The Ohio Department of Job and Family Services’ mission is to improve the well-being of Ohio's workforce and families by promoting economic self-sufficiency and ensuring the safety of Ohio's most vulnerable citizens.

The Office of Employee and Business Services (OEBS) manages the agency’s administrative services, including human resources, facility operations and organizational development. OEBS and its component bureaus support the primary goal of the ODJFS by providing continuous, accurate and timely administrative services to the program areas within the department. OEBS's customers include all ODJFS employees, clients, service providers, county agencies, and the public.

Major Duties and Responsibilities

Under general direction, serves as human resources manager for the Ohio Department of Job and Family Services (ODJFS) and responsibility directs implementation of human resources sub- programs (i.e., Workforce Planning and Succession Planning): develops an ongoing process for workforce planning and succession planning activities; conducts annual workforce planning sessions with Offices and necessary stakeholders (e.g., Labor Relations; Classification and Compensation; Fiscal); performs quarterly workforce plan follow-up meetings to track progress; develops and delivers training for Office leadership and management to educate and inform on new processes, exercises, and trends; develops succession plans, in collaboration with Office, for critical knowledge roles (e.g., identifies single incumbent positions; develops knowledge transfer plans; develops a repeatable process; ensures implementation of plans and transfer of knowledge); utilizes data to drive hiring decisions and proactive workforce planning; partners with Offices and HR staff to ensure positions are filled by plan priority and in a timely manner; collaborates with assigned Project Manager to develop an Agency succession planning program (e.g., identifies critical positions and potential vacancies; selects key competencies and skills necessary for business continuity; focuses on development of individuals to meet future business needs; safeguards against the departure of critical institution knowledge).

Consults and collaborates with the Civil Rights and Organizational Development Bureau on reporting recruitment efforts, increasing recruitment reach, and ensuring diversity, equity, and inclusion principles are applied to recruitment, hiring processes, and succession planning; works in partnership with the Recruitment Outreach Manager to ensure recruitment processes are aligned with workforce and succession planning goals and priorities.

Analyzes and interprets data from Business Intelligence (BI) and HR reports (e.g., attrition; headcount; acceptance rates; turnover rates; retirement eligibility) to make informed workforce planning and succession planning decisions; identifies data trends and patterns that impact program efforts; creates presentations and reports to keep leadership current on program status, trends, and issues.

Performs other related duties as assigned (e.g., participates in and/or makes presentations at staff meetings; travels to attend trainings and meetings; operates personal computer to produce correspondence, reports, and other documents; maintains logs, records, and files).

The following are the minimum qualifications for this position. For further consideration, applicants must clearly identify how qualifications are met within the education and/or experience sections of the application.

The ideal candidate, at minimum, must have the following:

• Completion of undergraduate core program in human resources, business or public administration


• 
  AND 24 mos. exp. in human resources which included 12 mos. exp. in supervisory &/or management principles & techniques.

OR 

• 4 yrs. exp. in human resources

OR

•  12 mos. exp. as Human Capital Management Senior Analyst, 64613

OR

•  equivalent of Minimum Class Qualifications For Employment noted above

Salary: $16.00