Deputy Director, Strategic Partnerships/Chief of Staff

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Job description

Job Description

Position Summary:

The Deputy Director of Strategic Operations provides strategic and operational support to the Chief Human Resources Officers (CHRO) of the City of Philadelphia. This role is responsible for enhancing the efficiency and effectiveness of the Office of Human Resources by overseeing key functional areas such as exempt compensation, recruitment, and the medical evaluation unit. The Deputy Director ensures the alignment of HR initiatives with the City's strategic goals, drives process improvements, and fosters a culture of continuous development and excellence.

The Deputy Director partners closely with the Mayor's Office, City Council, department heads and commissioner to design and advance an HR strategic vision that improves the delivery of various programs and initiatives for the City of Philadelphia. This role serves as a catalyst for information sharing across the City to drive critical decision making and leadership through change. An employee in this role is responsible for creating strong partnerships with Departmental HR Leadership to provide support and ensure quality people services are provided throughout the organization.

Essential Functions:

1. Executive Support:

Serve as the principal advisor and strategic partner to the CHRO, facilitating the execution of HR strategies and initiatives.

Providing expert guidance to the CHRO on matters pertaining to policy, strategy, and operations.

Prepare and review presentations, reports, and other documents for the CHRO.

Proactively identifying opportunities for process improvements and efficiencies within the Office of Human Resources and throughout city departments and agencies, streamlining workflows to enhance productivity and effectiveness.

Works in close partnership with the Deputy Director's of Human Resources to ensure cohesive leadership and alignment across the department.

Leads and conducts data analysis on various topics related to HR to inform strategic decision-making and enhance HR-practices.

2. Workforce Development:

Oversee the design and implementation of workforce development programs to enhance employee skills and career growth.

Collaborate with city departments to identify and address training needs, promoting continuous learning and development.

Evaluate the impact of workforce development initiatives and refine programs based on feedback and performance data.

3. Recruitment:

Direct the development of comprehensive recruitment strategies to attract and retain top talent for the City of Philadelphia.

Ensure the recruitment process is efficient, transparent, and aligned with the City's diversity and inclusion goals.

Build and maintain relationships with educational institutions, professional organizations, and other key recruitment sources.

4. Medical Evaluation Unit:

Oversee the Medical Evaluation Unit, ensuring the medical onboarding process for new employees is efficient and compliant with policies and regulations.

Coordinate with the Medical Evaluation Unit and other external stakeholders to manage medical evaluations and clearances.

Address any issues or delays in the medical evaluation process to ensure timely employee integration.

5. Administrative Oversight:

Manage the daily operations of the Office of Human Resources, implementing policies and procedures to enhance operational efficiency.

Oversee budget planning, financial management, and resource allocation for the department.

Ensure compliance with local, state, and federal employment laws and regulations.

6. Communication and Stakeholder Engagement:

Serving as a liaison between the CHRO and internal/external stakeholders, cultivating strong relationships and facilitating communication to support collaborative decision-making and organizational alignment.

Prepare communications, reports, and presentations for diverse audiences, including senior leadership, department heads and City Council.

Promote a collaborative and inclusive work environment within the Office of Human Resources.

Coordinates key projects and initiatives, ensuring seamless execution and consistent communication across all HR functions.

Required Competencies, Knowledge, Skills, and Abilities:

Knowledge:

Public Sector Management: Knowledge in developing, interpreting, and implementing policies that align with goals and needs

Strategic Planning: Knowledge of strategic planning processes and how to align HR initiatives with organizational goals.

Organizational Development: Understanding of organizational development principles, including change management, talent management, and performance improvement.

Data Analysis and Reporting: Proficiency in data analysis, report writing, and the ability to interpret complex information to inform strategic decisions.

Skills:

Leadership and Management: Strong leadership skills with the ability to manage cross-functional teams and drive organizational change.

Communication: Excellent verbal and written communication skills, with the ability to prepare and present high-level reports and presentations.

Interpersonal Skills: Exceptional interpersonal skills, capable of building and maintaining relationships with internal and external stakeholders.

Project Management: Advanced project management skills, including the ability to manage multiple initiatives simultaneously and deliver results on time and within budget.

Analytical Thinking: High-level analytical skills, with the ability to conduct in-depth analyses and develop actionable insights.

Problem-Solving: Strong problem-solving abilities, capable of addressing complex HR challenges and identifying effective solutions.

Time Management: Excellent time management and organizational skills, ensuring efficient prioritization and execution of tasks.

Abilities:

Strategic Partnering: Ability to serve as a strategic partner to the CHRO and Deputy Director of Human Resources, providing expert guidance and support.

Decision-Making: Capacity to make informed decisions that align with organizational goals and HR best practices.

Process Improvement: Ability to identify opportunities for process improvements and implement changes to enhance operational efficiency.

Confidentiality: Demonstrated ability to handle sensitive information with the utmost discretion and professionalism.

Collaboration: Ability to work collaboratively with diverse teams and stakeholders, fostering a culture of inclusiveness and teamwork.

Adaptability: Ability to adapt to changing priorities and demands, maintaining a high level of effectiveness in a dynamic environment.

Leadership Development: Capacity to mentor and develop leadership within the HR department, supporting continuous professional growth and development.

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