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Human Resources Asst. Director -Talent Acquisition/Organizational Workforce Planning and Development

City of Raleigh Municipal Government, Raleigh North Carolina

Job DescriptionThe City of Raleigh Department of Human Resources seeks an innovative and forward-thinking Assistant Human Resources Director to lead a diverse team of professionals and administrative staff.
Raleigh covers an area of more than 146 square miles and is home to a growing and diverse population of over 485,000 residents. Known as the "City of Oaks" for its tree-lined streets, Raleigh is situated in the heart of North Carolina's Piedmont region, centering residents between the sandy Atlantic beaches and the Great Smoky Mountains. The City workforce of nearly 4,000 full-time and approximately 3,000 part-time, temporary employees is guided by the following organizational values: responsiveness, integrity, respect, collaboration, honesty, diversity, stewardship, and initiative.
The ideal candidate will have extensive experience and knowledge of Talent Acquisition, Organizational Development, Workforce Development Programs, Diversity and Inclusion Initiatives related policies and procedures, including but not limited to managing and overseeing organization-wide recruitment processes. This position provides leadership, guidance and direction for talent attraction, retention, employee growth and development and enhancing the organization's employee experience.
Duties and ResponsibilitiesRecruitment and Selection - Coordinates/manages the design of effective programs for attraction, selection and retention. Ensures promotional processes and systems are equitable to achieve organization goals and results. Maintains an environment that fosters sound principals for recruitment and selection that adheres to equal employment opportunity and diversity and inclusion. These practices should exemplify the desired culture and philosophies of the organization in support of the City's Strategic Plan.
Training and Development – Leads the development and implementation process of staff development programs focused on improving individual and organizational performance. Provides guidance and expertise on design and development of instructional materials for various audiences across multiple learning platforms.
Workforce Planning and Development – Identifies organizational needs and priorities through engagement, development, cultural and other surveys/assessments. Aligns through input, feedback, Human Resources Department Business Plan and Citywide Strategic Plan, resulting in emphasis and focus on work plans and desired programs. Such programs should embrace leader and supervisor development, knowledge management, career planning and opportunities, mentoring and coaching, and other courses of action to enhance and sustain a quality workforce and environment.
Leadership - Spends individual time with each division manager answering questions, providing guidance, coaching and mentoring. This includes developing performance objectives and metrics that can be regularly reviewed and adjusted as needed.
Business Plan Management - Plans, manages and administers the operations of assigned major divisions within Human Resources, coordinates and provides oversight of the implementation of divisional programs and activities, participates in policy development, strives to align divisional operations with overall business and strategic plans, mission and vision.
Administration - Makes recommendations and prepares proposals for new and improved programs based on the organization's needs and/or changes. Oversees and participates in the analysis, development and administration of assigned budget; monitors and approves expenditures and budget compliance; and recommends adjustments.
Assists the HR Director with projects, issues and follow up items with the HR Business Partners and others within the department as needed and appropriate. This also includes coordinating participation and involvement in the Benefits Committee and the PeopleSoft Center of Excellence.
Interacts regularly with external partners/vendors to assess performance and negotiate contracts. Handles any RFP processes as the need arises. 
Performs periodic audits of work being performed in each division to ensure accuracy.
Typical QualificationsEducation and ExperienceBachelor's degree in Human Resources, Public Administration or related field. Master's of Business Administration/Master's of Public Administration preferred and a minimum of fifteen (15) years of experience in responsible leadership role in Human Resources with a preference of at least 5 years in a Management or Assistant Management role or some combination.ORAn equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above, unless otherwise subject to any other requirements set forth in law or regulation.
License or Certifications SHRM-CP, SHRM-SCP and/or IPMA-CP preferredValid North Carolina Class C Driver's License with a satisfactory driving record may be required. 
Additional InformationKnowledge, Skills, and Abilities Required:  In-depth knowledge and understanding of recruitment and selection process, training and Development, Workforce Planning and Development and capabilities to lead, manage business plans, process development and navigate complex systems and structures. Excellent interpersonal and written communication skills and negotiation skills. Ability to analyze issues/problems and develop reasonable solutions. Ability to coach and counsel employees at all levels. Excellent demonstrated stand-up presentation skills. Demonstrated solid knowledge and experience with Excel spreadsheets. Experience working with PeopleSoft HRIS, HCM or similar system.
ADA and Other Requirements:Positions in this class typically require: fingering, grasping, talking, hearing, seeing and repetitive motions.
Sedentary Work:Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
Working Conditions:Work is routinely performed in an indoor, office environment.
Note:This job classification description is intended to be generic in nature. It is not necessarily an exhaustive list of all duties and responsibilities. The essential duties, functions and responsibilities and Fair Labor Standards Act (FLSA) designation may vary based on the specific tasks assigned to the position.
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