Human Resources Manager, Cluster

Company Description

A best-in-class city that attracts best-in-class talent, Philadelphia is an incredible place to build a career. From our thriving arts scene and rich history to our culture of passion and grit, there are countless reasons to love living and working here. With a workforce of over 30,000 people, and more than 1,000 different job categories, the City of Philadelphia offers boundless opportunities to make an impact.

As an employer, the City of Philadelphia values inclusion, integrity, innovation, empowerment, and hard work above all else. We offer a vibrant work environment, comprehensive health care and benefits, and the experience you need to grow and excel. If you’re interested in working with a passionate team of people who care about the future of Philadelphia, start here.

What we offer

• Impact - The work you do here matters to millions. 
• Growth - Philadelphia is growing, why not grow with it? 
• Diversity & Inclusion - Find a career in a place where everyone belongs.
• Benefits - We care about your well-being.

Agency Description

The Office of Human Resources (OHR) is an independent department that provides comprehensive human resources services in collaboration with City departments, agencies, boards, and commissions to attract and keep a talented and diverse workforce for the City of Philadelphia.

The City employs over 28,000 people in more than 1,000 different job categories. We are committed to developing careers that make a difference in the lives of others.

Our office:

• Promotes employee growth and development.
• Ensures a supportive work environment.
• Provides education and training programs.
• Manages employee benefits.

Makes sure employees understand City policies.

Job Description

Position Summary

The HR Manager will oversee human resources functions across a designated cluster within the City of Philadelphia, supporting the Office of Human Resources, the Department of Commerce, and the Office of the Chief Administrative Officer. Reporting to the Chief Human Resources Officer in the Office of Human Resources, this role is responsible for aligning HR practices with organizational objectives, providing strategic guidance, and ensuring consistency and compliance across all three departments. The HR Manager will lead a team with direct reports in each department, focusing on effective HR service delivery, workforce development, employee engagement, and policy implementation.

Essential Functions

1. Labor Relations:

• Serve as the primary point of contact for union-related issues within the department, addressing grievances, mediating disputes, and facilitating conflict resolution processes.
• Support labor negotiations by providing data analysis, preparing reports, and participating in collective bargaining sessions to align labor agreements with organizational objectives.
• Ensure compliance with collective bargaining agreements and labor laws, advising management on contract interpretation and best practices for labor relations.
• Conduct investigations related to employee complaints or disputes, preparing thorough documentation and recommending appropriate actions to resolve issues.

2. Training and Development:

• Evaluate the effectiveness of training programs through feedback and performance metrics, making adjustments to improve future sessions.
• Collaborate with department heads to identify training needs and develop professional development plans that align with career progression and workforce readiness.
• Facilitate new employee orientation sessions to ensure all new hires are well-informed about policies, safety protocols, and organizational values.

3. Classification and Compensation:

• Conduct job analysis to determine appropriate classifications, ensuring positions are aligned with organizational structures and compensation standards.
• Provide guidance on job descriptions, ensuring they accurately reflect position responsibilities, qualifications, and required competencies.

4. Payroll Administration:

• Oversee payroll processing for the department, ensuring accuracy in payroll deductions, benefits, and employee payments.
• Collaborate with Finance to address budget impacts of payroll changes, such as pay raises or new hire expenses.
• Serve as a resource for employees with payroll-related questions, providing clear explanations of deductions, pay adjustments, and time-off balances.

5. Safety and Risk Management:

• Respond to workplace incidents by investigating the cause, documenting findings, and recommen