- Cultivate and sustain a qualified, high-performing workforce
- Talent acquisition and management: Establish a clear talent pipeline and manage the employee lifecycle from recruitment through professional development.
- Recruitment strategies: Focus on modernizing job postings, optimizing the applicant tracking system, and building an external brand.
- Retention and engagement: Implement regular stay interviews, succession planning, and targeted professional development pathways.
- Maximize employee value through total rewards and safety and wellness
- Benefits communication and utilization: Proactively educate employees on the full value of their total compensation package (i.e., salary, benefits, retirement, leave).
- Service delivery: Provide clear and concise information and answer questions in a timely manner related to programs and benefits.
- Program benchmarking: Assess the competitiveness of current benefits and compensation and research available programs and resources.
- Drive H.R./Risk Management operational efficiency and fiscal stewardship
- Process optimization and technology: Leverage technology to automate routine processes and reduce administrative burden.
- HR team development: Invest in staff training, certifications, and specialization and ensure the right tools and motivation are provided to operate in the most efficient and effective manner.
- Benefits cost control and management: Strategically manage total benefits expenditure and coordinate benefits insurance renewal and open enrollment.
- Claims management: Monitor and maintain coverage of workers’ compensation insurance and property/casualty insurance and focus on reducing the duration and cost of open claims while coordinating with other departments to identify hazards and promptly mitigate known issues.
- Establish a culture of safety, wellness, and proactive risk mitigation
- Culture of safety: Transition from reactive incident reporting to proactive hazard identification and near-miss documentation.
- Standardized onboarding: Ensure all new employees receive consistent, high-quality safety and risk training, including a Safety & Wellness Committee member list.
- Safety & Wellness Committee engagement: Ensure the committee drives measurable safety and wellness improvements, including holding monthly meetings with at least one representative from each department present.
- Systematic inspections: Ensure findings are tracked and remediated for annual inspections performed at all City buildings.
- Quality training and methodical tracking: Research and use appropriate training resources and ensure employee training is timely and accurately accounted for regarding quarterly department-specific safety training and mandatory annual compliance training.
- Maintain legal compliance and promote fair policy administration
- Policies and procedures: Establish, administer, interpret, enforce, and effectively communicate sound policies and practices that treat employees with dignity and respect while maintaining city compliance with local, state, and federal employment regulations in a legal landscape that exists in constant flux.
- Policy management and compliance: Conduct regular policy audits and ensure leadership is trained on policy application.
- Proactive conflict resolution: Focus on early intervention to mitigate formal grievances and litigation risk.