Assistant Deputy Director of Employee Relations and Organizational Culture - Operations Director I

THIS IS A NON-CIVIL SERVICE POSITION

CITY OF BALTIMORE, DEPARTMENT OF HUMAN RESOURCES

ASSISTANT DEPUTY DIRECTOR OF EMPLOYEE RELATIONS AND ORGANIZATIONAL CULTURE - OPERATIONS DIRECTOR I

SALARY RANGE: $122,569.00 - $202,068.00, Annually

Get to Know Us

Welcome to the City of Baltimore! Experience the reward of a fulfilling career and enjoy the added element of excitement in a vibrant, diverse atmosphere. The City of Baltimore offers limitless opportunities to help drive social impact, both on the job and in the community, while serving its citizens. Join us in making Baltimore a great place to live and work. In the City of Baltimore, we hire great people and provide them with the skills and opportunities to grow toward their career aspirations. If you are looking for a career change or interested in learning more, explore our opportunities. We are excited to have you as a part of the City of Baltimore Team! The city offers medical, prescription drug, dental, vision, optional life, AD&D, and FSA plans. This office also supplies wellness programs, support groups, and workshops. You can learn about our benefits here:  https://humanresources.baltimorecity.gov/hr-divisions/benefits.

JOB SUMMARY

The City of Baltimore's Department of Human Resources (DHR) is seeking a strategic, relationship-driven Assistant Deputy Director of Employee Relations and Organizational Culture (Operations Director 1) to help lead citywide efforts that strengthen trust, accountability, and engagement across Baltimore's workforce. Reporting directly to the City’s Director/Chief Human Capital Officer, this role serves as a key advisor and thought partner to agency leaders, HR liaisons, and DHR colleagues, translating policy and best practice into practical, consistent approaches that work across the City's diverse departments.

The Assistant Deputy Director is a key member of the Department’s Senior Executive Leadership Team and is responsible for advancing components of the Department’s Strategic Plan; coordinating, assigning, and tracking executive-level work priorities; and ensuring the timely and effective execution of departmental initiatives. This role exercises significant independent judgment and discretion in a complex public-sector environment and requires strong business acumen, political awareness, and the ability to lead through influence and collaboration.

The Assistant Deputy Director represents the Department in high-level internal and external engagements, including presentations to boards, City Council, community stakeholders, and staff, and serves as a principal liaison between the Director, City leadership, and external partners. Success in this role requires demonstrated alignment with the City of Baltimore’s and DHR’s mission, values, and strategic vision, as well as the ability to lead diverse teams, manage competing priorities, and navigate a fast-paced, highly visible operating environment.

ESSENTIAL FUNCTIONS

Citywide Employee Relations Strategy

• Set citywide standards, frameworks, and guidance for handling employee relations issues, ensuring consistency with City policy, civil service rules, and collective bargaining agreements.
• Serve as a strategic advisor and escalation point for agency leaders and HR liaisons navigating complex or high-risk employee relations matters.
• Provide executive oversight of DHR's ER investigation function, ensuring timeliness, consistency, and credibility across civil service and employee relations cases.
• Serve as the department's senior voice on ADA, FMLA, and employment law compliance, advising agency HR directors and escalating appropriately.
• Equip agency HR teams with tools, training, and frameworks to manage employee relations with consistency and rigor.
• Build agency HR capability through training, coaching, tools, and strategic guidance.
• Establish citywide metrics on employee relations trends to inform strategy and resourcing.

Organizational Culture Strategy

• Own the citywide organizational culture strategy, driving engagement, recognition, and belonging across all agencies.

• Translate workforce data (surveys, focus groups, exit trends) into actionable insight on culture and morale citywide.
• Build scalable programming and communications that reinforce City values and a respectful workplace, adaptable across agency contexts.
• Embed diversity, equity, and inclusion principles into citywide HR strategy in partnership with relevant City offices.
• Develop long-term strategies and sponsor key initiatives to promote and achieve