Department Director Jobs
Department Director jobs are open across healthcare, education, nonprofit, government, and corporate sectors, at every level from emerging manager to senior executive, with specializations in operations, finance, and program management. Find a role that fits below and apply directly.
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Job Description:
The Director provides strategic leadership for Human Resources across the Division of Public Safety and Emergency Management (DPSEM), supporting a complex, 24/7 operational environment consisting of sworn police officers, security personnel, dispatchers, emergency management staff, and administrative personnel. The Director collaborates with division leadership and hiring managers to execute workforce planning, cultivate talent acquisition and retention strategies, oversee collective bargaining agreement compliance, manage employee and labor relations, and advance diversity, equity, and inclusion initiatives.
Serving as a primary advisor to the Chief, Deputy Chief, and command staff, the Director oversees all departmental HR functions—including recruitment, onboarding, performance management, training and development, compensation, and organizational design while ensuring strict compliance with University policies, collective bargaining agreements, state and federal employment laws, and accreditation standards (e.g., Clery, CALEA/RIPAC). This position reports to the Deputy Chief, with a dotted reporting line to University Human Resources.
Major Responsibilities:
Employment, Sourcing, and Organizational Development:
- Collaborates with division leadership to develop short- and long-term staffing plans tailored to a 24/7 public safety and emergency response workforce.
- Manages recruitment efforts within Workday for all DPSEM vacancies, including sworn, unionized, security, emergency management, and administrative positions.
- Serves as chair of the departmental recruitment committee, implementing targeted strategies to attract and retain highly qualified and diverse candidate pools.
- Coordinates background investigation protocols, specialized screening procedures, and job description development in alignment with public safety requirements.
- Partners with University Human Resources (UHR) to perform formal organizational unit reviews, evaluate departmental structures, address staffing gaps, and manage position classification and salary placement based on market value, internal equity, and collective bargaining parameters.
- Oversees divisional inclusion activities related to recruitment and retention.
Labor & Employee Relations and Performance Management:
- Manages complex employee and labor relations issues across all levels, offering confidential counseling, dispute mediation, and policy interpretation.
- Ensures departmental adherence to University HR policies, federal and state employment laws (e.g., FLSA, FMLA, ADA), and the Brown University Security and Police Association (BUSPA) collective bargaining agreement.
- Collaborates with the Chief and Deputy Chief on contract administration, grievance resolutions, disciplinary actions, and performance improvement plans (PIPs).
- Develops management proposals for collective bargaining agreement renewals and actively participates in contract negotiations.
- Oversees the annual performance evaluation process, ensuring rating consistency, goal alignment, and compliance with accreditation standards for performance evaluation.
Talent Development, Training, and Accreditation Compliance:
- Partners with the departmental Training Bureau and UHR Talent Development to design and package leadership development, professional training, and onboarding/offboarding programs.
- Directs managers on mandatory training requirements, career pathing, and professional development opportunities to foster a culture of excellence and service.
- Ensures all recruitment, selection, promotion, performance evaluation, and training activities meet applicable public safety accreditation standards.
- Coordinates employee recognition and retention initiatives to foster staff morale and operational readiness.
Strategic HR Advisory & Strategic Planning:
- Serves as a key HR advisor to the Chief, Deputy Chief, and divisional managers on strategic human capital allocation, staffing contingency plans, and emergency response readiness.
- Represents DPSEM within the campus-wide UHR HR Partners group, advising on policy revisions, system implementations, and university-wide HR programs.
- Participates in strategic planning sessions to align HR operations with divisional goals, business continuity plans, and campus safety objectives
Staffing Budget & Operational Oversight:
- Partners with the DPSEM Finance and Administration team to monitor staffing budgets, analyze overtime/shift coverage impacts, and maintain accurate supervisory organizations and position data in Workday.
- Oversees student employment programs within DPSEM (e.g., campus safety monitors, student dispatch aids, and internships), ensuring compliance with student employment policies and labor guidelines.
- Prepares high-level HR metrics, demographic reports, and narrative summaries for the department’s Annual Report.
Personnel Management:
- Directly supervises, coaches, and mentors DPSEM HR administrative staff.
- Conducts performance evaluations, establishes unit goals, and supports staff professional growth.
- Fosters a safe, inclusive, and collaborative working environment.
Job Qualifications:
- Required: Bachelor’s degree in Human Resources, Public Administration, Business Administration, or a related field or the equivalent combination of education and experience. A Master’s degree (MHA, MBA, or MS in HR/Labor Relations) or senior HR certification (SHRM-SCP, SPHR) is preferred.
- Required: 8 to 10 years of progressive human resources management and leadership experience required, including experience with unionized workforces and in a law enforcement or similarly complex environment
- Strong knowledge of state and federal labor laws, FLSA (including public safety rules), FMLA, and ADA guidelines.
- Proven track record of managing recruitment, performance management, organizational design, and employee retention programs.
- Demonstrated ability to build and retain a diverse workforce and cultivate an inclusive workplace culture.
- Exceptional written and oral communication skills, high emotional intelligence, and ability to handle confidential and sensitive information with sound judgment.
- Proficiency with enterprise HR systems (e.g., Workday) and office software suites.
- Ability to respond to emergency or operational events outside standard business hours if required by division leadership.
All offers of employment are contingent upon consent to criminal background screening and education verification with results satisfactory to Brown.
Benefits of Working at Brown:
Please review additional information on the Benefits of Working at Brown.
Recruiting Start Date:
2026-10-26Job Posting Title:
Director of Human Resources for Department of Public Safety and Emergency ManagementDepartment:
Public Safety and Emergency ManagementGrade:
Grade 12Worker Type:
EmployeeWorker Sub-Type:
RegularTime Type:
Full timeScheduled Weekly Hours:
37.5Position Work Location:
Hybrid
Submission Guidelines:
The designated Position Work Location for each position determines the approved modality of work. Positions are classified based on the operational and business needs of the department and may be designated as on-site, hybrid, or remote.
Employees with a designated position work location as remote must reside and perform their work in a state where Brown University is registered to do business. Brown University is a registered employer in the following states: Rhode Island, California, Colorado, Connecticut, Florida, Maryland, Massachusetts, New York, New Hampshire, New Jersey, North Carolina, Washington, D.C.
Please note that to be considered for a staff position at Brown University, you must submit a separate application for each position you wish to be considered for. Applications are reviewed only for the specific position to which they are submitted and are not automatically considered for future openings.
This position is not eligible for visa sponsorship.
Still Have Questions?
If you have any questions you may contact employment@brown.edu.
Brown is an E-Verify Employer.
EEO Statement:
Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, in the administration of its policies, programs, and activities. The University recognizes and rewards individuals on the basis of qualifications and performance. The University maintains certain affirmative action programs in compliance with applicable law.
Job Description:
The Director provides strategic leadership for Human Resources across the Division of Public Safety and Emergency Management (DPSEM), supporting a complex, 24/7 operational environment consisting of sworn police officers, security personnel, dispatchers, emergency management staff, and administrative personnel. The Director collaborates with division leadership and hiring managers to execute workforce planning, cultivate talent acquisition and retention strategies, oversee collective bargaining agreement compliance, manage employee and labor relations, and advance diversity, equity, and inclusion initiatives.
Serving as a primary advisor to the Chief, Deputy Chief, and command staff, the Director oversees all departmental HR functions—including recruitment, onboarding, performance management, training and development, compensation, and organizational design while ensuring strict compliance with University policies, collective bargaining agreements, state and federal employment laws, and accreditation standards (e.g., Clery, CALEA/RIPAC). This position reports to the Deputy Chief, with a dotted reporting line to University Human Resources.
Major Responsibilities:
Employment, Sourcing, and Organizational Development:
- Collaborates with division leadership to develop short- and long-term staffing plans tailored to a 24/7 public safety and emergency response workforce.
- Manages recruitment efforts within Workday for all DPSEM vacancies, including sworn, unionized, security, emergency management, and administrative positions.
- Serves as chair of the departmental recruitment committee, implementing targeted strategies to attract and retain highly qualified and diverse candidate pools.
- Coordinates background investigation protocols, specialized screening procedures, and job description development in alignment with public safety requirements.
- Partners with University Human Resources (UHR) to perform formal organizational unit reviews, evaluate departmental structures, address staffing gaps, and manage position classification and salary placement based on market value, internal equity, and collective bargaining parameters.
- Oversees divisional inclusion activities related to recruitment and retention.
Labor & Employee Relations and Performance Management:
- Manages complex employee and labor relations issues across all levels, offering confidential counseling, dispute mediation, and policy interpretation.
- Ensures departmental adherence to University HR policies, federal and state employment laws (e.g., FLSA, FMLA, ADA), and the Brown University Security and Police Association (BUSPA) collective bargaining agreement.
- Collaborates with the Chief and Deputy Chief on contract administration, grievance resolutions, disciplinary actions, and performance improvement plans (PIPs).
- Develops management proposals for collective bargaining agreement renewals and actively participates in contract negotiations.
- Oversees the annual performance evaluation process, ensuring rating consistency, goal alignment, and compliance with accreditation standards for performance evaluation.
Talent Development, Training, and Accreditation Compliance:
- Partners with the departmental Training Bureau and UHR Talent Development to design and package leadership development, professional training, and onboarding/offboarding programs.
- Directs managers on mandatory training requirements, career pathing, and professional development opportunities to foster a culture of excellence and service.
- Ensures all recruitment, selection, promotion, performance evaluation, and training activities meet applicable public safety accreditation standards.
- Coordinates employee recognition and retention initiatives to foster staff morale and operational readiness.
Strategic HR Advisory & Strategic Planning:
- Serves as a key HR advisor to the Chief, Deputy Chief, and divisional managers on strategic human capital allocation, staffing contingency plans, and emergency response readiness.
- Represents DPSEM within the campus-wide UHR HR Partners group, advising on policy revisions, system implementations, and university-wide HR programs.
- Participates in strategic planning sessions to align HR operations with divisional goals, business continuity plans, and campus safety objectives
Staffing Budget & Operational Oversight:
- Partners with the DPSEM Finance and Administration team to monitor staffing budgets, analyze overtime/shift coverage impacts, and maintain accurate supervisory organizations and position data in Workday.
- Oversees student employment programs within DPSEM (e.g., campus safety monitors, student dispatch aids, and internships), ensuring compliance with student employment policies and labor guidelines.
- Prepares high-level HR metrics, demographic reports, and narrative summaries for the department’s Annual Report.
Personnel Management:
- Directly supervises, coaches, and mentors DPSEM HR administrative staff.
- Conducts performance evaluations, establishes unit goals, and supports staff professional growth.
- Fosters a safe, inclusive, and collaborative working environment.
Job Qualifications:
- Required: Bachelor’s degree in Human Resources, Public Administration, Business Administration, or a related field or the equivalent combination of education and experience. A Master’s degree (MHA, MBA, or MS in HR/Labor Relations) or senior HR certification (SHRM-SCP, SPHR) is preferred.
- Required: 8 to 10 years of progressive human resources management and leadership experience required, including experience with unionized workforces and in a law enforcement or similarly complex environment
- Strong knowledge of state and federal labor laws, FLSA (including public safety rules), FMLA, and ADA guidelines.
- Proven track record of managing recruitment, performance management, organizational design, and employee retention programs.
- Demonstrated ability to build and retain a diverse workforce and cultivate an inclusive workplace culture.
- Exceptional written and oral communication skills, high emotional intelligence, and ability to handle confidential and sensitive information with sound judgment.
- Proficiency with enterprise HR systems (e.g., Workday) and office software suites.
- Ability to respond to emergency or operational events outside standard business hours if required by division leadership.
All offers of employment are contingent upon consent to criminal background screening and education verification with results satisfactory to Brown.
Benefits of Working at Brown:
Please review additional information on the Benefits of Working at Brown.
Recruiting Start Date:
2026-10-26Job Posting Title:
Director of Human Resources for Department of Public Safety and Emergency ManagementDepartment:
Public Safety and Emergency ManagementGrade:
Grade 12Worker Type:
EmployeeWorker Sub-Type:
RegularTime Type:
Full timeScheduled Weekly Hours:
37.5Position Work Location:
Hybrid
Submission Guidelines:
The designated Position Work Location for each position determines the approved modality of work. Positions are classified based on the operational and business needs of the department and may be designated as on-site, hybrid, or remote.
Employees with a designated position work location as remote must reside and perform their work in a state where Brown University is registered to do business. Brown University is a registered employer in the following states: Rhode Island, California, Colorado, Connecticut, Florida, Maryland, Massachusetts, New York, New Hampshire, New Jersey, North Carolina, Washington, D.C.
Please note that to be considered for a staff position at Brown University, you must submit a separate application for each position you wish to be considered for. Applications are reviewed only for the specific position to which they are submitted and are not automatically considered for future openings.
This position is not eligible for visa sponsorship.
Still Have Questions?
If you have any questions you may contact employment@brown.edu.
Brown is an E-Verify Employer.
EEO Statement:
Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, in the administration of its policies, programs, and activities. The University recognizes and rewards individuals on the basis of qualifications and performance. The University maintains certain affirmative action programs in compliance with applicable law.
Department Director Jobs by Experience Level
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Find Department Director JobsDepartment Director Job Market
Who's Hiring
Top Industries Hiring
- Healthcare & Medical Services
- Education
- Agriculture & Farming
What Employers Look For
The qualifications that appear most often in department director jobs.
- Bachelor's degree in business administration, public administration, or a related field
- 7 or more years of progressive leadership experience managing teams and budgets
- Proven ability to develop and execute departmental strategy aligned with organizational goals
- Experience managing cross-functional projects and collaborating with executive leadership
- Strong proficiency with data analysis tools and enterprise reporting systems
- Master's degree or relevant professional certification preferred for senior-level roles
Tips for Your Department Director Job Search
Quantify your department's outcomes
Department director resumes that land interviews show budget size managed, headcount led, and measurable results like cost reductions or program growth. Generic leadership claims get skipped. Replace phrases like 'oversaw operations' with specific figures your department achieved.
Apply early to roles that fit
Migrate Mate lists department director openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Tailor your resume to sector expectations
A department director resume for a hospital system looks different from one targeting a government agency or a university. Align your language to the sector's vocabulary, compliance requirements, and performance metrics before you apply.
Prepare a cross-functional leadership story
Interviewers for director-level roles consistently probe how you manage peers and stakeholders outside your direct authority. Prepare two or three specific examples where you drove outcomes by influencing teams you didn't control.
Negotiate total compensation, not just base pay
Director-level offers typically include performance bonuses, equity or deferred compensation, and professional development budgets. Understand the full package before you respond to any offer, and confirm fiscal year review cycles that affect your first bonus.
Signal strategic thinking in your cover letter
Hiring committees at the director level look beyond operational competence. Use your cover letter to show you understand the organization's current challenges and can articulate how your department would directly contribute to solving them.
Department Director Jobs: Frequently Asked Questions
Which companies are hiring the most department directors?
The companies hiring the most department directors right now include Veracity Ventures, The Ohio State University Wexner Medical Center, and The Aerospace Corporation, with the largest share of openings in California, Ohio, and South Carolina, based on current listings on Migrate Mate as of November 2026. Healthcare systems, state and local government agencies, and large nonprofit organizations consistently post the highest volume of department director roles.
How many department director jobs are remote?
About 31% of department director openings are fully remote or hybrid as of November 2026, with remote availability varying significantly by sector and function. Operations and program management roles tied to physical facilities tend to require on-site presence, while finance, policy, and communications director positions are more likely to offer flexible or fully remote arrangements.
How do you become a department director?
Most department directors build their path by first demonstrating strong individual performance in their field, then moving into supervisory roles where they manage small teams. From there, taking on larger budgets, cross-functional projects, and organization-wide initiatives signals readiness for a director appointment. Pursuing a graduate degree or sector-specific certification accelerates the transition in competitive fields like healthcare, education, and government.
Can you get hired as a department director without prior director experience?
Yes, candidates are regularly hired into their first department director role by demonstrating that they have functionally led at the director level even without the title. If you managed a team, owned a budget, reported to senior leadership, and drove outcomes across the organization, that experience is what hiring committees evaluate. Framing your resume around scope and impact rather than titles makes the difference in competitive applicant pools.
What does the department director interview process look like?
Department director interviews typically involve multiple rounds, starting with a screening call from HR or a talent partner, followed by a panel interview with peers and direct reports, and a final meeting with a VP or C-suite executive. Candidates are usually asked to present a vision for the department or walk through a past leadership challenge. Some organizations add a written assessment or a stakeholder presentation before extending an offer.
Where can I find and apply to department director jobs?
You can find and apply to department director jobs on Migrate Mate, which lists current openings from across the United States in one place. Find roles that fit your background and apply directly to each listing without being redirected through multiple platforms or intermediaries.
See All 106+ Department Director Jobs
Find roles that match your experience and apply in just a few clicks.
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