DCAS's mission is to make city government work for all New Yorkers. From managing New York City’s most iconic courthouses and municipal buildings, to purchasing over $1 billion annually in goods and services for more than 80 City agencies what we do ensures that all agencies can deliver on their mission. Our reach touches every facet of city government and is instrumental to the successful day-to-day operations of the City of New York.

Our commitment to equity, effectiveness, and sustainability guides our work providing City agencies with the critical resources and support needed to succeed, including:
- Recruiting, hiring, and training City employees.
- Managing 55 public buildings.
- Acquiring, selling, and leasing City property.
- Purchasing over $1 billion in goods and services for City agencies.
- Overseeing the greenest municipal vehicle fleet in the country.
- Leading the City's efforts to reduce carbon emissions from government operations.

When you work at DCAS, you're not just working for one agency, but in service of them all. It's an opportunity to provide impactful support, quality customer service, and help protect the future of New York City for generations to come. Visit our website at nyc.gov/dcas to learn more about the work we do.

The Bureau of Workforce Operations will play a pivotal role in fortifying the City’s workforce by redefining public service, identifying and managing innovative opportunity to strengthen the City’s employee base and shaping its employee retention strategy to ensure NYC is an employer of choice. This bureau will also oversee all citywide learning and development training and career pathway programs. Additionally, it will lead and support citywide efforts to achieve operational excellence and ensure that City leaders and agency executives have the information and tools they need to conduct strategic workforce planning using data analytics and reporting. The bureau will publish the annual Workforce Profile Report and also provide monitoring and reporting for Provisional Reduction compliance

The Assistant Commissioner for Workforce Operations will play a pivotal role in fortifying the City’s workforce, redefining public service and shaping its employee retention strategy to ensure NYC is an employer of choice. The selected candidate will provide strategic vision, oversight and management of workforce planning, development and talent acquisition. The Assistant Commissioner for Workforce Operations will also set and execute short and long-term workforce goals that support the agency’s mission, including the implementation of diverse recruitment strategies and initiatives for the city.

In addition, the selected candidate will oversee the bureau of learning and development (L&D), the education bureau of DCAS, which offers learning and development opportunities for employees of all levels, within all city agencies. L&D is also responsible for managing citywide organizational and executive development programs, scholarships and reward/recognition programs, as well as building pipelines of talent through internships and fellowships.

Under the direction and guidance of the Deputy Commissioner of Human Capital, with general latitude for the exercise of independent judgment and initiative, additional responsibilities for the Assistant Commissioner for Workforce Operations will include but not be limited to the following:

Citywide Hiring Events
- Identifying and managing innovative opportunities to strengthen the City’s employee base though hosting citywide recruitment events, providing job seekers with hands-on assistance to learn
about the city agencies, conducting career readiness seminars and providing opportunities for same-day interviews and conditional job offers.
- Serving as the primary liaison with other City agencies on hiring event related issues and requests.
- Guiding and empowering City agencies to host their own hiring events to enhance their recruitment efforts.

Workforce Analytics
- Ensuring that City leaders and agency executives have the information and tools they need to conduct strategic workforce planning using data analytics and reporting.
- Designing actionable metrics to gauge the success of workforce operations in attracting and retaining top talent.
- Overseeing Human Capital’s Key Performance Indicators, including management of the HC portion of the Mayor’s Management Report (MMR) and Preliminary MMR.
- Remaining current on workforce data analytics trends and best practices as well as state, federal and local laws that directly impact the city.
- Developing data-driven processes to ensure the City’s compliance with provisional reduction requirements.
- Overseeing the development of key workforce reports, including the annual Workforce Profile Report and other related tools.
- Supporting Citywide Equity and Inclusion (CEI) for EEO-related compliance reporting and supporting agencies’ workforce planning efforts/initiatives.
- Responding to ad hoc data requests from various sources.

Learning and Development
- Overseeing all citywide learning and development training and career pathway programs.
- Conceptualizing, creating and implementing ways to expand the City’s efforts to build pipelines of talent.
- Enhancing L&D’s service delivery model to meet demand and ensure quality programming and administrative processes.
- Creating efficiencies for both sponsoring and participating agencies in terms of productivity, resource allocation and cost.
- Managing citywide participation in mandated compliance training sessions, including the annual Sexual Harassment Prevention Training for all City employees and the Coastal Storm training.
- Reporting completions to the sponsoring oversight and the agency itself.
- Managing, developing and expanding the City’s e-learning portfolio.
- Coordinating customized organizational development services to address systemic needs within agencies, including assessments, focus groups, facilitated discussions, individual and/or small
group coaching and workshops outside of the training catalog.
- Serving as the key point of contact for all agency training liaisons/stakeholders.

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a closely related field, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area. 18 months of this experience must have been in an executive, managerial, administrative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or
2. A baccalaureate degree from an accredited college and four years of professional experience in the areas described in "1" above, including the 18 months of executive, managerial, administrative or supervisory experience, as described in "1" above.

- Experience working with Labor organizations and City oversight agencies. - In-depth knowledge of NYC government’s rules and regulations, including the City Charter mandates. - Knowledge of process improvement practices, data analysis and forecasting methods. - Outstanding analytical, critical thinking, organization and communication skills (written, verbal and visual), including the ability to represent the agency and the Deputy Commissioner of Human Capital at the most senior levels. - Understanding of citywide programs and familiarity with human resource guidance. - Excellent negotiation and conflict resolution skills. - Advanced knowledge of Microsoft Office Suite (SharePoint, Excel, PowerPoint, Word, Project, Teams). - Ability to work on multiple tasks and assignments while maintaining attention to detail, and the ability to be flexible with changing demands. - Ability to work independently and part of a team that may include partners in other departments or agencies. - Excellent customer service, communication, leadership and presentation skills and the ability to interact with staff at all levels. - Experience in project management. - Experience with blended learning protocols, including instructor-led training (ILT), video production and documentation services, and eLearning solutions.

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.

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 https://studentaid.gov/pslf/.

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.

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.