Human Resources Workforce Culture Manager

The Workforce Culture Manager will be responsible for creating, strengthening, and maintaining an excellent work culture for Metro employees and departments, leveraging the uniqueness and perspectives of individual employees and departments to effectively service the diverse needs of the greater Metropolitan Nashville and Davidson County government and community.

Metro Nashville Government is an employer of choice in one of the most exciting and fastest-growing cities in the nation. Metro Human Resources is committed to assisting our customers—our 10,000 employees, pensioners/retirees, and external vendors/service providers. Our goals are to recruit, train, and retain a highly qualified and skillful workforce able to relate to and service the diverse needs and communities of our region and to provide positive and empowering work cultures for our employees to thrive in. This manager helps lead and oversee these pursuits to strengthen and maintain healthy work cultures for our employees and equip our workforce with tools to effectively work together in servicing our citizens.

• Provides vision, leadership, management, and strategic planning for workforce culture initiatives across Metro Government. Aligns objectives and strategic plans with organizational mission, vision, goals, and values.
• Develops culture-related programs, education plans, training, and communications directly, as well as engaging outside expertise.
• Plays a key role in recruitment and evaluation of department heads and key executive positions.
• Strategizes organizational, comprehensive recruitment activities, including job fairs, community partnerships, outreach, job advertising, applicant and hiring manager training, and tracking in accordance with all applicable employment laws and Civil Service provisions.
• Researches and collaborates on best practices for full life cycle recruitment programs, with a focus on access and service to all of Metro Nashville’s diverse community of high-quality job candidates.
• Participates and promotes efforts to ensure a qualified candidate pool through frequent contact and notifications of positions.
• External Metrics: In conjunction with the HR Director and HR Assistant Director, tracks talent acquisition, composition, retention, and separation metrics and provides data on a regular basis. Monitors and evaluates effectiveness of programs and adjusts as needed.
• Internal Metrics: Provides monthly and quarterly metrics for the division’s dashboard to ensure accountability, tracking, and monitoring of efforts.
• Ensures ongoing attention to departmental support, benchmarking and best practices with respect to workforce culture and impact based upon the priorities outlined by the Chief Impact Officer, HR Assistant Director, and HR Director. Periodically assesses productivity and success of programs, policies, and services. Prepares periodic reports for presentation to senior leadership. Maintains department demographic data and infographic sheets, providing snapshots of department’s composition. Monitors and evaluates effectiveness of programs, adjusts as needed.
• Collaborates with hiring departments to assess hiring practices and participate in ongoing outreach programs. Provides guidance and acts as the subject matter expert.
• Provides training and support to hiring managers or SMEs, and search committee members on strategies regarding workforce composition, talent, culture, managing bias, and providing high-level and relatable service to the community.
• Ensures compliance with federal, state and local requirements, such as EEO-4, EEOP, and gathering of Title VI departmental surveys and language access plans.
• Supports the ER team and department fact-finders/investigators in their review of employee discrimination and harassment complaints and related formal grievances, applying expertise in EEO and Civil Service rules and policies.
• Leads organization’s Conscious Inclusion training program for leaders and foundational employees offering tools for effective working relationships and work culture; recruits, trains, and certifies facilitators from various Metro departments; recruits training participants, oversees reservations, and tracks attendance.
• Designs and delivers a suite of workforce culture-related trainings and facilitated discussions to enhance departments, foundational employees, and organizational leaders’ ability to work well together and establish a highly effective workforce culture at the department and organizational levels.
• Work to build a Strengths-based work culture throughout Metropolitan Government of Nashville and Davidson County.
• Performs other duties as assigned.
  
  

Bachelor’s Degree from an accredited college or university and six (6) years of professional experience in Human Resources, Industrial-Organizational Psychology, or a related field, including four (4) years of management experience.

• Gallup Certified Strengths Coach and experience coaching employees and leaders at all levels of the organizational chart.
• Experience delivering effective professional development sessions to employees from a wide range of fields and organizational levels.
• Leadership experience in a complex, governmental agency.
  
  

We are an equal opportunity employer. All individuals, regardless of personal characteristics, are encouraged to apply. Metro Nashville is committed to selecting the most qualified candidate for each of our roles.

Metro Nashville Government respects the religious beliefs and practices of all employees and will make, on request, an accommodation for such observances when a reasonable accommodation is available that does not create an undue hardship on business operations.

Requests for ADA or other protected accommodations for the recruitment process should be directed to Human Resources at 615-862-6640.