Here at the City of Atlanta, we are passionate about building and improving our community. Our Police Officers, Fire Fighters, and Building Inspectors keep our Citizens safe. Our Public Works Staff keep our City clean and help to maintain, build, and improve our City’s infrastructure. Our City planners help envision and shape future City growth. Our Parks & Recreation professionals enhance our quality of life. Our Engineers help to keep our drinking water clean, the largest airport in the world (by passenger volume) operating, and our buildings maintained. Along with the host of Finance, Procurement, and Human Resources professionals whose support is vital, we are the City of Atlanta! If you’re seeking a meaningful role where you can make a real difference improving and growing our City, we welcome you to explore the job opportunities we have to offer.
General Description and Classification Standards
Serves as the most senior executive responsible for overseeing the planning, development, implementation and administration of all the human resources functions; including: compensation and benefits, employment, training and employee relations.
Establishes operating policies; provides management coaching and guidance; builds relationships across departments and City organizations; develops and manages organizational budget. Plans for the long-term talent needs of the organization; identifies, coaches, and mentors employees for future positions; directs all the human resources functions of the City in accordance with the policies and objectives of the City as well as applicable laws, regulations and administrative rulings.
Direction received is very general and focuses on strategic objectives and is typically collaborative in nature. This is a policy-making level of management and is considered 'upper' management.
Essential Duties & Responsibilities
These are typical responsibilities for this position and should not be construed as exclusive or all inclusive. May perform other duties as assigned.
- Interacts with executive level management on a peer basis. Develops and presents new human resource program recommendations to the Mayor’s office and City Council.
- Participates in the development of the City’s plans and programs as a strategic partner particularly from the perspective of the impact on people. Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the City.
- Directs the development of staffing strategies and implementation plans and programs to identify talent within and outside the City for management level positions within the City.
- Oversees the development of compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize employee and organization partnership; may serve as trustee, plan administrator, and fiduciary for certain benefit programs.
- Develops programs to integrate diversity and inclusion strategies in recruitment, performance management, leadership assessment, and training to support the City’s equal opportunity guarantees for applicants and employees of all backgrounds.
- Assists with the development of human resource planning models to identify competency, knowledge and talent gaps and develops specific programs for the filling of the gaps; areas include talent management, succession planning programs, and training and development programs.
- Continually assesses the competitiveness of all programs and practices against relevant comparable governmental organizations, companies, industries and markets.
- Establishes credibility throughout the organization with management and employees in order to be an effective listener and problem solver of issues.
- Enhances and/or develops, implements and enforces human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the City. In particular, manages the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the City.
- Provides technical advice and knowledge to others within the human resources discipline.
- Manages the budget and other financial measures of the Human Resources Department.
- Conducts evaluation of the Human Resources Department structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth.
- Working with City legal staff, advises, negotiates, manages, and administers all employment related legal matters into which the City may enter.
Works within the City’s overall mission, short-term and mid-term objectives; applies professional standards of operation and assures the human resources function meets all legal and regulatory requirements; sets functional work methods, timetables, performance standards, etc.
Provides guidance to a varied group of managers and supervisors or may directly supervise a large staff of professionals and team leaders engaged in an organization-wide, policy-making activity. Guidance is general in nature and focuses on objectives, end results, and policies.
Knowledge, Skills & Abilities This is a partial listing of necessary knowledge, skills, and abilities required to perform the job successfully. It is not an exhaustive list.
Broad and detailed knowledge of the functions led. Knowledge of general management principles and approaches. Advanced knowledge of core technical and/or operations issues related to area of Exceptional leadership and motivational skills. Skill in identifying strategic issues and developing long-term resolutions. Ability to visualize and plan organization operations to accomplish strategic goals. Exceptional ability to build complex relationships within organization and with external constituents/partners.
The ability to lead an experienced team of leaders in an empowering and inclusive way; must be able to delegate for effectiveness and efficiency.
Responsible for the overall Performance Management process for the City, to include annual performance reviews and learning and developmental opportunities.
Minimum Qualifications – Education and Experience
Bachelor’s degree in human resources, labor relations, business or related area
12-16 years of senior professional and leadership experience in HR.
Preferred Education & Experience
Master’s degree in human resources, labor relations, business, or related area and 12 to 16 years of senior professional and leadership experience in HR, preferably with some public sector experience or exposure.
Licensures and Certifications
No licensure or certification specifically required, but incumbent would typically possess one or more recognized human resources certificates (e.g. SPHR, CCO, CBP, CEBS).