Director Of Human Resources

General Job Information

Job Summary

The position serves as Director of Human Resources for the D.C. Public Library (DCPL) and is located at the Martin Luther King Memorial Library. The mission of the DCPL is to provide environments that invite reading, learning and community discussion and to equip people with the resources they need to learn all their lives. The DC Public library is home to 500+ employees that reflect a wide range of socioeconomic, cultural and religious affiliations. Join the DC Public Library team to help build a dynamic, inclusive experience throughout the library system.

The Director of Human Resources is responsible for developing and executing human resources strategy in support of the overall business plan and strategic direction of DCPL. The position partners with and provides collaborative organizational leadership with library leadership and department heads to offer strategic human capital, organization structure, creative recruitment and retention programs that create and foster an employee-oriented, high performance culture.

The Director of Human Resources is a business-minded, dynamic HR professional who is results-oriented and partnership focused with an approach that is responsive and aligned with business strategies. The incumbent must be well versed in 21st century HR practices and plays a critical central role in developing, driving and effectively communicating the Library's comprehensive vision and strategies.

Duties & Responsibilities

• Define and execute the overall HR strategy to drive a culture of high employee engagement in alignment with the business strategy.

• Continually assess the competitiveness and equity of all programs and practices across the DCPL locations/branches and against relevant industries, regions and markets anticipating and planning for long-term HR needs and trends in partnership with Library Managers and staff.

• Develop strategic-focused recommendations for senior level staff or the head of DCPL on a wide range of human resources management policy, programs, and issues.

• Interacts with the designated chief equity officer on developing diversity, equality and inclusion related initiatives that further DCPL's strategic plan and execution of objectives.

• Translates the strategic and tactical business plans into HR strategic and operational plans.

• Develop HR success metrics that advance business strategy (e.g. succession plan readiness). Utilize a data-oriented approach to drive decisions and measure success by interpreting/analyzing agency data.

• Fosters change management to negotiate cultural change as well as identify perceived and actual barrier to change and operates as a valuable resource for all employees and Executive Leadership Team.

• Supervise and lead a team of human resources professionals in areas of HR such as position management, performance management, employee benefits, employee relations, labor relations, pay compensation, policy development, position classification, employee training and development, leave/hours of work, HR personnel systems, and recruitment and staffing.

• Define and monitor relevant HR metrics and Key Performance Indicators to proactively diagnose and address employment and operational related trends to improve HR operations and practices.

• Oversees and directs the library's strategic recruitment and selection program that includes job analysis, advertising, interviewing, testing, hiring and processing of new employees; monitors all hiring to ensure legal requirements are met and that candidates will be successful and fit the library's culture.

• Direct the DCPL compensation and performance evaluation programs, ensuring that the most highly qualified and high-performing current and future employees are recruited and retained

• Collaborate with internal and external library stakeholders to assess the need for recommended trainings on cultural competency, gender differences, disability and sexual harassment and other concerns designed to increase awareness and support of equity and inclusion values.

• Advise management and supervisory staff on disciplinary issues; directs staff who attend meetings; and conducts supervisory training in performance management.

• Oversee and participates in the adjudication and processing of complaints; investigating internal claims and external charges and coordinating the issuance of employee discipline.

• Ensure that the Library is in compliance with applicable State and Federal government laws; ensures compliance with established policies and procedures; and oversees regular HR audits.

• Actively engages all staff to further behaviors, attitudes, and policies that supports diversity, equity and inclusion.

• Work with the designated District of Columbia Diversity, Equity and Inclusion Officer to ensure that DCPL adheres and support any city-wide goals.

• Ensure compliance with applicable federal and state laws, policies and procedures (including but not limited to: Affirmative Action, Equal Opportunity, Americans with Disability Act, Section 504 of the Rehabilitation Act, etc.).

Qualifications

A Bachelor's degree from an accredited college or university in Human Resources, Business Management, Business Administration or related plus a minimum of 10 years of experience with HR principles, concepts, and practices, as well as seasoned consultative skills sufficient to provide management consultative and operating HR service involving the full spectrum of HR functions. In addition, the following is required:

• Leadership driven, verses task driven; focus at the strategic level and building relationships

• Skill in the use of written and oral communication techniques sufficient to develop and deliver briefings to high-level officials.

• Excellent interpersonal and collaborative skills and proven track record of success in working with cross-functional teams.

• Ability to effectively present complex ideas and options to a wide range of audiences in order to tactfully and persuasively sell new or modified programs and controversial changes.

• Ability to maintain strict confidentiality.

• Considerable knowledge of collective bargaining philosophy.

• Considerable knowledge of merit system philosophy and principles.

• Ability to research and analyze complex information and develop valid conclusions, recommendations, and reports.

• Ability to supervise, plan, and coordinate the work of diverse staff in order to accomplish library goals and objectives.

• Ability to respond appropriately in emergency situations and complete assignments under pressure.

• Skill in utilizing Microsoft Office, the Internet, e-mailing systems and relevant HRIS systems.

• Demonstrated experience and passion for innovation, continuous improvement, and leading cultural change within HR and across the workplace.

• Comfortable working in a culture of constant change and demonstrated track record of success in creative problem solving.

Residency Requirement

A person applying for a position in the Career Service, Educational Service, Management Supervisory Service, an attorney position in the Legal Service (series 905) other than the Senior Executive Attorney Service (SEAS), or an attorney position in the Excepted Service (series 950) who is a bona fide District resident AT THE TIME OF APPLICATION for the position, may be awarded a 10-point residency preference over non-District applicants, unless the person declines the preference points. If selected the person shall be required to present no less than 8 proofs of bona fide District residency and maintain such residency for 7 consecutive years from the effective date of the appointment. Failure to maintain bona fide District residency for the 7-year period will result in forfeiture of employment.

If the position you are applying for is in the Career, Management Supervisory, or Educational Service, if you are selected for the position and your annual salary is one hundred fifty thousand dollars ($150,000) or more, you must establish residency in the District of Columbia within one hundred eighty (180) days of the effective date of the appointment and continue to maintain residency within the District of Columbia throughout the duration of the appointment.

General Suitability Screening

This position is subject to general suitability screening; verification of employment history, reference checks and degree/license, as applicable. The appointee to the position may be offered employment contingent upon receipt of a satisfactory general suitability screening.

Enhanced Suitability Screening

The position for which the individual is applying has been identified and designated as requiring enhanced suitability screening; If tentatively selected for the position, a criminal background check, traffic record check, consumer credit check, and mandatory drug and alcohol test will be conducted (as appropriate); and the appointee to the position may be offered employment contingent upon receipt of a satisfactory enhanced suitability screening.

Employment Benefits

Selectee will be eligible for health and life insurance, annual (vacation) and sick leave and will be covered under the District of Columbia government's retirement plan. However, if selectee was previously employed in the District of Columbia government under an appointment for which he/she was eligible for Civil Service Retirement (CSR), contributions to CSR will resume upon re-employment.

Licenses and Certifications

None

Working Conditions/Environment

The work is performed in an office setting.

Other Significant Factors

Duration of Appointment: Management Supervisory Service (MSS).

MSS At-Will Statement: Positions in the Management Supervisory Service (MSS) serve at the pleasure of the appointing authority and may be terminated at any time with or without cause.

Collective Bargaining Unit: This position is not covered under a collective bargaining agreement.

Promotion Potential - None

Must be authorized to work in the U.S.

Equal Employment Opportunity

The District of Columbia Government is an Equal Opportunity Employer: all qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, genetic information, disability. Sexual harassment is a form of sex discrimination, which is also prohibited. In addition, harassment based on any of the above-protected categories is prohibited.

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