Manager of Talent Acquisition, Operations Officer IV (NCS) - Department of Public Works

THIS IS A NON-CIVIL SERVICE POSITION
 

Salary Range:    

$89,994.00 - $143,864.00 Annually

Hiring Salary Range:    

$89,994.00 - $116,929.00 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 are interested in learning more, explore our opportunities and benefits programs. 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 Baltimore City Department of Public Works (DPW) is seeking a strategic and service-oriented Talent Acquisition Manager (Operations Officer IV) to lead the department’s Talent Acquisition, Classification and Compensation, and Apprenticeship functions. The position directs recruitment operations and workforce-pipeline programs supporting DPW’s diverse administrative, professional, technical, operational, and skilled-trades workforce. The Talent Acquisition Manager partners with executive leadership and hiring managers to anticipate staffing needs, develop effective recruitment strategies, ensure consistent and compliant hiring practices, and improve the candidate and hiring-manager experience. The position supervises human resources staff, manages the full recruitment lifecycle, oversees classification and compensation activities, directs apprenticeship and workforce-development initiatives, and uses HR systems and workforce data to improve hiring outcomes.

Essential Functions   

• Plans, directs, and evaluates the daily operations of DPW’s talent acquisition, classification and compensation, and apprenticeship functions.
• Develops and executes strategic talent acquisition and workforce plans aligned with the department’s operational priorities, vacancy needs, and long-term staffing objectives.
• Consults with executive leadership, bureau chiefs, managers, and HR partners to assess current and future staffing needs and recommend effective recruitment and workforce solutions.
• Manages the full recruitment lifecycle, including job-posting development, sourcing, applicant review, candidate screening, interview coordination, selection support, salary-offer coordination, pre-employment activities, and onboarding handoff.
• Develops innovative sourcing and outreach strategies to attract qualified and diverse applicants through job boards, social media, professional networks, career fairs, educational institutions, workforce organizations, and community partnerships.
• Oversees departmental classification and compensation activities, including the review of position descriptions, organizational structures, reclassification requests, salary actions, and related submissions to the department of human resources.
• Directs the apprenticeship office and related workforce-development programs; establishes program goals, builds external partnerships, monitors participant progress, and evaluates program outcomes.
• Supervises, coaches, and develops recruiters, analysts, and support staff; establishes work priorities, assigns responsibilities, reviews performance, and promotes consistent customer service.
• Develops, updates, and implements recruitment policies, standard operating procedures, templates, and service standards; provides training and guidance to hiring managers and HR staff.
• Oversees the effective use of workday recruiting and other applicant-tracking or HR information systems; promotes accurate, timely, and confidential recordkeeping.
• Analyzes recruitment and workforce metrics, including vacancy levels, time-to-fill, applicant sources, hiring outcomes, offer acceptance, and apprenticeship results; prepares dashboards, reports, and recommendations for leadership.
• Ensures recruitment, selection, classification, compensation, and apprenticeship activities comply with applicable federal, state, and local laws, city policies, collective bargaining agreements, and equal employment opportunity requirements.
• Represents DPW in meetings with the department of human resources, educational institutions, workforce-development partners, professional organizations, and other stakeholders.
• Leads special projects and process-improvement initiatives designed to strengthen recruitment operations, workforce pipelines, and service delivery.
• Performs related duties as assigned.

Minimum Qualifications
Education: Have a bachelor's degree from an accredited college or university.

AND

Experience: Have six years of experience in administrative, technical or professional work, one year of which must include supervision or project management.

OR
 

Equivalency Notes: Have an equivalent combination of education and experience.

Knowledge, Skills, and Abilities

• Knowledge of the principles and practices of public-sector human resources administration, talent acquisition, classification and compensation, and workforce development.
• Knowledge of full-cycle recruitment, strategic sourcing, candidate assessment, selection methods, salary-offer coordination, and onboarding practices.
• Knowledge of apprenticeship, internship, and career-pipeline program development and administration.
• Knowledge of applicable federal, state, and local employment laws, equal employment opportunity requirements, and public-sector hiring policies.
• Ability to develop staffing strategies and translate organizational needs into practical recruitment and workforce plans.
• Ability to interpret and apply policies, procedures, laws, regulations, classification standards, and compensation guidelines.
• Ability to lead, supervise, coach, and evaluate professional, technical, and administrative staff.
• Ability to manage multiple high-priority recruitments, projects, and deadlines in a complex organization.
• Ability to use applicant-tracking systems, HR information systems, spreadsheets, dashboards, and other technology to manage work and analyze results.
• Ability to collect, analyze, interpret, and present recruitment, staffing, compensation, and program-performance data.
• Ability to identify operational problems, evaluate alternatives, implement process improvements, and measure results.
• Ability to prepare clear policies, procedures, reports, presentations, correspondence, and executive recommendations.
• Ability to establish and maintain effective working relationships with executives, managers, employees, candidates, labor representatives, educational institutions, community partners, and city agencies.
• Ability to communicate effectively, exercise sound judgment, provide responsive customer service, and handle confidential information with discretion.

Additional Information

Background check 

Eligible candidates under final consideration for appointment to positions identified as positions of trust will be required to complete authorization for a Criminal Background Check and/or Fingerprint screening, and must be successfully completed.

Probation   
All persons, including current City employees, selected for this position must complete a 6-MONTH mandatory probation.

Baltimore City Government is an Equal Employment Opportunity Employer, and we are committed to a workplace that values diversity, equity, and inclusion. The City of Baltimore prohibits discrimination on the basis of race, color, religion, age, sex, ancestry, creed, national origin, disability status, genetics, marital status, military service, sexual orientation, gender identity/expression, or any other characteristic protected by federal, state, or local laws.  Applicants requiring accommodation during the hiring process should contact the Department of Human Resources directly. Requests for accommodation should not be attached to the application.

BALTIMORE CITY IS AN EQUAL OPPORTUNITY EMPLOYER