As a Director of the Employee Assistance Program (EAP), you lead a specialized team dedicated to supporting the mental health, wellness, and personal development of Department of National Defence employees and their families. You oversee the strategic direction, delivery, and evaluation of comprehensive EAP services including counselling, crisis intervention, financial and legal consultation, and wellness initiatives. In this role, you ensure that employees have access to confidential, professional support services that help them address personal challenges and maintain overall well-being. Your leadership directly impacts the health culture of the organization and contributes to operational readiness by supporting a resilient workforce.
Your responsibilities include developing and implementing EAP policies and procedures, managing program budgets and service contracts with external providers, and ensuring compliance with Treasury Board and DND directives. You oversee the quality and effectiveness of counselling and support services, manage staff performance, and lead initiatives to increase awareness and utilization of EAP resources. You also collaborate with senior management, occupational health and safety teams, and other departments to integrate EAP services into broader wellness and human resources strategies. Additionally, you prepare reports and recommendations on program outcomes, emerging wellness trends, and resource requirements.
You work in a dynamic environment that requires sensitivity to the unique stressors experienced by military and civilian personnel. The role involves regular communication with diverse stakeholders, from front-line employees seeking support to executive leadership overseeing organizational wellness. You may work standard office hours, though you may be called upon to provide guidance during critical incidents or emergency situations affecting employee welfare.
Key Responsibilities
Plan and manage the delivery of employee assistance program services and programs, Supervise and develop staff within the employee assistance program team, Monitor performance metrics and report on results, Develop and implement operational plans and procedures, Manage stakeholder relationships and ensure service quality
Required Skills
HR policy interpretation, Interpersonal skills, Staffing and classification, Conflict resolution, Labour relations knowledge, Team leadership, Operational planning, Stakeholder engagement, Results management
Typical Education
Bachelor's degree or equivalent; significant experience in the relevant discipline with demonstrated leadership
Training
To succeed in this role, you typically need a bachelor's degree in human resources management, psychology, social work, counselling, or a related discipline. Many Directors in this position hold a master's degree in Human Resources Management, Organizational Psychology, or Employee Assistance Program Management. Professional certifications are highly valued, including the Certified Employee Assistance Professional (CEAP) designation through the Employee Assistance Professionals Association (EAPA), or equivalent credentials from recognized professional bodies. You should have formal training or demonstrated expertise in EAP administration, counselling services management, and occupational health and safety principles.
Professional development in this career includes specialized training in crisis intervention, trauma-informed care, workplace mental health, and human resources law. As a manager, you will participate in Government of Canada mandatory training including Values and Ethics, Official Languages, Accessibility, and Treasury Board policy courses. The federal government offers leadership development programs through the Canada School of Public Service and departmental learning initiatives. Many directors pursue continued education in emerging areas such as digital mental health delivery, diversity and inclusion in wellness programming, and evidence-based EAP evaluation methods. Membership in professional associations such as EAPA and the International Employee Assistance Professionals Association provides access to conferences, certification maintenance, and networking opportunities.
Entry Plans
Entry into a Director-level EAP position typically requires progression through the federal Public Service. Most candidates begin in junior or intermediate human resources or counselling roles, often at the CR-04 or CR-05 classification level, then advance to senior positions such as Senior Advisor or Manager (CR-07 or CR-08) before reaching Director level. The most common pathway involves demonstrating expertise in EAP administration, employee wellness, or human resources management within the federal government or another large public sector organization.
You may enter the federal workforce through open competitions advertised on the Public Service Commission (PSC) website or through internal DND competitions. Government of Canada recruitment pools are sometimes established for human resources specialists and managers, allowing eligible candidates to apply to multiple positions without repeating the selection process. Some candidates transition laterally from other human resources functions, such as labour relations or organizational development, bringing transferable management and policy expertise. Experienced EAP professionals from private sector or provincial government backgrounds may also compete for Director positions, though federal experience in similar roles is often preferred. Recent graduates may enter the federal Public Service at the CR-03 or CR-04 level through programs such as the Recruitment of Recent Graduates Initiative, working their way toward director-level positions over time through internal competitions and career development.
Part-Time Options
Director-level positions in the federal government are typically full-time permanent roles due to the strategic leadership and decision-making responsibilities involved. However, the Government of Canada recognizes the importance of work-life balance, and various flexible work arrangements may be negotiated on a case-by-case basis depending on operational requirements and departmental policy. Remote work options have become more common in human resources management roles, particularly for administrative and strategic planning work, though some in-person presence may be required for meetings with staff, stakeholders, and during crisis response situations.
While formal part-time director positions are uncommon, you may have access to flexible scheduling, compressed work weeks, or job sharing arrangements if both parties and management agree. Leave options such as leave without pay, parental leave, and sabbatical leave are available under the terms of your collective agreement. The DND and Treasury Board are committed to supporting employees with caregiving responsibilities and other personal needs through various work-life balance initiatives. If you are interested in flexible arrangements, these would be discussed during the hiring process and any subsequent agreement would be formalized in writing with your manager and human resources advisor.
Related Careers
No related military careers on file for this position.
