Human Resources Manager II (Special Projects Manager)

May 07 2024
City and County of Honolulu |Honolulu|Full Time
Job Description
HUMAN RESOURCES MANAGER II (SPECIAL PROJECTS MANAGER)
 

$7,694/month


Job Type: Full-Time Temporary
Location:    Fasi Municipal Building
Department:    Human Resources

Special Projects Management – Talent Acquisition/Sourcing, Retention, and Outreach

 

General Duties: 

This position will develop, manage and lead implementation of special projects relating to outreach, sourcing and retention of human resources for the City and County of Honolulu. Specifically, this position will lead transformation of the City’s initiatives to assist City departments with talent acquisition, including strategizing tactics and process improvements for identifying, attracting, and retaining talent for positions, including those critical and hard-to-fill positions unique to a department. The Special Projects Manager will perform related duties in support of the Department of Human Resources’ efforts to re-engineer its processes for attracting talent. This position will also liaise with internal stakeholders such as DHR’s Training division and Departmental personnel staff to develop, support and manage retention programs designed to decrease non-retirement separations from the City. The Special Projects Manager directly manages the Recruitment Manager and oversees the outcomes of the Sourcing and Outreach Recruitment team.

 

Specific Duties:

Talent Acquisition and Sourcing Program Development and Management

  1. Develop a vision roadmap for Talent Acquisition and Sourcing of the City’s Human Resources, including planning, directing, coordinating, evaluating and leading implementation of innovative initiatives, such as Same Day Hiring Program, to assist City departments with filling vacancies.
  2. Collaborate with DHR Recruitment and Examinations staff as well as City departmental management and personnel staff to strategically plan for talent acquisition and sourcing and integrate talent acquisition and sourcing strategies into City recruitment and hiring processes.
  3. Collaborate with DHR Training and departmental staff to provide training in talent acquisition and sourcing.
  4. Develop, craft and recommend policies and procedures, recommend modifications to existing policies, programs (such as the City’s Same Day Hiring Program, HNL Express Hire Pilot Program and Direct Hire Program), documents, rules, regulations, and/or laws; develop short- and long-term strategic plans for talent acquisition and sourcing.
  5. Manage and continually evaluate the City’s talent acquisition and sourcing strategies, develop short-and long-term goals and implement feedback mechanisms, evaluation measures and/or performance metrics; prepare regular reports on the City’s progress.
  6. Serve as an advisor and liaison to City top-level management, DHR staff and City departments in the areas of talent acquisition and sourcing.

City Retention Program

  1. Provide guidance to City agencies, managers, and supervisors on retention issues; craft and recommend policies and develop short- and long-term strategic plans to improve the City’s retention rate. Advise DHR staff as well as top-level management on execution and implementation of a comprehensive retention program.
  2. Work closely with DHR EPS, DHR training staff as well as other DHR divisions and Departmental personnel staff to ensure collaboration across the City on improving the City’s retention and integrate practices supporting retention goals into existing processes.
  3. Provide analysis and continuous evaluation of the City’s retention strategies, develop short- and long-term goals and implement feedback mechanisms, evaluation measures and/or performance metrics; prepare regular reports on the City’s progress.
  4. Collaborate with DHR Training and departmental staff to provide training in retention.

Outreach

  1. Responsible for the City’s Outreach program related to employment, including outreach through a variety of social media platforms; develop branding for the City as an employer; advise top-level management on the use of social media outreach; create and proactively manage a strategic plan for deployment of social media related to City employment.
  2. Liaise with DHR Examinations Branch and Recruitment section, ensuring that outreach activities are in alignment with hiring goals; work with EPS team to integrate practices supporting outreach goals into existing processes.
  3. Work with DHR Recruitment Staff and Training Staff to create an Outreach strategy incorporating talent acquisition goals; develop and maintain long-term relationships with organizations providing potential sourcing opportunities such as schools and professional networks; attend in-person events and represent the DHR at job fairs, community events, Town Hall or Neighborhood Board meetings, professional organization events, community groups, colleges and schools.
  4. Work in conjunction with and in support of DHR’s Information Specialist; may be tasked to act in a backup capacity as a DHR Spokesperson.
  5. Collaborate with DHR Training and departmental staff to provide training in outreach.

Other

  1. May be tasked with managing and supervising contract (non-Civil Service) DHR staff such as the Information Specialist and/or clerical support positions; direct and manage activities of subordinates and other staff to support City goals in the areas of Talent Acquisition, Retention and Outreach; manage and oversee staffs’ review and research in these areas; analyze and provide input and guidance.
  2. Work to support the City’s initiative to fully enable, implement, and utilize the NeoGov platform for recruitment, hiring, and examination of new employees; may act in a backup capacity as a Neogov Administrator.
  3. Performs other related duties as assigned.