City and County of San Francisco Hiring for People, Science, and Strategy Manager – Human Resource Services – SFPUC (0923) at San Francisco, California Full Time

Job Description

About Enterprise Workforce Planning

We are Enterprise Workforce Planning (EWP), a team within Human Resource Services at the SFPUC. We were founded in 2014 to address changing workforce needs and succession planning issues at the SFPUC. We strive to create a workplace with thriving, diverse, and engaged employees using innovative, behavioral science-based consulting to the SFPUC.

Our goals:

1. Implement a competency framework to align all talent management practices

2. Establish an organization-wide workforce planning process to address workforce gaps across the SFPUC

3. Increase employee engagement and build a culture of high-performance and inclusivity

4. Expand our internal consulting in the areas of talent management, organizational effectiveness, and diversity, equity, and inclusion

5. Provide business and talent insights to build a culture of data-based decision making

POSITION DESCRIPTION

WE ARE LOOKING FOR INDIVIDUALS WHO:

Are experienced with behavioral research concepts/principles, workforce analytics, and data-driven decision-making

Think strategically and adeptly build relationships and support to achieve organizational goals

Cultivate a culture of innovation, inclusiveness, and high-performance

As the Enterprise Workforce Planning Manager, you will:

Direct the strategy and activities of the Enterprise Workforce Planning (EWP) team, including development and implementation of a variety of critical workforce programs and initiatives in the areas of competency modeling, workforce planning, employee experience/engagement, workforce analytics, and other strategic talent management initiatives. The EWP Manager will partner with HRS leaders, business leaders, and other workforce development professionals across the agency to align efforts to build a sustainable workforce that meet the SFPUCs current and future needs.

Specic duties will include:

Plans, assigns, and evaluates staff performing professional and technical work in the areas of competency modeling, workforce planning, employee experience/engagement, workforce analytics, and other strategic talent management initiatives

Builds, develops, and retains high-performing and motivated staff to carry out the teams strategic goals and initiatives

Coordinates the development of new workforce planning tools and processes, working with business leaders to pilot and implement across the organization

Develops and monitors project and change management plans for long-term, strategic initiatives

Directs the team to serve as internal consultants to HRS to improve and align processes to research, best practices, and a competency-based framework

Collaborates with internal partners to build foundational structures, systems, and tools to establish a workforce analytics function, and ensure data-driven decisions within HRS and at the SFPUC

Builds cross-functional relationships across the SFPUC and with other City departments to ensure success of projects

Directs the strategy for implementation and continuous improvement of the SFPUCs competency framework

Establishes an Engagement program at SFPUC to ensure a positive employee experience, building out the program to include areas such as diversity and inclusion, manager effectiveness, etc.

Drives the successful implementation of new talent management technologies

Provide research and best-practice based consultation to SFPUC Executive Team to address complex, long-term talent management/workforce planning/organizational development needs, leveraging the competency framework when appropriate

Oversees research activities, including guiding staff in establishing new data collection methods and providing data analysis and recommendations, to support workforce analytics, competency modeling, engagement, and special projects

Directs the development of new communication strategies to promote transparency of project work and talent management practices

Establishes performance measures for all programs and initiatives to continually assess progress and effectiveness, as well as to adjust program direction

Oversees and delivers effective and engaging presentations to executive and other diverse audiences

Directs the allocation of resources to achieve timely outcomes and measurable goals within budget

Participates in budget development by providing detailed justication and persuasive arguments for proposals or initiatives