College: BRCC
Department: Human Resources
Type of Appointment: Unclassified - Administrative/Staff
EMPLOYEE EXPERIENCE - EMPLOYEE ENGAGEMENT - TALENT DEVELOPMENT
The Assistant Director of Employee Success and Experience assists the Director in advancing the Baton Rouge Community College’s talent lifecycle and employee experience strategy. The position provides operational leadership for talent acquisition, onboarding, employee engagement, professional development, and related workforce initiatives. Working collaboratively with hiring managers, supervisors, employees, and campus partners, the Assistant Director translates strategy into consistent programs, responsive services, measurable outcomes, and continuous process improvements that help Baton Rouge Community College attract, develop, engage, and retain a high-performing workforce.
The Assistant Director serves as a trusted HR partner, provides day-to-day guidance to assigned team members, and may act on behalf of the Director when delegated.
Duties and Responsibilities:
35% Talent Acquisition on and Workforce Support
- Lead and coordinate recruitment operations that deliver an effective, equitable, and service-focused hiring experience.
- Partner with hiring managers to develop recruitment plans, sourcing strategies, timelines, and selection processes for faculty and staff positions.
- Coordinate job postings, applicant review, screening, interview ac vi es, search committees, references, and pre-employment requirements.
- Build candidate pipelines and strengthen outreach for critical, specialized, and hard-to-fill positions.
- Promote BRCC’s employment brand and ensure a professional, timely, and welcoming candidate experience.
- Provide guidance on hiring procedures, documenta on, employment requirements, and applicable College,
Louisiana Community Technical Colleges, Louisiana State Civil Service, and federal, state, and local legal requirements.
- Monitor vacancies, me-to-fill, source effectiveness, acceptance rates, and other recruitment measures; recommend corrective actions and improvements.
- Develop and coordinate recruitment strategies for job fairs, career expos, and community outreach events
to promote the college’s employment opportunities and build talent pipelines.\
20% Onboarding and New Employee Experience
- Coordinate an integrated onboarding experience that prepares employees and supervisors for a successfultransition to BRCC.
- Administer and continuously improve preboarding, New Employee Orientation, first-day readiness, and structured onboarding activities.
- Coordinate with Human Resources, Information Technology, supervisors, and other campus partners to support timely access, resources, and communication.
- Develop onboarding guides, checklists, supervisor tools, and employee resources.
- Conduct new-hire follow-up and analyze feedback to identify opportunities to strengthen retention and early employee success.
15% Employee Engagement, Recognition, and Retention
- Implement initiatives that strengthen connection, recognition, retention, and a culture of excellence.
- Coordinate employee engagement, appreciation, recognition, and culture-building programs.
- Collect and analyze employee feedback from surveys, focus groups, stay conversations, and program
evaluations.
- Support action planning that advances trust, collaboration, accountability, innovation, and quality
communication.
- Assist with retention initiatives and recommend improvements based on workforce trends and employee
experience data.
15% Learning and Leadership Development
- Support accessible, relevant development opportunities that build employee and supervisory capability.
- Coordinate professional development, supervisory training, leadership development, and the
Comprehensive Public Training Program (CPTP).
- Assist with training needs assessments, annual learning plans, program calendars, facilitators,
communications, and participant records.
- Develop or facilitate training and learning resources within areas of expertise.
- Evaluate participation, learning outcomes, application, and program effectiveness.
10% HR Technology, Analytics, and Process Improvement
- Use technology, data, and continuous improvement practices to strengthen service delivery and
accountability.
- Support functional administration, user guidance, testing, data quality, reporting, and workflow
improvements for PageUp and related HR systems.
- Maintain workforce dashboards, program metrics, and recurring reports for leadership decision-making.
- Document procedures, identify service gaps, and lead or participate in process improvement projects.
- Protect confidential information and maintain complete, accurate records in accordance with policy and
retention requirements.
5% Team Leadership and Administration
- Support effective daily operations and consistent delivery of Employee Success and Experience services.
- Provide work direction, coaching, cross-training, and performance feedback to assigned staff or student
workers.
- Assist the Director with annual goals, project plans, budgets, vendor coordination, reports, and
presentations.
- Represent the department on committees, at events, and in meetings as assigned.
- Perform other related duties as assigned.
Required Education: High School Diploma or equivalent
Required Experience:
- Ten (5) years of progressively responsible experience in human resources, talent acquisition, organizational
development, employee engagement, or learning and development.
- Six (2) years of supervisory or leadership experience.
Experience, training, and education may be substituted for the required education or experience.
- A bachelor’s degree in Human Resource Management, Business Administration, Organizational
Development, Higher Education Administration, or a related field can substitute for three years of
progressively responsible experience in human resources, talent acquisition, organizational development,
employee engagement or learning and development.
Required Knowledge, Skills and Abilities:
- Project and Change Management – Advanced ability to lead multiple complex projects, manage organizational
change, establish priorities, and successfully implement strategic initiatives.
- Human Resources Technology – Proficient knowledge of applicant tracking systems, HR information systems,
Microsoft Office applications, and workforce reporting tools.
- Communication and Presentation Skills – Exceptional written, verbal, facilitation, and presentation skills with the
ability to communicate effectively with employees, leadership, and external stakeholders.
- Employment Laws and Human Resources Compliance – Proficient working knowledge of applicable federal and
state employment laws, and HR best practices related to recruitment, selection, and employee development.
- Continuous Improvement and Innovation – Advanced ability to evaluate business processes, identify opportunities
for improvement, implement innovative solutions, and foster a culture of continuous improvement.
- Ability to travel locally to a end job fairs, recruitment events, and community outreach ac vi es.
Required Licenses or Certifications: SHRM-SCP
Preferred Education: Bachelor's degree in human resources, Business Administration, Organizational Development, Higher Education
Administration, or a related field.
Preferred Experience:
- Six (4) or more years of progressively responsible leadership experience in talent acquisition, employee
engagement, organizational development, learning and development, or human resources management.
- Experience in higher education, government, or other complex public-sector organizations.
- Experience leading strategic recruitment and workforce planning initiatives.
- Experience implementing or administering an Applicant Tracking System (ATS), preferably PageUp.
- Experience designing and delivering employee onboarding, leadership development, and professional
development programs.
- Experience developing and analyzing workforce metrics, dashboards, and performance measures to
support data-informed decision making.
- Experience leading organizational change, process improvement, and employee engagement initiatives.
Preferred Knowledge, Skills and Abilities:
- Proficient knowledge of applicant tracking systems (e.g., PageUp), HR information systems (Banner), Microsoft Office applications, and workforce reporting tools.
- Strategic knowledge of talent acquisition, workforce planning, employee engagement, and
organizational development principles. Advanced
- Ability to develop and implement innovative recruitment, onboarding, and employee development
strategies aligned with institutional priorities. Advanced
- Ability to build collaborative relationships and effectively advise executive leadership, hiring managers,
and supervisors. Advanced
- Strong leadership, project management, and organizational skills with the ability to manage multiple
priorities and initiatives simultaneously. Advanced
- Ability to analyze workforce data, interpret trends, develop metrics, and prepare executive-level reports
and recommendations. Proficient
- Knowledge of federal and state employment laws, Civil Service Rules, LCTCS policies, and best practices
related to recruitment and employment. Proficient
- Proficiency with Human Resource Information Systems (HRIS), Applicant Tracking Systems (ATS),
Microsoft Office Suite, and data reporting tools. Proficient
- Exceptional written, verbal, facilitation, and presentation skills, with the ability to communicate
effectively with diverse audiences. Advanced
- Ability to evaluate business processes, implement continuous improvement initiatives, and leverage
technology to enhance HR services. Advanced
- Ability to exercise sound judgment, maintain confidentiality, and demonstrate integrity,
professionalism, and excellent customer service in all interactions.
Benefits: As a member of the Louisiana Community and Technical College System, BRCC has an attractive benefits package with a wide variety of benefit options. Benefits offered include retirement, multiple medical insurance options, supplemental insurances (dental, term life, disability, accident, vision, etc.), Tax Saver Flexible Benefits Plan (saves tax dollars on some childcare and medical expenses), holidays (14 per year, typically includes longer break at Christmas), generous annual (vacation) and sick leave benefits and Employee Assistance Program. Specific benefits depend on job category, percent effort and length of employment.
Passing pre-employment criminal background screen is required as a condition of employment. BRCC is an equal opportunity/equal access employer. BRCC is a State As a Model Employer (SAME) agency that supports improved employment opportunities for individuals with disabilities.
