Skills & Competencies for Employee Relations Director

Employee Relations Director job profile

JOB SUMMARY for Employee Relations Director

Oversees a company's employee relations programs, policies, and procedures.

JOB RESPONSIBILITIES for Employee Relations Director

Designs and develops programs to promote employee satisfaction. Helps counsel employees on issues related to EEO, ADA, performance, and termination guidelines. Maintains good communication and a positive relationship with employees.

Employee Relations Director SALARY RANGE

BASE 50%
$170,088
TOTAL 50%
$192,139
Job Level
M03
Job Code
HR09200405
Education/Degree
Bachelor's Degree
Reports To
Top Management

Employee Relations Director Skills and Competencies List

Proficiency Levels and Behavioural Indicators
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Employee Relations Director skill and competencie below to view definitions.

10 general skills or competencies (Job family competencies) for Employee Relations Director

1 Job Family Competencies – Internal Communications
Proficiency Level -3
Skill definition-Promoting a seamless flow of information throughout our business to align the employees' performance with the company's objectives.
Level 1 Behaviors
(General Familiarity)
Compiles a list of issues and considerations in implementing an internal communications strategy.
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Level 2 Behaviors
(Light Experience)
Assists in the internal communication response to crises affecting organizational perception and reputation.
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Level 3 Behaviors
(Moderate Experience)
Deploys effective internal communication responses to concerns that affect our reputation.
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Level 4 Behaviors
(Extensive Experience)
Demonstrates skills in leveraging internal channels to create impactful communications that drive engagement.
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Level 5 Behaviors
(Mastery)
Creates high-quality communication channels to internal audiences within your organization.
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2 Job Family Competencies – Data Analytics
Proficiency Level -4
Skill definition-Applying techniques and processes in examining and evaluating raw data to derive conclusions to support business decision-making.
Level 1 Behaviors
(General Familiarity)
Discusses best practices and concepts in data analytics.
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Level 2 Behaviors
(Light Experience)
Collects data from sources to provide data analysis and insights.
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Level 3 Behaviors
(Moderate Experience)
Makes recommendations based on findings from data analytics to report to potential clients.
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Level 4 Behaviors
(Extensive Experience)
Communicates data analytics results to initiate insights to stakeholders and our organization.
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Level 5 Behaviors
(Mastery)
Develops new Data Analytics methodologies and procedures to support business in decision making.
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3 Employee Relations Director - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Employee Relations Director
Proficiency Level - 4
5 Competency for - Employee Relations Director
Proficiency Level - 5

9 soft skills or competencies (core competencies) for Employee Relations Director

1 Core Competencies – Planning and Organizing
Proficiency Level -5
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Compiles a list of all the traits of effective planning to help finish the assigned tasks.
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Level 2 Behaviors
(Light Experience)
Classifies assigned tasks based on the level of importance to ensure organized workload completion.
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Level 3 Behaviors
(Moderate Experience)
Defines and translates objectives into specific plans to ensure understanding of organizational goals.
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Level 4 Behaviors
(Extensive Experience)
Delivers training sessions to foster and maximize solid planning and organization capabilities.
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Level 5 Behaviors
(Mastery)
Champions the adoption of business intelligence systems to achieve planning and organization goals.
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2 Core Competencies – Conflict Resolution
Proficiency Level -5
Skill definition-Resolving all disagreements and confrontations at the individual, group, or situation level.
Level 1 Behaviors
(General Familiarity)
Explains commonly used resolution processes.
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Level 2 Behaviors
(Light Experience)
Applies active listening skills and probing techniques to understand a conflict.
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Level 3 Behaviors
(Moderate Experience)
Guides participants in a conflict to rethink their current views.
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Level 4 Behaviors
(Extensive Experience)
Coaches others on the value and tactics of conflict management and how to use diplomacy.
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Level 5 Behaviors
(Mastery)
Designs a monitoring system that supervises the effectiveness of conflict solutions.
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3 Employee Relations Director - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Employee Relations Director
Proficiency Level - 4
5 Competency for - Employee Relations Director
Proficiency Level - 5

Summary of Employee Relations Director skills and competencies

There are 0 hard skills for Employee Relations Director.
10 general skills for Employee Relations Director, Internal Communications, Data Analytics, Diversity and Inclusion, etc.
9 soft skills for Employee Relations Director, Planning and Organizing, Conflict Resolution, Coaching Others, etc.
While the list totals 19 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Employee Relations Director, he or she needs to be an expert in Planning and Organizing, be an expert in Conflict Resolution, and be an expert in Coaching Others.

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