Healthcare/Dental/Vision/Life Insurance
• Generous Retirement Benefits - 15.12% Employer Paid/4% Employee Paid
• Paid Vacation and Sick Leave
• Onsite Childcare Center
• Professional Development Opportunities

JOB SUMMARY: 
The Director of Employee Experience serves as a strategic partner to leaders and employees, leading initiatives that strengthen organizational effectiveness, employee engagement, talent development, workplace culture, and the overall employee experience. The ideal candidate is a strategic and hands-on HR professional who can develop programs, coach leaders, facilitate training, analyze data, manage projects, and build strong relationships across the organization. The Director is responsible for designing, implementing, and continuously enhancing a seamless, employee-centered experience across the full employee lifecycle, from recruitment and onboarding through development, engagement, retention, and offboarding. Through a balance of strategic leadership and direct execution, the Director advances employee engagement, organizational effectiveness, and the College’s commitment to a positive, high-performing workplace culture grounded in accountability, fairness, respect, continuous learning, and compassion.ESSENTIAL FUNCTIONS: – this position is exempt and is not eligible for compensatory or overtime pay provisions of the FLSA.

To perform successfully in this position, an individual must be able to perform principal responsibilities satisfactorily as well as possess education/experience, employ the knowledge, skills, and abilities as listed in representative fashion; reasonable accommodations may be made to enable individuals with disabilities to perform the principal responsibilities.  
Integrated Talent and Employee Experience Systems  
Design, align, and continuously improve an integrated employee experience across recruitment, hiring, onboarding, development, performance management, employee relations, retention, and offboarding, ensuring these systems attract and support a capable, engaged, and high-performing workforce.

• Establish the strategy, standards, and expected outcomes for the College’s talent acquisition and employee lifecycle systems.
• Ensure recruitment, hiring, and onboarding practices are coordinated, timely, equitable, compliant, and aligned with institutional workforce needs.
• Identify gaps, duplication, delays, and inconsistent practices across the employee lifecycle and lead improvements to policies, processes, technology, communication, and service delivery.
• Establish meaningful measures of system effectiveness, including candidate experience, hiring outcomes, onboarding effectiveness, employee retention, and service quality.
• Ensure employee feedback and workforce data inform the continuous improvement of talent practices.

Organizational and Leadership Effectiveness
Strengthen organizational and leadership effectiveness by ensuring leaders, managers, teams, and employees have the clarity, capabilities, support, and people practices necessary to advance the College’s mission and strategic priorities.

• Assess organizational, leadership, and workforce capability needs and translate them into coordinated talent and organizational-development priorities.
• Establish strategies for manager and leadership development, career growth, talent development, and succession readiness.
• Partner with executive and divisional leaders to address organizational challenges involving structure, roles, team effectiveness, workplace culture, change, and workforce capacity.
• Ensure employee development initiatives are aligned with institutional priorities and produce measurable improvements in capability, behavior, and performance.
• Serve as a strategic advisor to leaders on organizational health, talent needs, leadership effectiveness, and change management.

Engagement, Culture, and Organizational Health
Create and sustain systems that strengthen employee engagement, trust, belonging, accountability, and connection to the College’s mission while providing leaders with actionable insight into the health of the organization.

• Establish a comprehensive approach to measuring employee engagement, experience, organizational health, and workplace culture.
• Ensure employee surveys, focus groups, exit information, and other listening strategies produce actionable findings and measurable improvement plans.
• Hold leaders and responsible units accountable for responding to identified workplace and engagement priorities.
• Develop College-wide strategies for recognition, communication, connection, and employee participation that strengthen commitment and retention.
• Analyze workforce, engagement, performance, and employee-relations trends to identify systemic risks, recurring challenges, and opportunities for organizational improvement.
• Report regularly to leadership on employee experience indicators, emerging workforce issues, and progress on improvement priorities.

Performance Management and Employee Relations Systems
Ensure the College maintains fair, consistent, timely, and development-focused performance management and employee-relations systems that strengthen accountability, support effective supervision, mitigate institutional risk, and sustain a respectful workplace.

• Establish and continuously improve the College’s performance management framework, including expectations for goal setting, feedback, evaluation, employee development, recognition, and corrective action.
• Ensure managers receive the tools, training, coaching, and guidance necessary to address performance and workplace concerns effectively and consistently.
• Provide oversight and quality assurance for employee-relations matters and workplace investigations, ensuring appropriate processes, documentation, confidentiality, consistency, and timely resolution.
• Advise senior leaders on complex, sensitive, high-risk, or precedent-setting employee-relations and performance matters.
• Monitor patterns across performance management, grievances, complaints, investigations, corrective actions, and employee turnover to identify systemic concerns and preventive interventions.
• Evaluate the effectiveness and consistency of employee-relations and performance management practices and direct improvements when outcomes or practices do not meet established standards.

Other responsibilities may be assigned based on contemporary institutional needs.

KNOWLEDGE, SKILLS, AND ABILITIES:
Knowledge

• Knowledge of business and management principles involved in strategic planning, resource allocation, HR modeling, leadership techniques, project management, and coordination of people and resources.
• Knowledge of operation of computers and other technology.
• knowledge of principles and processes for providing employee services, including needs assessments, meeting quality standards for services, and evaluation of employee satisfaction.
• Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effectiveness.
• Knowledge of principles and procedures for employee recruitment, selection, training, employee relations, and professional development.
• Knowledge of project management methodologies, tools, and best practices.
• Knowledge of laws, regulations, and standards applicable to the position.

Skills

• Understand the implications of new information for both current and future problem-solving and decision making.
• Give full attention to what other people are saying, take time to understand the points being made, ask questions as appropriate, and not interrupt at inappropriate times.
• Capacity to analyze data, identify trends, and make informed decisions based on findings.
• Strong verbal and written communications skills, including the capacity to convey complex information clearly. 
• Identify complex problems and review related information and evaluate options and implement solutions.
• Use logic and reason to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Interact effectively with others, build relationships, and manage interpersonal dynamics.
• Lead, motivate, and manage teams or projects, often including decision-making and conflict resolution.
• Mediate/reconcile differences.
• Work effectively as part of a team, contribute to team goals, and foster a collaborative environment.

Abilities

• Observe, analyze, and comprehend even the most minute aspects of a task or situation.
• Effectively express thoughts, ideas, and messages in verbal and written form. 
• Represent the organization in a professional manner and maintain confidentiality and discretion. 
• Apply general rules to specific problems to produce answers that make sense.

PHYSICAL/MENTAL DEMANDS:

• There may be occurrences of interacting with employees and/or students, past employees and/or students, members of the general public, and others who express opinions, may exhibit strong emotions, which will require the employee to interact professionally, diplomatically, and appropriately in such situations
• While performing the essential duties of this position, an employee would frequently be required to move around the assigned work areas as well as within hallways, meeting rooms, and other parts of the campus facilities
• There may be multiple/daily instances of prolonged sitting, standing, and personal computer use, which would include keyboard and/or mouse usage as well as viewing a computer monitor
• An employee must frequently lift and/or move up to 20 pounds.
• Specific vision abilities required by this position include close vision, distance vision, and ability to adjust focus
• The overall work environment requires the mental ability to shift focal point quickly due to interruptions; an employee must be able to mentally track multiple projects and tasking as well

NOTE: This position description is a general description; it is not intended as an employment contract, nor is it intended to describe all duties someone in this position may perform.  All employees of the College are expected to perform other tasks as assigned by their respective supervisor/manager regardless of job title or routine job duties.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, Psychology, or a related field.
• Five (5) years of human resources, employee engagement, employee development and relations, or organizational development experience.
• Experience coaching leaders and managers on employee relations and performance matters.
• Two (2) years of experience supervising/managing employees.

Preferred Qualifications:

• Master’s degree in Human Resources, Business Administration, Organizational Leadership, Psychology, or a related field.
• Human Resources certification through Society for Human Resource Management SHRM-(S)CP or HR Certification Institute (S)PHR.
• Experience in conducting complex workplace investigations.
• Experience in leading organizational effectiveness, leadership development, or culture initiatives.

If you are selected for the position, your appointment is contingent upon successful completion of a background check. LCCC reserves the right to end this employment agreement should the results of your background investigation not be successful.

LCCC DOES NOT SPONSOR H1B VISAS.

Equal Opportunity Employer

Laramie County Community College is an EEO/Title VI/Title IX/Section 504/ADA/ADEA institution in the provision of its education and employment programs and services. All qualified applicants will receive equal consideration for employment without regard to, and will not be discriminated against on the basis of, race, color, national origin, religion, sex, pregnancy, marital status, age, physical or mental disability, or covered veteran status.

The college has a designated person to monitor compliance and to answer any questions regarding the college's nondiscrimination policies. Please contact: Title IX, Title VI, and ADA Coordinator, Suite 205, Clay Pathfinder Building, 1400 E College Drive, Cheyenne, WY 82007, 307.778.1144,[email protected]. Contact information for the regional Office for Civil Rights is: Office for Civil Rights, Denver Office, U.S. Department of Education, Cesar E. Chavez Memorial Building, 1244 Speer Boulevard, Suite 310, Denver, CO 80204-3582, 303.844.5695,[email protected]. Updated 6/2025.

http://lccc.wy.edu/

http://www.lccc.wy.edu/about/humanresources 

The mission of Laramie County Community College is to transform our students' lives through the power of inspired learning. Our over-arching goal is that our accomplishments as a community college will distinguish LCCC from others in the nation, in turn benefiting our communities and bringing pride to the Great State of Wyoming.  Our core values include Passion, Authenticity, and the Desire to Make a Difference.