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.

Qualifications

• Bachelor’s Degree Organizational Management Business Administration, or another relevant field.
• A Master's Degree or HR certification (SPHR/PHR) is strongly preferred.
• 8+ years of progressive HR experience, with at least 4 years as a senior HR manager or equivalent level HR leader in a technology and government environment is preferred.  Experience in supporting technical teams is also preferred.
• The City may, at its sole discretion, allow a candidate's work experience to count for education requirements or accept advanced education in place of work experience.

Competencies, Knowledge, Skills and Abilities

• Must be an articulate and persuasive leader who can communicate strategic organizational concepts to a broad range of technical and non-technical staff.
• Must possess an ability to think strategically.
• Strong business acumen and communication skills are needed.
• Possess a results-oriented mindset and the ability to operate effectively in ambiguous situations is beneficial.
• Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.
• Skilled in organizing resources and establishing priorities.
• Strategic planning and advanced leadership skills.
• Ability to foster a cooperative work environment.

Additional Information

Salary Range: $110,000 - $120,000

Salary Range cannot exceed $120,000

All applications must include a cover letter. Applications without a cover letter will be considered incomplete. 

Did you know?
● We are a Public Service Loan Forgiveness Program qualified employer : 25% tuition discount program for City employees (and sometimes spouses and dependents as well) in partnership with area colleges and universities

● We offer Comprehensive health coverage for employees and their eligible dependents
● Our wellness program offers eligibility into the discounted medical plan
● Employees receive paid vacation, sick leave, and holidays
● Generous retirement savings options are available

*The successful candidate must be a city of Philadelphia resident within six months of hire
Effective May 22, 2023, vaccinations are no longer required for new employees that work in non-medical, non-emergency or patient facing positions with the City of Philadelphia. As a result, only employees in positions providing services that are patient-facing medical care (ex: Nurses, doctors, emergency medical personnel), must be fully vaccinated.

The City of Philadelphia is an Equal Opportunity employer and does not permit discrimination based on race,
ethnicity, color, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, source of income, familial status, genetic information or domestic or sexual violence victim status. If you believe you were discriminated against, call the Philadelphia Commission on Human Relations at 215-686-4670 or send an email to faqpchr @phila.gov. For more information, go to: Human Relations Website:
http://www.phila.gov/humanrelations/Pages/default.aspx