THE AGENCY
The Department of City Planning (DCP) plans for the strategic growth and development of the City through; ground-up planning with communities, the development of land use policies and zoning regulations applicable citywide, and sharing 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 DIVISION
The Human Capital Division within the Department of City Planning is seeking a Recruitment, Retention, and Inclusion Program Manager to be part of a service-oriented Human Capital team responsible for the full scope of Human Capital policy, 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. We have a strong feedback culture and value the following competencies: self-driven, reflective/accepts feedback, collaborative, results-oriented, effective and a positive attitude. We recognize the contributions of each individual and appreciate those with a willingness to learn with a desire to grow and level-up on the work that we do.

THE ROLE
Reporting to the Assistant Director of Strategic Operations, the role of the Recruitment, Retention, and Inclusion Program Manager will be to lead the coordination, implementation, and tracking of the agency’s efforts to grow diversity across underrepresented demographics, broaden DCP’s external recruitment presence, support professional development and recognition efforts, lead equity and inclusion initiatives, and support the agency’s retention strategies.

The ideal candidate is a natural multi-tasker, a critical thinker, and effective with time management. Working with DCP differs from most NYC agencies due to our size. As member of a small but mighty agency of ~350 staff you will have access to the full scope of navigating Human Capital initiatives across the entire scope of the Human Resources continuum. This is the perfect opportunity for a self-starter with experience working as part of a Human Capital or Human Resources team to grow and develop and directly impact the lives and growth of staff through the agency.

Recruitment expectations - drive recruitment advertising by way of the development of compelling job postings across recruitment channels (i.e., APA, 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 both increase awareness of the planning profession and DCP’s pipeline of candidates.

Recruitment responsibilities include but are not limited to the following:
- Drive and manage the implementation of quarterly and annual recruitment pipeline initiatives
- Lead the development and execution of compelling recruitment advertising alongside relevant division leadership and key internal stakeholders
- Identify and manage recruitment event planning and logistics, including but not limited to attending and coordinating career fairs, networking events, and agency tours 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 inquires and send periodic internal and external emails regarding active postings and professional development opportunities

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 new hire orientations, racial equity programming and training, and supervisory training.
Inclusion workstream includes but not limited to the following responsibilities:
- Strengthening 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 the Assistant Director of 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
Retention expectations– Track recruitment and inclusion initiatives to provide input and recommendations regarding opportunities to improve employee satisfaction and retention.

Retention responsibilities include but are not limited to the following:

- Assisting with exit interviews
- Researching products, applications, and resources to support organizational initiatives and changes
- Leveraging and creating where needed, up-to-date reporting quantitative and qualitative metrics on outcomes to leadership (surveys, detailed outcomes, charts, etc.)
- Coordinating and conducting staff focus groups
- Meeting with staff members to discuss career paths and professional development opportunities
- Provide support as needed to employees in various HC related topics, including but not limited to recruitment protocols, training options, and civil service regulations

1. A baccalaureate degree from an accredited college and two years of experience in community work or community centered activities in an area related to the duties described above; or
2. High school graduation or equivalent and six years of experience in community work or community centered activities in an area related to the duties as described above; or
3. Education and/or experience which is equivalent to "1" or "2" above. However, all candidates must have at least one year of experience as described in "1" above.

- 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 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) - Knowledge of NYC Agency HC systems (NYCAPS, PRISE, CHRMS) - Highly qualified candidates will possess a SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.

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.