Staff Engagement & Development Program Manager - City of New York : Job Details

Staff Engagement & Development Program Manager

City of New York

Job Location : New York,NY, USA

Posted on : 2025-02-24T04:17:54Z

Job Description :

THE AGENCYThe Department of City Planning (DCP), through extensive community engagement, plans for the strategic growth and development of the City, develops citywide and neighborhood land use policies and zoning regulations, and shares its perspectives on growth and community needs with sister agencies in collaboration with the Office of Management and Budget (OMB).

The New York City Department of City Planning is a great place to work – cultivating intellectual inspiration, professional development and creativity. Visit our website at www.nyc.gov/planning to access the full listing of job opportunities and to learn more about our great agency.

THE DIVISIONThe Human Capital Division within the Department of City Planning is seeking a Staff Engagement & Development Program Manager to be part of the Professional Development & Training team responsible for the development of strategies and initiatives to support the employees of this fast-paced agency. We are a diverse, results-driven and tight-knit team looking for someone who will bring their professionalism, skills and experience to add to the team's success in finding ways to innovate and drive Human Capital outcomes as business partners to the agency.

THE ROLEThe Staff Engagement & Development Program Manager will lead the agency's staff retention strategies, support professional development and recognition efforts, develop the agency's hiring pipeline by building partnerships with schools and professional organizations and track the agency's efforts to grow diversity across underrepresented demographics and participate in equity and inclusion initiatives with our EEO office.

Staff Satisfaction & Retention expectations – Collect and track feedback on staff engagement and inclusion to provide input and recommendations regarding opportunities to improve employee satisfaction and retention.

Retention responsibilities include but are not limited to the following:

  • Lead, track and share the results of the annual staff engagement survey and make recommendations to address gaps.
  • Collect direct feedback through coordinating and conducting staff focus groups and assisting with exit interviews.
  • Develop and execute retention programs to support DCP efforts.
  • Support agency relationships with employee-led resource groups to understand their needs and concerns and share feedback and recommendations with Human Capital Leadership and Executive Team.
  • Meet with staff members to coach and discuss career paths and professional development opportunities.
  • Support agency divisions' legacy planning efforts.
  • Provide support and training as needed to employees in various HC related topics, including but not limited to recruitment protocols, training options, and civil service exams and rules.
  • Leverage and create where needed, up-to-date reporting quantitative and qualitative metrics on outcomes to leadership (surveys, detailed outcomes, charts, etc.).

    • Recruitment & Diversity expectations - Drive recruitment outreach (i.e., Universities, American Planning Association, Medium, LinkedIn, other social media, etc.); coordinate internal and external recruitment networking initiatives and outreach with DCAS pipeline programs, high school, university and industry partners to increase awareness of the planning profession and DCP's pipeline of candidates.

    Recruitment responsibilities include but are not limited to the following:

  • Identify and manage recruitment event planning and logistics, including but not limited to attending and coordinating career fairs (virtual and in-person), interview dates, networking events (including occasional evening meetings), to attract prospective candidates and increase recruitment and diversity outcomes.
  • Coordinate and track recruitment marketing and advertising, leveraging social media, college and university partnership and other external recruitment channels.
  • Lead recruitment and coordination of DCP's annual Summer Internship Program and bi-annual Fellowship Program.
  • Respond to recruitment inquiries and send periodic internal and external emails regarding active postings and professional development opportunities.
  • Support the agency's hiring process, developing compelling job postings to ensure broad outreach, confirming fit between minimum requirements and tasks and standards, reviewing structured interview questions, and supporting/participating in civil service hiring pools.

    • Staff Engagement & Inclusion expectations– Monitor and drive the coordination of non-EEO mandated, agency specific professional development and inclusion activities. Support the logistics and coordination of employee led professional development sessions, including but not limited to new hire orientations, racial equity programming and training, and supervisory training.

    Inclusion workstream includes but not limited to the following responsibilities:

  • Support and strengthen our onboarding program with an eye for inclusiveness and belonging; ensuring new staff members are effectively and seamlessly onboarded and immediately provided with training and resources to perform their work efficiently.
  • Drive the scheduling, coordination and delivery of New Hire Orientations across divisions and internal HC stakeholders.
  • Lead and support the logistics and coordination of DCP-developed training sessions such as employee-led lunch and learns.
  • Supported by Human Capital and the DCP Executive Office, drive diversity-related initiatives that encourage diversity, equity, inclusion, and belonging in the development and implementation of workforce policies, initiatives, and organizational outcomes.
  • Research, track, and lead the coordination of DCP racial equity training.
  • Support coordination of Learning and Development for new hires and existing staff alongside relevant staff.
  • Prepare staff surveys and track the performance and impacts of new and ongoing professional development programs.
  • Ensure adherence to DCP's equity and inclusion goals.

    • PREFERRED SKILLS:

  • 2-4 years proven experience being accountable for the full life-cycle coordination of key recruitment and training coordination initiatives to include strategy, communications, implementation, survey creation and reporting out of outcomes.
  • Strong written and verbal communication skills with the ability to organize and synthesize content to a variety of audiences (leadership, employees, external stakeholders, etc.).
  • Demonstrated professionalism, discretion and passion for working in fields of human resources, talent management and Public Service.
  • History of being a team player and generating creative ideas and initiatives towards promoting positive and celebratory culture within your team and across the organization.
  • Ability to network and build relationships.
  • Comfort with speaking in front of audiences.
  • Ability to learn quickly and historical success in learning and supporting recruitment and training efforts in new industries.
  • Experience coordinating and leveraging social media and marketing channels towards recruitment efforts.
  • Successful history of working in a high-performance and self-driven culture navigating the appropriate sense of urgency, attention to detail and expectation of meeting set deadlines.
  • Experience with managing senior-level and multi-generational stakeholder relationships internally and external to the organization.
  • Experience creating compelling data reports and PowerPoint presentations using advanced Excel functions and tools including queries, Pivots, VLOOKUP and index matches.
  • Outstanding knowledge of MS Office applications (Excel, Outlook, MS Teams, OneDrive, PowerPoint).
    • Minimum Qualifications

    1. A baccalaureate degree from an accredited college or university and two years of satisfactory full-time experience in city planning; or2. A satisfactory combination of education and/or experience that is equivalent to “1 above. Graduate education in city planning, urban planning, urban design, architecture, landscape architecture, transportation engineering, public administration, economic development or related fields may be substituted for experience on the basis of 30 graduate semester credits from an accredited college for one year of experience. However, all candidates must have a baccalaureate degree.

    Special Qualification RequirementsAssignment Level IIITo be eligible for placement in Assignment Level III, individuals must have, after meeting the minimum requirements, one additional year of professional experience as described in 2 above.Assignment Level IVTo be eligible for placement in Assignment Level IV, individuals must have, after meeting the minimum requirements, two additional years of professional experience as described in 2 above.

    55a Program

    This position is also open to qualified persons with a disability who are eligible for the 55-a Program. Please indicate at the top of your resume and cover letter that you would like to be considered for the position through the 55-a Program.

    Public Service Loan Forgiveness

    As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education's website at

    Residency Requirement

    New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with the agency representative at the time of interview.

    Additional Information

    The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.

    #J-18808-Ljbffr
    Apply Now!
    Similar Jobs ( 0)
    -- View More Similar Jobs --