Executive Director, Workforce Planning and Development

DCAS's mission is to make city government work for all New Yorkers. From managing New York City’s most iconic courthouses and municipal buildings, to purchasing over $1 billion annually in goods and services for more than 80 City agencies what we do ensures that all agencies can deliver on their mission. Our reach touches every facet of city government and is instrumental to the successful day-to-day operations of the City of New York.

Our commitment to equity, effectiveness, and sustainability guides our work providing City agencies with the critical resources and support needed to succeed, including:
- Recruiting, hiring, and training City employees.
- Managing 55 public buildings.
- Acquiring, selling, and leasing City property.
- Purchasing over $1 billion in goods and services for City agencies.
- Overseeing the greenest municipal vehicle fleet in the country.
- Leading the City's efforts to reduce carbon emissions from government operations.

When you work at DCAS, you're not just working for one agency, but in service of them all. It's an opportunity to provide impactful support, quality customer service, and help protect the future of New York City for generations to come. Visit our website at nyc.gov/dcas to learn more about the work we do.

DCAS Human Capital (HC) is responsible for maintaining the Civil Service system for the City of New York. HC recruits and identifies the best-qualified candidates for City employment, administers Civil Service exams for positions and provides City agencies with a qualified pool of candidates to fill their hiring needs in a manner consistent with the State Constitution, Civil Service Law and laws governing equal employment opportunity. In addition, HC develops and interprets Citywide policies and programs; develops and conducts professional development and employee training programs; and oversees the City's provisional compliance, among other critical functions.

The Bureau of Workforce Operations plays a pivotal role in fortifying the City's workforce, redefining public service, and shaping employee retention strategies to ensure the City is an employer of choice for New Yorkers. This bureau provides strategic vision, oversight and management of workforce planning, development, and talent acquisition for City agencies and is also responsible for implementing diverse recruitment strategies and initiatives. In addition, this bureau oversees the Learning and Development unit, which manages organizational and executive development programs, open-enrollment, and agency-specific initiatives via a variety of delivery methods, pathways for entry into city government through internships (Public Service Corps and Summer Internship) and fellowships (Urban Fellows and Civil Service Pathways) and the Isaac Liberman Public Service & College Scholar Awards.

The Executive Director of Workforce Planning and Development will oversee the Office of Citywide Recruitment, the Citywide Recruitment, the Citywide Career Pathways Programs and Workforce Strategy. The selected candidate will provide guidance and high-level organizational support in setting and executing short- and long-term data-driven solutions that will further strengthen the City's employee base and build diverse pipelines of talent.

Under the direction and guidance of the Assistant Commissioner of Workforce Operations, with general latitude for the exercise of independent judgment and initiative, responsibilities for the Executive Director of Workforce Planning and Development will include but not be limited to the following:
- Providing leadership and direction for the Office of Citywide Recruitment, Workforce Strategy and Career Pathway Program teams.
- Serving as a recruitment subject matter expert to provide agencies with related best practices, guidance, and training.
- Identifying and managing innovative opportunities to strengthen the City's employee base through hosting citywide recruitment events, providing job seekers with hands-on assistance to learn about the city agencies and conducting career readiness seminars.
- Serving as the primary liaison with other City agencies on hiring event related issues and requests.
- Developing and implementing recruitment strategies, programs, and processes that align with the City's diverse and inclusive recruitment needs.
- Developing and maintaining relationships with key internal and external stakeholders.
- Managing the City's 55-a Program, which affords qualified persons with disabilities an entry into city government without the need to take civil service exams.
- Ensuring that City leaders and agency executives have the necessary information and tools to conduct strategic workforce planning using data analytics and reporting.
- Designing actionable metrics to gauge the success of workforce operations in attracting and retaining top talent.
- Overseeing Human Capital’s Key Performance Indicators, including management of related data in the Mayor’s Management Report (MMR) and Preliminary MMR.
- Remaining current on workforce data analytics trends and best practices as well as state, federal and local laws that directly impact the city. Providing policy recommendations consistent with such research/analyses.
- Overseeing the development of key workforce reports, including the annual Workforce Profile Report and other related tools.
- Supporting Citywide Equity and Inclusion (CEI) for EEO-related compliance reporting and supporting agencies’ workforce planning efforts/initiatives.
- Responding to ad hoc data requests from various sources.
- Administering and enhancing premier career pipeline programs that invigorate the City’s workforce and operations, including internships (the Public Service Corps and Summer Internship Programs) and fellowships (Civil Service Pathways Program and Urban Fellow).
- Overseeing executive development programs and scholarships, including the Mayor’s Graduate Scholarship Program (MGSP), which provides City government employees the opportunity to pursue advanced degrees at local colleges/universities.

Only permanent employees in the Administrative Staff Analyst title and those that are reachable on the civil service list are eligible to apply.

Please go to www.nyc.gov/jobs, or www.nyc.gov/ess for current NYC employees, and search for Job ID # 698249. No phone calls, faxes or personal inquiries permitted. Only those candidates under consideration will be contacted.

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, public health, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a Juris Doctor degree from an accredited law school, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; or in management or methods analysis, operations research, organizational research or program evaluation; or in personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management. Eighteen (18) months of this experience must have been in an executive, managerial, administrative, or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above.

2. A baccalaureate degree from an accredited college and four years of satisfactory full-time professional experience in the areas described in “1” above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in “1” above.

3. An associate degree or completion of 60 semester credits from an accredited college and six years of satisfactory full-time professional experience as described in “1” above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in “1” above.

4. A four-year high school diploma or its educational equivalent approved by a State’s department of education or a recognized accrediting organization and eight years of satisfactory full-time professional experience as described in “1” above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in “1” above.

5. A combination of education and/or experience equivalent to “1”, “2”, “3”, or “4” above. College education may be substituted for professional experience at the rate of 30 semester credits from an accredited college for one year of experience. However, all candidates must have a high school diploma and at least two years of experience as described in “1” above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in “1” above.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.