Director of Organizational Management

The Director, Organizational Management, will serve as a strategic partner to OIT senior technology and engineering leadership, aligning people strategies with business objectives to drive organizational effectiveness, innovation, and growth. You will act as a trusted advisor, leading a full range of organizational initiatives to build a high-performing and inclusive culture for the City’s rapidly scaling technology organization.

Essential Functions

1. Strategic Organizational Leadership

Executive Partnership: Advise and coach senior technology leaders on complex organizational matters, offering data-driven insights that inform strategic decisions.

Organizational Design: Lead large-scale transformation and workforce structuring initiatives to enhance agility, scalability, and operational efficiency.

Organizational Strategy Integration: Translate business goals into actionable HR plans, including compensation planning, and succession planning. Oversee the performance management process for all 700+ OIT staff, ensuring timely, equitable, and goal-aligned evaluations.

Resource Alignment: Collaborate with the CIO and CFO to manage resource planning (PERs) and ensure OIT teams are properly staffed to meet operational demands.

Policy Alignment: Partner with the Policy & Compliance Division to ensure all HR practices align with labor regulations and diversity goals.

Metric-Based Leadership: Foster a culture of metric-based management and leadership, ensuring that decisions, coaching, and accountability are grounded in measurable outcomes and aligned with organizational priorities.

2. Talent Management and Development

Talent Strategy: Develop and execute citywide recruitment and retention strategies tailored to critical and hard-to-fill roles, in partnership with the Talent Acquisition Specialist.

Workforce Planning: Oversee full lifecycle talent management—including forecasting, acquisition, engagement, and succession planning.

Recruitment Operations: Supervise recruiters and onboarding specialists to ensure consistent, high-quality hiring processes across divisions.

Onboarding Management: Ensure onboarding completion rates are tracked and met within 30/60/90-day benchmarks, supporting early engagement and productivity.

Professional Development: Lead the creation and deployment of training, mentorship, and career progression programs.

Learning Systems: Maintain and evaluate Learning Management System (LMS) usage and performance metrics.

Performance Management Tools: Oversee the development and implementation of tools that align employee goals with organizational priorities. 

Leadership Coaching: Provide coaching and feedback to managers to strengthen leadership capabilities and foster a culture of continuous learning.

3. Culture and Employee Experience

Culture Champion: Promote organizational values into all cultural and engagement strategies.

Employee Engagement: Design and implement programs that enhance productivity, collaboration, and satisfaction across the workforce.

Change Management: Support employees through organizational change initiatives with empathy and clarity.

Employer Branding: Partner with Communications to strengthen the City’s employer brand and employee value proposition (EVP).

Onboarding & Orientation: Supervise HR teams responsible for onboarding and orientation to ensure a seamless and inclusive new hire experience.

4. Data-Driven Decision-Making

Organizational Analytics: Monitor and analyze workforce data—including retention trends, exit data, and hiring metrics—to guide strategic decisions.

Recruitment Metrics: Track and improve time-to-fill, cost-per-hire, and recruitment efficiency ratios.

Retention Insights: Analyze voluntary turnover and vacancy duration to identify risks and recommend proactive solutions.

Diversity Metrics: Measure diversity hiring rates and inclusive representation across departments and leadership levels.

Training Metrics: Evaluate training satisfaction, participation, and completion rates.

Onboarding Benchmarks: Track onboarding completion within 30/60/90-day milestones to ensure early engagement and integration.

Manager Feedback: Assess manager satisfaction with recruitment, onboarding, and training support to continuously improve services.

Internal Mobility: Track internal promotion rates and leadership pipeline readiness to support succession planning.