Director of Organizational Management

City of Philadelphia • Philadelphia, PA

3d • $110,000 - $120,000

About The Position

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.

Requirements

• Bachelor’s Degree Organizational Management Business Administration, or another relevant field.
• 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.
• 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.

Nice To Haves

• A Master's Degree or HR certification (SPHR/PHR) is strongly preferred.
• Experience in supporting technical teams is also preferred.

Responsibilities

• Advise and coach senior technology leaders on complex organizational matters, offering data-driven insights that inform strategic decisions.
• Lead large-scale transformation and workforce structuring initiatives to enhance agility, scalability, and operational efficiency.
• 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.
• Collaborate with the CIO and CFO to manage resource planning (PERs) and ensure OIT teams are properly staffed to meet operational demands.
• Partner with the Policy & Compliance Division to ensure all HR practices align with labor regulations and diversity goals.
• 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.
• Develop and execute citywide recruitment and retention strategies tailored to critical and hard-to-fill roles, in partnership with the Talent Acquisition Specialist.
• Oversee full lifecycle talent management—including forecasting, acquisition, engagement, and succession planning.
• Supervise recruiters and onboarding specialists to ensure consistent, high-quality hiring processes across divisions.
• Ensure onboarding completion rates are tracked and met within 30/60/90-day benchmarks, supporting early engagement and productivity.
• Lead the creation and deployment of training, mentorship, and career progression programs.
• Maintain and evaluate Learning Management System (LMS) usage and performance metrics.
• Oversee the development and implementation of tools that align employee goals with organizational priorities.
• Provide coaching and feedback to managers to strengthen leadership capabilities and foster a culture of continuous learning.
• Promote organizational values into all cultural and engagement strategies.
• Design and implement programs that enhance productivity, collaboration, and satisfaction across the workforce.
• Support employees through organizational change initiatives with empathy and clarity.
• Partner with Communications to strengthen the City’s employer brand and employee value proposition (EVP).
• Supervise HR teams responsible for onboarding and orientation to ensure a seamless and inclusive new hire experience.
• Monitor and analyze workforce data—including retention trends, exit data, and hiring metrics—to guide strategic decisions.
• Track and improve time-to-fill, cost-per-hire, and recruitment efficiency ratios.
• Analyze voluntary turnover and vacancy duration to identify risks and recommend proactive solutions.
• Measure diversity hiring rates and inclusive representation across departments and leadership levels.
• Evaluate training satisfaction, participation, and completion rates.
• Track onboarding completion within 30/60/90-day milestones to ensure early engagement and integration.
• Assess manager satisfaction with recruitment, onboarding, and training support to continuously improve services.
• Track internal promotion rates and leadership pipeline readiness to support succession planning.

Benefits

• 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

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Number of Employees: 5,001-10,000 employees