What are the responsibilities and job description for the Staff Engagement & Development Program Manager position at City of New York?

Company Description

Job Description

THE AGENCY

The Department of City Planning (DCP), through extensive community engagement, plans for the strategic growth and development of the City, develops citywide and neighborhood land use policies and zoning regulations, and shares its perspectives on growth and community needs with sister agencies in collaboration with the Office of Management and Budget (OMB).

The New York City Department of City Planning is a great place to work - cultivating intellectual inspiration, professional development and creativity. Visit our website at www.nyc.gov / planning to access the full listing of job opportunities and to learn more about our great agency.

THE DIVISION

The Human Capital Division within the Department of City Planning is seeking a Staff Engagement & Development Program Manager to be part of the Professional Development & Training team responsible for the development of strategies and initiatives to support the employees of this fast-paced agency. We are a diverse, results-driven and tight-knit team looking for someone who will bring their professionalism, skills and experience to add to the team's success in finding ways to innovate and drive Human Capital outcomes as business partners to the agency. We have a strong feedback culture and value the following competencies : self-driven, reflective / accepts feedback, collaborative, results-oriented, effective and a positive attitude. We recognize the contributions of each individual and appreciate those with a willingness to learn with a desire to grow and level-up on the work that we do.

THE ROLE

The Staff Engagement & Development Program Manager will lead the agency's staff retention strategies, support professional development and recognition efforts, develop the agency's hiring pipeline by building partnerships with schools and professional organizations and track the agency's efforts to grow diversity across underrepresented demographics and participate in equity and inclusion initiatives with our EEO office.

The ideal candidate is a natural multi-tasker, a critical thinker, and effective with time management. Working with DCP differs from most NYC agencies due to our size. As member of a small but mighty agency of ~350 staff you will have access to the full scope of navigating Human Capital initiatives working directly with staff and division leadership across the agency to identify and support retention and hiring needs. This is the perfect opportunity for a self-starter coming from either a background in planning or with experience working as part of a Human Capital or Human Resources team. Your growth and development will directly impact the lives and growth of staff through the agency.

Staff Satisfaction & Retention expectations- Collect and track feedback on staff engagement and inclusion to provide input and recommendations regarding opportunities to improve employee satisfaction and retention.

Retention responsibilities include but are not limited to the following :

Lead, track and share the results of the annual staff engagement survey and make recommendations to address gaps.
Collect direct feedback through coordinating and conducting staff focus groups and assisting with exit interviews.
Develop and execute retention programs to support DCP efforts.
Support agency relationships with employee-led resource groups to understand their needs and concerns and share feedback and recommendations with Human Capital Leadership and Executive Team.
Meet with staff members to coach and discuss career paths and professional development opportunities.
Support agency divisions' legacy planning efforts.
Provide support and training as needed to employees in various HC related topics, including but not limited to recruitment protocols, training options, and civil service exams and rules.
Leverage and create where needed, up-to-date reporting quantitative and qualitative metrics on outcomes to leadership (surveys, detailed outcomes, charts, etc.).

Recruitment & Diversity expectations - Drive recruitment outreach (i.e., Universities, American Planning Association, Medium, LinkedIn, other social media, etc.); coordinate internal and external recruitment networking initiatives and outreach with DCAS pipeline programs, high school, university and industry partners to increase awareness of the planning profession and DCP's pipeline of candidates.

Recruitment responsibilities include but are not limited to the following :

Identify and manage recruitment event planning and logistics, including but not limited to attending and coordinating career fairs (virtual and in-person), interview dates, networking events (including occasional evening meetings), to attract prospective candidates and increase recruitment and diversity outcomes

Coordinate and track recruitment marketing and advertising, leveraging social media, college and university partnership and other external recruitment channels

Lead recruitment and coordination of DCP's annual Summer Internship Program and bi-annual Fellowship Program

Respond to recruitment inquires and send periodic internal and external emails regarding active postings and professional development opportunities

Support the agency's hiring process, developing compelling job postings to ensure broad outreach, confirming fit between minimum requirements and tasks and standards, reviewing structured interview questions, and supporting / participating in civil service hiring pools.

Staff Engagement & Inclusion expectations- Monitor and drive the coordination of non-EEO mandated, agency specific professional development and inclusion activities. Support the logistics and coordination of employee led professional development sessions, including but not limited new hire orientations, racial equity programming and training, and supervisory training.

Inclusion workstream includes but not limited to the following responsibilities :

Support and strengthen our onboarding program with an eye for inclusiveness and belonging; ensuring new staff members are effectively and seamlessly onboarded and immediately provided with training and resources to perform their work efficiently

Drive the scheduling, coordination and delivery of New Hire Orientations across divisions and internal HC stakeholders

Lead and support the logistics and coordination of DCP-developed training sessions such as employee-led lunch and learns

Supported by Human Capital and the DCP Executive Office, drive diversity-related initiatives that encourage diversity, equity, inclusion, and belonging in the development and implementation of workforce policies, initiatives, and organizational outcomes.

Research, track, and lead the coordination of DCP racial equity training.

Support coordination of Learning and Development for new hires and existing staff alongside relevant staff

Prepare staff surveys and track the performance and impacts of new and ongoing professional development programs

Ensure adherence to DCP's equity and inclusion goals

PREFERRED SKILLS :

2-4 years proven experience being accountable for the full life-cycle coordination of key recruitment and training coordination initiatives to include strategy, communications, implementation, survey creation and reporting out of outcomes

Strong written and verbal communication skills with the ability to organize and synthesize content to a variety of audiences (leadership, employees, external stakeholders, etc.)

Demonstrated professionalism, discretion and passion for working in fields of human resources, talent management and Public Service

History of being a team player and generating creative ideas and initiatives towards promoting positive and celebratory culture within your team and across the organization

Ability to network and build relationships

Comfort with speaking in front of audiences

Ability to learn quickly and historical success in learning and supporting recruitment and training efforts in new industries

Experience coordinating and leveraging social media and marketing channels towards recruitment efforts

Successful history of working in a high-performance and self-driven culture navigating the appropriate sense of urgency, attention to detail and expectation of meeting set deadlines

Experience with managing senior-level and multi-generational stakeholder relationships internally and external to the organization

Experience creating compelling data reports and PowerPoint presentations using advanced Excel functions and tools including queries, Pivots, VLOOKUP and index matches

Outstanding knowledge of MS Office applications (Excel, Outlook, MS Teams, OneDrive, PowerPoint)

Qualifications

1. A baccalaureate degree from an accredited college or university and two years of satisfactory full-time experience in city planning; or

2. A satisfactory combination of education and / or experience that is equivalent to "1"" above. Graduate

education in city planning, urban planning, urban design, architecture, landscape architecture, transportation engineering, public administration, economic development or related fields may be substituted for experience on the basis of 30 graduate semester credits from an accredited college for one year of experience. However, all candidates must have a baccalaureate degree.

Special Qualification Requirements

Assignment Level III

To be eligible for placement in Assignment Level III, individuals must have, after meeting the minimum requirements, one additional year of professional experience as described in "2" above.

Assignment Level IV

To be eligible for placement in Assignment Level IV, individuals must have, after meeting the minimum requirements, two additional years of professional experience as described in "2" above.

Additional Information

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.

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