What are the responsibilities and job description for the Manager - Workforce Services position at Abilene Zoological Gardens?
General Description
Under the direction of the Assistant Director of Human Resources, the Workforce Services Manager provides strategic leadership and oversight of workforce services, aligning recruitment, selection, and onboarding initiatives with organizational goals. This role focuses on driving long-term talent strategies, optimizing workforce planning efforts, and advising leadership on initiatives that enhance the City’s ability to attract, develop, and retain a high-performing workforce.
SUPERVISION EXERCISED
Provides direct supervision to Human Resource Specialist staff, including assigning work, monitoring performance, coaching, training, and conducting evaluations.
Important And Essential Duties
Supervise, mentor, and develop Human Resource Specialist staff; establish priorities, assign workload, and ensure timely completion of assignments.
Evaluate employee performance, provide coaching, and implement development plans.
Foster a collaborative, service-oriented team environment aligned with City’s Core Values.
Oversee recruitment, selection, onboarding, and workforce planning activities to ensure efficient and compliant hiring processes.
Ensure accuracy and effectiveness of job descriptions, classification structures, and compensation practices.
Provide guidance and final review on complex HR transactions and recommendations prepared by staff.
Advise leadership on employee relations matters, including disciplinary actions, workplace concerns, and investigations.
Oversee and/or conduct complex workplace inquiries and fact-finding activities.
Ensure compliance with federal, state, and local employment laws and City policies.
Oversee data integrity, reporting, and system improvements in workforce services.
Analyze workforce data and trends to support strategic decision-making and organizational planning.
Ensure timely and accurate reporting for internal stakeholders and external requirements.
Lead and manage complex HR projects such as classification studies, compensation analyses, policy updates, and HR technology implementations that pertain to workforce services.
Coordinate workforce services programs, assist with training and assist with workforce development initiatives while ensuring alignment with organizational goals.
Support development and implementation of HR strategies, policies, and procedures.
Oversee unemployment claims, open record requests and represent the City as needed.
Ensure proper records management and compliance with retention schedules.
Coordinate City representation at recruitment events, career fairs, and community outreach.
Drive to various locations for City related business.
Other Job Related Duties
Perform other job-related duties and responsibilities as assigned.
Knowledge Of
KNOWLEDGE, SKILLS, AND ABILITIES
Federal, state, and local employment laws and regulations (FLSA, FMLA, ADA, etc.).
Recruitment, classification, compensation, and workforce planning principles.
HRIS systems, reporting tools, and data governance practices.
Skill To
Lead, supervise, and develop staff effectively.
Analyze complex HR data and develop actionable recommendations.
Communicate clearly and professionally with all organizational levels.
Manage multiple priorities, projects, and deadlines.
Ability To
Exercise sound judgment and maintain strict confidentiality.
Build collaborative relationships across departments.
Interpret and apply HR policies and employment laws.
Lead change initiatives and improve HR processes.
Demonstrate the City of Abilene Core Values.
Establish and maintain cooperative working relationships with those contacted in the course of work, both internally and externally.
Follow and embrace the City of Abilene Core Values – Respect, Integrity, Service Above Self, and Excellence in All We Do.
Lead, manage, and perform as a team member in a manner that accomplishes the Division’s mission and treats team members with dignity, courtesy, and respect.
Experience And Training Guidelines
For positions with more than one level, all listed requirements at the lower levels are required at the higher levels. Any combination equivalent to experience and training to provide the required knowledge, skills, and abilities may be qualifying. Knowledge, skills, and abilities may be obtained through:
Experience
Nine (9) years of progressively responsible human resources experience, including at least two (2) years in a supervisory or lead capacity is required.
Education/Training
Bachelor’s degree in human resources, Business Administration, Public Administration, or a related field is preferred.
License Or Certificate
Valid Texas driver’s license or ability to obtain within ninety (90) days is required.
A SHRM-SCP HR certification from the Society of Human Resource Management, Change Management by Prosci or an advanced supplemental HR-relevant certification approved by the Director of Human Resources based on the role within two (2) years is required.
Special Requirements
Ability to work in a standard office environment.
Occasional travel may be required. Essential duties require the following physical skills and work environment:
With or without accommodation, the “X” indicates the overall strength demand of the position during a typical workday:
___ Sedentary – lifting of no more than 10 pounds
___ Light – lifting no more than 20 pounds; carrying up to 10 pounds
_X_ Medium – lifting no more than 50 pounds; carrying up to 25 pounds
___ Heavy – lifting no more than 100 pounds; carrying up to 50 pounds
___ Very Heavy – team lifting over 100 pounds; carrying more than 50 pounds
Physical Demand Codes: The following describes whether or not the position is expected to exert the physical demands listed during a typical workday as well as the overall frequency of the task:
Codes For How Often
N = No
E = Extensive (100 – 70% of the time)
M = Moderate (60 – 30% of the time)
I = Infrequent (20 – 10% of the time)
A = Almost Never (<10% of the time)
Code / Task
I
Standing
M
Sitting
M
Walking
M
Lifting
M
Carrying
M
Carrying
M
Pushing/Pulling
A
Overhead Work
M
Fine Dexterity
I
Kneeling
I
Crouching
A
Crawling
I
Bending
A
Twisting
A
Climbing
A
Balancing
E
Vision
E
Hearing
E
Talking
Under the direction of the Assistant Director of Human Resources, the Workforce Services Manager provides strategic leadership and oversight of workforce services, aligning recruitment, selection, and onboarding initiatives with organizational goals. This role focuses on driving long-term talent strategies, optimizing workforce planning efforts, and advising leadership on initiatives that enhance the City’s ability to attract, develop, and retain a high-performing workforce.
SUPERVISION EXERCISED
Provides direct supervision to Human Resource Specialist staff, including assigning work, monitoring performance, coaching, training, and conducting evaluations.
Important And Essential Duties
Supervise, mentor, and develop Human Resource Specialist staff; establish priorities, assign workload, and ensure timely completion of assignments.
Evaluate employee performance, provide coaching, and implement development plans.
Foster a collaborative, service-oriented team environment aligned with City’s Core Values.
Oversee recruitment, selection, onboarding, and workforce planning activities to ensure efficient and compliant hiring processes.
Ensure accuracy and effectiveness of job descriptions, classification structures, and compensation practices.
Provide guidance and final review on complex HR transactions and recommendations prepared by staff.
Advise leadership on employee relations matters, including disciplinary actions, workplace concerns, and investigations.
Oversee and/or conduct complex workplace inquiries and fact-finding activities.
Ensure compliance with federal, state, and local employment laws and City policies.
Oversee data integrity, reporting, and system improvements in workforce services.
Analyze workforce data and trends to support strategic decision-making and organizational planning.
Ensure timely and accurate reporting for internal stakeholders and external requirements.
Lead and manage complex HR projects such as classification studies, compensation analyses, policy updates, and HR technology implementations that pertain to workforce services.
Coordinate workforce services programs, assist with training and assist with workforce development initiatives while ensuring alignment with organizational goals.
Support development and implementation of HR strategies, policies, and procedures.
Oversee unemployment claims, open record requests and represent the City as needed.
Ensure proper records management and compliance with retention schedules.
Coordinate City representation at recruitment events, career fairs, and community outreach.
Drive to various locations for City related business.
Other Job Related Duties
Perform other job-related duties and responsibilities as assigned.
Knowledge Of
KNOWLEDGE, SKILLS, AND ABILITIES
Federal, state, and local employment laws and regulations (FLSA, FMLA, ADA, etc.).
Recruitment, classification, compensation, and workforce planning principles.
HRIS systems, reporting tools, and data governance practices.
Skill To
Lead, supervise, and develop staff effectively.
Analyze complex HR data and develop actionable recommendations.
Communicate clearly and professionally with all organizational levels.
Manage multiple priorities, projects, and deadlines.
Ability To
Exercise sound judgment and maintain strict confidentiality.
Build collaborative relationships across departments.
Interpret and apply HR policies and employment laws.
Lead change initiatives and improve HR processes.
Demonstrate the City of Abilene Core Values.
Establish and maintain cooperative working relationships with those contacted in the course of work, both internally and externally.
Follow and embrace the City of Abilene Core Values – Respect, Integrity, Service Above Self, and Excellence in All We Do.
Lead, manage, and perform as a team member in a manner that accomplishes the Division’s mission and treats team members with dignity, courtesy, and respect.
Experience And Training Guidelines
For positions with more than one level, all listed requirements at the lower levels are required at the higher levels. Any combination equivalent to experience and training to provide the required knowledge, skills, and abilities may be qualifying. Knowledge, skills, and abilities may be obtained through:
Experience
Nine (9) years of progressively responsible human resources experience, including at least two (2) years in a supervisory or lead capacity is required.
Education/Training
Bachelor’s degree in human resources, Business Administration, Public Administration, or a related field is preferred.
License Or Certificate
Valid Texas driver’s license or ability to obtain within ninety (90) days is required.
A SHRM-SCP HR certification from the Society of Human Resource Management, Change Management by Prosci or an advanced supplemental HR-relevant certification approved by the Director of Human Resources based on the role within two (2) years is required.
Special Requirements
Ability to work in a standard office environment.
Occasional travel may be required. Essential duties require the following physical skills and work environment:
With or without accommodation, the “X” indicates the overall strength demand of the position during a typical workday:
___ Sedentary – lifting of no more than 10 pounds
___ Light – lifting no more than 20 pounds; carrying up to 10 pounds
_X_ Medium – lifting no more than 50 pounds; carrying up to 25 pounds
___ Heavy – lifting no more than 100 pounds; carrying up to 50 pounds
___ Very Heavy – team lifting over 100 pounds; carrying more than 50 pounds
Physical Demand Codes: The following describes whether or not the position is expected to exert the physical demands listed during a typical workday as well as the overall frequency of the task:
Codes For How Often
N = No
E = Extensive (100 – 70% of the time)
M = Moderate (60 – 30% of the time)
I = Infrequent (20 – 10% of the time)
A = Almost Never (<10% of the time)
Code / Task
I
Standing
M
Sitting
M
Walking
M
Lifting
M
Carrying
M
Carrying
M
Pushing/Pulling
A
Overhead Work
M
Fine Dexterity
I
Kneeling
I
Crouching
A
Crawling
I
Bending
A
Twisting
A
Climbing
A
Balancing
E
Vision
E
Hearing
E
Talking