Company Description

A best-in-class city that attracts best-in-class talent, Philadelphia is an incredible place to build a career. From our thriving arts scene and rich history to our culture of passion and grit, there are countless reasons to love living and working here. With a workforce of over 30,000 people, and more than 1,000 different job categories, the City of Philadelphia offers boundless opportunities to make an impact.

As an employer, the City of Philadelphia values inclusion, integrity, innovation, empowerment, and hard work above all else. We offer a vibrant work environment, comprehensive health care and benefits, and the experience you need to grow and excel. If you’re interested in working with a passionate team of people who care about the future of Philadelphia, start here.

What we offer

• Impact - The work you do here matters to millions. 
• Growth - Philadelphia is growing, why not grow with it? 
• Diversity & Inclusion - Find a career in a place where everyone belongs.
• Benefits - We care about your well-being.

Agency Description

The Office of Human Resources (OHR) is an independent department that provides comprehensive human resources services in collaboration with City departments, agencies, boards, and commissions to attract and keep a talented and diverse workforce for the City of Philadelphia.

The City employs over 28,000 people in more than 1,000 different job categories. We are committed to developing careers that make a difference in the lives of others.

Our office:

• Promotes employee growth and development.
• Ensures a supportive work environment.
• Provides education and training programs.
• Manages employee benefits.

Makes sure employees understand City policies.

Job Description

Position Summary

The HR Manager will oversee human resources functions across a designated cluster within the City of Philadelphia, supporting the Office of Human Resources, the Department of Commerce, and the Office of the Chief Administrative Officer. Reporting to the Chief Human Resources Officer in the Office of Human Resources, this role is responsible for aligning HR practices with organizational objectives, providing strategic guidance, and ensuring consistency and compliance across all three departments. The HR Manager will lead a team with direct reports in each department, focusing on effective HR service delivery, workforce development, employee engagement, and policy implementation.

Essential Functions

1. Labor Relations:

• Serve as the primary point of contact for union-related issues within the department, addressing grievances, mediating disputes, and facilitating conflict resolution processes.
• Support labor negotiations by providing data analysis, preparing reports, and participating in collective bargaining sessions to align labor agreements with organizational objectives.
• Ensure compliance with collective bargaining agreements and labor laws, advising management on contract interpretation and best practices for labor relations.
• Conduct investigations related to employee complaints or disputes, preparing thorough documentation and recommending appropriate actions to resolve issues.

2. Training and Development:

• Evaluate the effectiveness of training programs through feedback and performance metrics, making adjustments to improve future sessions.
• Collaborate with department heads to identify training needs and develop professional development plans that align with career progression and workforce readiness.
• Facilitate new employee orientation sessions to ensure all new hires are well-informed about policies, safety protocols, and organizational values.

3. Classification and Compensation:

• Conduct job analysis to determine appropriate classifications, ensuring positions are aligned with organizational structures and compensation standards.
• Provide guidance on job descriptions, ensuring they accurately reflect position responsibilities, qualifications, and required competencies.

4. Payroll Administration:

• Oversee payroll processing for the department, ensuring accuracy in payroll deductions, benefits, and employee payments.
• Collaborate with Finance to address budget impacts of payroll changes, such as pay raises or new hire expenses.
• Serve as a resource for employees with payroll-related questions, providing clear explanations of deductions, pay adjustments, and time-off balances.

5. Safety and Risk Management:

• Respond to workplace incidents by investigating the cause, documenting findings, and recommending preventive measures to reduce future risks.
• Stay informed of occupational safety regulations and ensure the department complies with all OSHA standards and city safety policies.

6. Employee Selection:

• Coordinate the recruitment and selection process, including job postings, resume screening, interviews, and candidate assessments.
• Develop standardized interview questions and evaluation criteria to ensure consistent, equitable selection practices.
• Ensure all selection processes are compliant with employment laws, internal policies, and equal opportunity practices.

7. Affirmative Action and Diversity:

• Monitor compliance with equal employment opportunity (EEO) guidelines, preparing and submitting required reports.
• Analyze workforce demographics to identify underrepresented groups and develop targeted recruitment strategies to attract a diverse talent pool.
• Collaborate with department leadership to foster an inclusive workplace culture that supports affirmative action goals and organizational diversity initiatives.

8. Recruitment:

• Oversee the full-cycle recruitment process, from identifying hiring needs and posting positions to onboarding selected candidates.
• Utilize sourcing strategies to attract a diverse range of qualified candidates, including outreach to community organizations, job fairs, and online platforms.
• Coordinate and conduct interviews, working with hiring managers to ensure an effective and timely hiring process.
• Track and report on recruitment metrics, such as time-to-hire, applicant diversity, and candidate satisfaction, to assess the success of recruitment efforts.

Required Competencies, Knowledge, Skills, and Abilities

Knowledge:

• Labor Relations: Comprehensive understanding of labor relations practices, including contract negotiation, grievance handling, and working within collective bargaining agreements. Familiarity with public sector labor laws and regulations.
• Training & Development: Knowledge of adult learning principles and training methodologies for effective employee training and development. Experience in designing, delivering, and evaluating training programs to meet organizational needs.
• Classification & Compensation: Knowledge of job classification principles, salary structures, and compensation best practices. Understanding of internal equity, pay-for-performance, and budget alignment.

• Payroll Administration: Familiarity with payroll processes, systems, and related regulations, ensuring timely and accurate payroll management. Awareness of payroll tax compliance, benefits deductions, and public sector nuances.
• Safety & Risk Management: Understanding of occupational health and safety regulations, risk mitigation strategies, and injury prevention practices. Experience in safety training, risk assessment, and policy implementation.
• Employee Selection: Knowledge of selection processes, interview techniques, and best practices for equitable and effective candidate assessment. Familiarity with behavioral interviewing, assessment tools, and evaluation methods.
• Affirmative Action: Familiarity with affirmative action programs, compliance requirements, and diversity initiatives within a public sector context. Understanding of Equal Employment Opportunity (EEO) and strategies to foster workplace inclusivity.
• Recruitment: Strong understanding of recruitment processes, sourcing techniques, and hiring strategies to attract a diverse talent pool. Knowledge of applicant tracking systems (ATS) and candidate experience best practices.

Skills:

• Interpersonal & Communication: Excellent verbal and written communication skills to effectively interact with employees, union representatives, and stakeholders at all levels. Skilled in conflict resolution and negotiation.
• Analytical Thinking: Strong analytical skills for interpreting data, identifying trends, and making informed decisions in labor relations, compensation, and other HR functions.
• Project Management: Ability to manage multiple HR initiatives, ensuring timely completion of recruitment, training, and program implementation projects.
• Data Analysis & Reporting: Proficiency in using HRIS systems, payroll software, and data analysis tools. Ability to generate and interpret reports to inform workforce planning, diversity, and performance initiatives.
• Training Delivery: Skilled in facilitating workshops, safety sessions, and development programs, using engaging and accessible training techniques.
• Problem-Solving: Strong problem-solving skills for resolving HR issues, mediating disputes, and implementing effective solutions in labor relations, risk management, and recruitment.

Abilities:

• Relationship Building: Ability to build and maintain positive relationships with employees, union representatives, and department leaders to foster a collaborative work environment.
• Adaptability: Flexibility to respond to changing HR needs, regulations, and organizational goals, particularly in a multi-departmental public sector setting.
• Cultural Competency: Ability to work effectively within a diverse workforce and demonstrate cultural awareness in recruitment, training, and employee relations efforts.
• Strategic Planning: Capacity to develop and implement HR initiatives aligned with department goals, with a focus on long-term workforce sustainability and affirmative action goals.
• Attention to Detail: Ability to ensure accuracy in payroll, classification, compensation analysis, and compliance reporting.
• Independent Decision-Making: Confidence in making independent HR-related decisions while aligning with organizational policies and legal guidelines.

Qualifications

Bachelor’s degree in Human Resources, Business Administration, Public Administration, or a closely related field.

Master’s degree or HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is preferred.

At least four years of progressive experience in human resources.

We value diverse experiences and are open to flexible qualifications. If you are passionate about this role and meet some of the key criteria, we encourage you to apply.

Additional Information

TO APPLY: Interested candidates must submit a cover letter and resume.

Salary Range: $88,000 - $110,000 

Discover the Perks of Being a City of Philadelphia Employee:

• Transportation: City employees get unlimited FREE public transportation all year long through SEPTA’s Key Advantage program. Employees can ride on SEPTA buses, subways, trolleys, and regional rail for their daily commute and more.
• Parental Benefits: The City offers its employees 6 weeks of paid parental leave.
• 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
• Pay off your student loans faster - As a qualifying employer, City of Philadelphia employees are eligible to participate in the Public Service Loan Forgiveness program. Join the ranks of hundreds of employees who have already benefited from this program and achieved student loan forgiveness.
• Unlock Tuition Discounts and Scholarships - The City of Philadelphia has forged partnerships with over a dozen esteemed colleges and universities in the area, ensuring that our employees have access to a wide range of tuition discounts and scholarships. Experience savings of 10% to 40% on your educational expenses, extending not only to City employees but in some cases, spouse and dependents too!

Join the City of Philadelphia team today and seize these incredible benefits designed to enhance your financial well-being and personal growth!

*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