2H23
STRATEGIC STAFFING PROGRAM MANAGER

This is administrative public human resources work managing the City's strategic staffing process designed to identify and meet the hiring needs of client departments. An employee in this class ensures collaboration with the Office of Budget and Program Evaluation, and all Hiring Services Teams and related staff in order to develop and fulfill strategic staffing plans. The employee monitors the status of the Personnel Department's achievement of workforce plan commitments; identifies and receives requests for plan modifications; identifies conflicts in priorities that require decision-making by senior managers within or outside the Personnel Department; and is responsible for identifying service delivery problems. The employee supervises professional and support staff and is responsible for the performance and development of strategic staffing specialists, analytical and support staff. Recommending changes in service delivery approaches, identifying, planning and implementing ongoing improvements to the City’s hiring processes and making modifications to strategic staffing plans are significant aspects of the work. Work is performed under the direction of the Deputy Personnel Director or Personnel Director.

• The position in this class must manage the City's strategic staffing program.
• The position in this class must supervise a staff of analysts who serve as strategic staffing liaison with designated client departments
• Only one position will be allocated to this class in the Personnel Department.

Directs the activities of a team of staffing specialists and support personnel engaged in the management of strategic staffing plans which incorporate recruitment, selection, classification, and compensation activities for all City departments and agencies; serves as the primary liaison with client departments and unions concerning all hiring-related requests; assigns responsibility for designated departments to staffing specialists; identifies Personnel Department hiring team or individual responsible for staffing projects and assigns projects to that hiring team or individual; ensures proactive and regular communication with client departments and Personnel Department staff concerning workforce plan status.

Develops metrics and reporting formats to track the status of staffing requests, the effectiveness and efficiency of hiring services programs and activities, and to measure hiring services performance; directs the activities of staff engaged in tracking, recording and analyzing performance data; directs the monitoring of the status of the Personnel Department's achievement of strategic staffing plan commitments; prepares statistical and narrative reports documenting activities.

Analyzes and tracks employment data for critical positions in departmental portfolio, including reviewing attrition turnover rates related to retirement, separations, dismissals, etc.; reviews organization programs that are growing or diminishing in importance and reviews projected impact on staffing; reviews positions in portfolio which may be affected by technology changes, restructuring, promotions and transfers, staff productivity measurements and skill level of current staff; determines and monitors staffing metrics utilized to obtain relevant data for staffing; works with Personnel Department colleagues to identify needed recruitment and assessment activities; works with client departments and hiring team members to incorporate strategies for increasing diversity opportunities

Conducts staffing metrics analysis, such as cost-per-hire, position gap analysis, number of new hires, number of vacancies, sources of hire and attrition; evaluates future staffing needs for each department in portfolio; researches and tracks internal and external factors that impact critical positions in portfolio, including, but not limited to economic trends, technology and process improvements, competition for positions, demographics, geographic/social trends, government and legal trends, information sources on trends, workforce changes and availability, and changes in environmental culture.

Establishes and maintains contact with a diverse group of officials and administrators, union officials, employees, and personnelists; meets with client departments regularly to determine staffing needs; provides guidance on organizational development issues; identifies and receives requests for plan modification; identifies conflicts in priorities that require decision-making by senior managers within or outside the Personnel Department; identifies service delivery problems and recommends changes in service delivery approaches and revisions to the workforce plan as appropriate; negotiates changes to workforce plan priorities; trains departmental representatives in workforce planning, resource allocation and needs assessment as required; identifies and informs departmental representatives about best practices in human resources planning; assists client departments to identify long and short-term staffing priorities; acts as consultant in departmental reorganization efforts; suggests alternatives to staffing requests.

Manages the program of bi-annual staffing meetings with all departments; participates in joint human resources-budget planning meetings; confers with hiring services managers in preparation for meetings; schedules the attendance of appropriate Personnel Department staff.

Develops and conducts training programs explaining strategic staffing principles, practices, techniques, and procedures for departmental managers and human resources representatives; develops and conducts training programs in other human resources functions as assigned.

Selects and trains subordinate staffing specialists and support personnel; assigns and prioritizes subordinates' work to provide the most efficient and timely service to City departments and agencies; reviews subordinates' work to ensure technical competence and adherence to personnel policies, procedures, practices and standards; directs training of new employees; arranges outside training for subordinates when required.

Directs preparation of Civil Service Commission public meeting agendas; gathers preliminary classification and pay information for presentation at pre-agenda meetings; develops schedule of presenters; presents agenda at public meetings; directs preparation of information on items approved by the Civil Service Commission for review by the Administrative Board.

Performs related work as required.

KNOWLEDGE OF:
• Human resource management principles and best practices.
• Standard practices and current developments in the fields of classification, compensation, organizational analysis, job placement, assessment development and administration, recruitment, training, and labor relations, as required by job assignment.
• Policy, procedures and regulations governing the civil service merit system.
• City of Philadelphia Home Rule Charter and Civil Service regulations.
• Structure and functions of City of departments and agencies which comprise city government.
• Labor contracts and arbitration awards affecting staffing services.
• Federal and state legislation relevant to staffing services.
• Strategic and long range planning principles, practices and techniques
• Operational and human resources analysis required to evaluate, revise and develop staffing plans and services for client departments.
• Supervisory principles, practices and procedures, including performance management approaches for individuals and teams.
• Professional and legal standards for employment selection.
• Standard computer software packages used for word processing, spreadsheets, database management and presentations and Personnel Department specific information systems.
ABILITY TO:
• Ensure that organization's activities, services, or products reflect higher management policies.
• Evaluate requests to fill positions, hire new employee, and revise class specifications and pay rates
• Work with clients to identify their expectations, set standards for services and integrate client expectations into the delivery of services.
• Encourage regular communication with clients to ensure their needs are met.
• Respond to inquiries and requests from outside the organization.

EDUCATION

Completion of a bachelor's degree at an accredited college or university.

AND
GENERAL EXPERIENCE:

Two years of public human resources experience.

AND
SPECIFIC EXPERIENCE:

Two years of public human resources experience in hiring services at the full performance level in a central personnel agency or in a departmental personnel program preparing departmental workforce plans.

AND


Two years of public human resources experience at the advanced or supervisory level, with responsibility for coordinating the development of strategic staffing plans for several City departments.

A master's degree in human resources, industrial psychology, or closely related field may be substituted for one year of general experience.

PHYSICAL AND MEDICAL REQUIREMENTS

Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.