| Assistant Director of Employee Experience and Success Posting Details | POSTING INFORMATION | | Internal Title | Assistant Director of Employee Experience and Success | | Position Type | Classified | | Faculty / Non-Faculty / Administration | Non-Faculty | | Pay Band | GEN10 | | Level | | | Department | Office of Human Resources | | Job Purpose | The assistant director of employee experience and success works under limited supervision to plan, develop, manage and conduct training and development sessions on a wide variety of topics to a diverse audience. This role also works with the director of employee experience and success to execute processes and programs that span the employee life-cycle from onboarding, employee recognition, employee performance management systems, employee tuition assistance program (ETAP), employee assistance program (EAP), employee relations, engagement, and off boarding. | | Minimum Requirements | Bachelor’s degree and related experience. Advanced degree preferred. Relevant experience in an educational environment preferred. Candidates with an equivalent combination of experience and/or education are encouraged to apply. | | Required Knowledge, Skills and Abilities | Knowledge of methods for designing, administering and evaluating development programs. Must be creative and have the ability to design and present training and development programs for large and small groups and on a wide range of topics, both in-person and virtually. Must possess strong presentation skills. Must be able to establish and maintain effective working relationships with campus colleagues and external consultants.
Strong analytical, interpersonal and excellent organizational skills, time management, and attention to detail is required. Excellent oral and written communication skills, including the ability to synthesize information into cogent and logical reports.
Strong knowledge, skill and experience with Microsoft Office Suite (Word, Excel, Publisher, PowerPoint, Outlook). Experience with Absorb LMS and other LMS management experience a plus. Experience with instructional authoring/creation tools. Prefer experience with Canva.
| | Additional Comments Regarding Position | May be asked to occasionally travel off-site, overnight or to make presentations/facilitate retreats in a wide range of venues. Attendance at a variety of professional seminars, workshops and conferences is expected and will require overnight travel. | | Special Instructions to Applicants | Please complete the application to include all current and previous work history and education. A resume will not be accepted nor reviewed to determine if an applicant has met the qualifications for the position. *Salary is commensurate with education/experience which exceeds the minimum requirements. Offers of employment are contingent upon a successful background check. All applications must be submitted online https://jobs.cofc.edu. | | Salary | *$57,700 - $60,500 | | Posting Date | 06/05/2026 | | Closing Date | 06/15/2026 | | Benefits | - Insurance: Health/Dental/Vision
- Life Insurance
- Paid Leave: Sick/Annual/Parental
- Retirement
- Long Term Disability
- Paid Holidays
- Free CARTA Bus Service
- Employee Tuition Assistance Program (ETAP)
- Employee Assistance Program (EAP)
- Full Benefits Package – Click Here
| | Open Until Filled | No | | Posting Number | 2026082 | | EEO Statement | The College of Charleston is an equal opportunity employer and does not discriminate against any individual or group on the basis of sex, gender (including gender identity and/or expression), pregnancy, race, religion, color, national origin, age, disability, military or veteran status, sexual orientation, genetic information, and other classifications protected by applicable federal, state, and local laws. For more information, please visit eop.cofc.edu. | | Quicklink for Posting | https://jobs.cofc.edu/postings/18049 | Job Duties | Job Duties | | Activity | Collaborates with the director of employee experience and success (director) in the planning, developing and delivery of a wide variety of programs, workshops and development opportunities in different venues, formats, and platforms. This includes, but is not limited to, new employee onboarding, supervisory skills development, employee performance reviews, employee tuition assistance program, employee assistance program, and other policy/process trainings. Responsible for designing lessons, creating curriculum learning objectives, and assessment. Presents development content to College employees, both in-person and via e-learning. Collects, analyzes data, and makes recommendations to the director about training needs, training effectiveness and retention issues. Responsible for planning and the administration of development events, including special event coordination, departmental retreats, and other training and employee experience events. May assist with reviewing and updating HR policies and procedures. | | Essential or Marginal | Essential | | Percent of Time | 20 | | Activity | Monitors, tracks, and ensures compliance with training requirements using the CougarED (Absorb) LMS, and training/development communications. Responsible for the development and delivery of online courses, course curriculum, and assignment of training courses as needed. Manages users, including establishing access credentials and troubleshooting user issues. Assigns courses, monitors completions, and troubleshoots issues as appropriate. Works closely with IT, vendors, and others to maintain the LMS and assigns/removes roles and security permissions within the system as needed. | | Essential or Marginal | Essential | | Percent of Time | 15 | | Activity | In collaboration with the director, manages the new employee orientation and on-boarding experience, including soliciting feedback from new employees, providing guidance to and fostering sense of belonging with new employees to the College (e.g., mentorship programs, College resources, etc.). Compiles, analyzes, and makes recommendations about trends and issues. Develops recommendations based on best practices and/or research. Participates on project teams and attends meetings as needed. | | Essential or Marginal | Essential | | Percent of Time | 10 | | Activity | Implements and administers rewards and recognition programs and other employee experience and success programs to help drive employee retention, including the Cistern Standard, in collaboration with the Director. Provides ongoing collaboration with the development and improvement of employee retention programs aimed at supporting the College’s strategic plan. Collects feedback and data to assist with employee retention by creating and administering surveys or focus groups, as appropriate. Provides logistical and other resources for reward and recognition activities and other development events. Compiles, analyzes and reports on trends and issues. Develops recommendations based on best practices and/or research. Serves on related committees or working groups, as needed. | | Essential or Marginal | Essential | | Percent of Time | 15 | | Activity | In collaboration with the director, manages the EAP (Employee Assistance Program). Responsible for communicating to the campus and individuals regarding resources, training and benefits available to employees. Responsible for the administration of the College’s employee tuition assistance program (ETAP), in collaboration with the director. Compiles, analyzes, and makes recommendations about trends and issues. Develops recommendations based on best practices and/or research. Participates on project teams and attends meetings as needed. | | Essential or Marginal | Essential | | Percent of Time | 10 | | Activity | Responsible for the coordination of the staff performance management system (EPMS) process. Manages the collection, maintenance and associated reporting of employee evaluations via PeopleAdmin. Runs data analysis of performance management to inform training opportunities. Maintains performance programs in PeopleAdmin, ensures accurate employee performance data in all systems, and troubleshoots user-related issues and changes to the program. Assists the director of employee experience and success with management of EPMS matters (e.g., communications to campus, meetings with supervisors and other employees, performance improvement plan documentation, etc.). | | Essential or Marginal | Essential | | Percent of Time | 15 | | Activity | Responsible for managing employee relations data. Responsible for identifying opportunities for process improvement and efficiency. Creates data visualizations as well as reports to present findings. Analyzes information to identify trends, patterns, and correlations. Creates and maintains quarterly reports for use by HR to inform training and other initiatives.
With guidance from the director of employee relations and ADA coordinator along with director of employee experience and success, assists in the handling of employee relations matters including meeting with managers, employees, and addressing employee relations issues (e.g., disciplinary actions, grievances, etc.). | | Essential or Marginal | Essential | | Percent of Time | 15 | |