Administrative and Strategic Initiatives Manager

Job Description:

Administrative and Strategic Initiatives Manager

Description

Requirements

MOS Codes: 41A1A (Air Force), 270A (Army), 018 (Coast Guard), 0111 (Marine Corps)

Education and Experience : Bachelor's Degree or higher in Business, Public Administration, Organizational Development, Human Resources, or related field, and seven (7) years of experience in program or project management, strategic planning, public administration, or human resource administration, including two (2) years in a lead or supervisory capacity.

Licenses and Certificates : Valid Texas Class "C" Driver's License or equivalent from another state by date of appointment.

General Purpose

Under general direction, plan and administer efforts in the coordination of strategic initiatives and operational action plans, implement and coordinate administrative operations to create meaningful and inclusive processes for measuring employee and departmental performance to achieve program effectiveness and progress toward performance outcomes.

Typical Duties

Plan, organize, control, and direct administrative support functions for departmental action plan development, directly and through subordinate managers. Involves: Review and evaluate service delivery methods and systems, including administrative and control systems and internal relationships. Identify opportunities for improvement to services, systems, and standard operating procedures to enhance efficiency and internal control and make recommendations to the Director. Establish work and program priorities.

Conduct and attend meetings regarding the implementation of projects, strategic planning, or other administrative issues. Involves: Act as a liaison, departmental representative, or leader in group settings. Provide leadership and overall direction to major projects. Investigate, respond to and resolve sensitive and complex inquiries and complaints. Respond to questions from departmental personnel or other departments for information and interpretation.

Manage and participate in the development and implementation of goals, objectives, polices, and priorities for the Department. Involves: Coordinating and implementing activities and initiatives with programs that align with the city's values and goals. Establish and document policies, procedures, quality standards, and key performance indicators. Research and evaluate internal processes and work practices. Research best practices, evaluate assigned programs in order to recommend and implement improvements. Develop detailed project plans, scope and objectives, time budgets, and milestone dates. Conduct specialized financial, management, and organizational analyses, perform comprehensive program evaluation; make oral and written presentations of findings, conclusions, and recommendations. Provide input and subject matter expertise for the improvement of business processes.

Direct the day-to-day projects and activities of assigned human resources and financial/accounting program(s). Involves: Supervise and manage, directly and through subordinate supervisors, human resources functions. Oversee compliance with Civil Service Commission rules and regulations, City policies and procedures, and the Collective Bargaining Agreement. Provide professional human resources advice and information. Oversee responses to information requests regarding issues such as EEOCs, litigation, and open records requests. Supports the Department in all labor relations activities, including collective bargaining, development of City proposals, contract administration, and grievance processing; may represent the City in dispute-resolution procedures. May participate in contract negotiation. In consultation with, and as assigned by, the department head, is the main labor relations contact for the department and receives all grievances; prepares/reviews grievance responses; oversees the administration of collective bargaining agreements; with the required approvals from the department head, the HR Director and the City Attorney’s Office may adjust grievances and propose entering into memoranda of agreements and other agreements with union representatives on behalf of the department; attends/testifies at arbitrations. Provide oversight of the department’s financial planning and analysis. Oversee record keeping and preparation of accounting reports and financial statements within the City’s approved accounting systems. Analyze departmental personnel, equipment, supplies, and maintenance costs to justify variations from estimates as prescribed by City financial policies and procedures.

Supervise assigned employees. Involves: Assign, schedule, guide, and monitor work. Appraise employee performance and review appraisals by subordinate supervisors. Provide for staff training and development. Counsel, motivate, and maintain harmony. Identify and resolve staff differences, conflicts, and deficiencies. Interview applicants and recommend hiring, termination, transfers, discipline, or other employee status changes. Enforce personnel rules and regulations and work behavior standards firmly and impartially.

General Information

For complete job specification, click here.

Note: This is an unclassified position.

Note: Applicants with foreign diplomas, transcripts, and degrees must have all documents translated and evaluated by an agency of the National Association of Credential Evaluation Services (NACES) prior to submitting them to the Human Resources Department. Please visit www.naces.org/members for more information.

Note: Applicants are encouraged to apply immediately. This position will close when a preset number of qualified applications have been received.

A résumé and/or other documents will not be accepted in lieu of a completed application. Comments such as “See résumé” are not acceptable and will result in the application being considered incomplete.

To qualify for this position, the required education, experience, knowledge, and skills must be clearly stated on your application’s employment history. We do not use any information on your resume to review if you meet the minimum qualifications for this position.

Failure to fully detail all experience and job duties in the application, or copying/pasting directly from the job specification, or responses referring to your résumé will eliminate you from consideration for the position.

BENEFITS

LIFE AND HEALTH INSURANCE

The City of El Paso is a self-insured entity with a third-party administrator for Medical and Pharmacy benefits. Basic Life Insurance Coverage is available at no cost to eligible employees. Additional Life Insurance and coverage for your dependents are also available.

Employees can select optional Dental, Vision, and Short Term Disability coverage. Employees also have the option to participate in a Health Savings Account or Flexible Spending Account (healthcare and/or dependent care for daycare expenses). All of these insurance and coverage options can be configured within a month of your new employee orientation date.

An Employee Assistance Program (EAP) with access to mental health sessions, therapy, and more is available at no cost. A trained counselors are also available to help you and your dependents cope with life’s stressors so that you can live a happy productive lifestyle.

The City’s Wellness Program seeks to promote better health and wellness amongst the workforce through various programs and incentives in which employees may choose to participate in, to include wellness education, fitness tests, biometric screenings, group fitness, health coaching and so much more!

Keep Learning, Growing & Reinventing Yourself! The City of El Paso's Tuition Assistance Program encourages employee personal and professional development by sharing educational costs with those employees who have successfully completed their original probation, and in turn retain a skillful workforce. Each year, employees can obtain Tuition Assistance for Degree, Certifications, Continuing Education, and Books & Equipment.

ELIGIBILITY FOR VACATION LEAVE

All regular employees who are regularly scheduled to work on an average, a minimum of twenty (20) hours per week, who have held a position in the City Service for a period of six months from date of employment, shall be eligible for vacation allowance as hereinafter set forth. Part-time employees shall accrue vacation leave at a pro-rated amount of full-time entitlement based on the number of hours that they are scheduled to work. Employees covered by collective bargaining agreements shall accrue vacation as provided in the applicable agreement.

Regular employees in the City Service shall accrue vacation credit at the following rates per pay period, calculated from the date of employment of each employee:

For 0 - 5 years of service (12 days):
40 hour per week employees - 3.70 hours per biweekly pay period

For >5 to 15 years of service (17 days):
40 hour per week employees - 5.24 hours per biweekly pay period

For >15 or more years of service (20 days):
40 hour per week employees - 6.16 hours per biweekly pay period

SICK LEAVE WITH PAY

Employees shall be entitled to accrue sick leave with pay in accordance with the Rules of the Civil Service Commission.

ACCIDENT WITH PAY LEAVE

The Amended Section 4.4 of the Ordinance shall become effective upon adoption and shall apply to occupational injuries and occupational diseases occurring on and after date of adoption. Occupational injuries and occupational diseases occurring before such date will be governed by the Ordinance in effect at the time of the date of injury or disease.

PREGNANCY LEAVE

A) Pregnancy shall be treated the same as any other temporary physical disability.

B) An employee on pregnancy leave shall use accumulated and unused regular sick leave time and then (unless granted use of special sick leave) shall be on leave without pay, unless the employee chooses to use any accumulated and unused annual leave.

C) An employee going on pregnancy leave shall give written notice to her department head with appropriate medical verification. Before returning to work from pregnancy leave, the individual will provide appropriate medical documentation releasing the employee to return to work, as is required for any individual who has been on leave for a temporary physical disability.

LEGAL HOLIDAYS

The following days are hereby declared legal holidays for all the City departments, provided that the provisions of this section shall not apply to members of the Fire Department whose duties are to prevent or extinguish fires, or to members of the Police Department whose duties are those of law enforcement: (Amended 10/03/95)

1. First day of January (New Year's Day)

2. Third Monday in January (Martin Luther King Holiday)

3. Thirty-first day in March (Cesar Chavez Day)

4. Last Monday in May (Memorial Day)

5. June 19 (Juneteenth)

6. Fourth day of July (Independence Day)

7. First Monday in September (Labor Day)

8. Eleventh Day in November (Veteran's Day)

9. Fourth Thursday in November (Thanksgiving Day)

10. The Friday following the fourth Thursday in November (Day after Thanksgiving)

11. Twenty-fifth Day in December (Christmas Day)

12. Employee's Birthday

In addition to the above days, the following days are also declared to be legal holidays: 1. Any day designated as a holiday by City Council. 2. When any legal holiday falls on a Saturday, the preceding Friday shall be considered a legal holiday. 3. When any legal holiday falls on a Sunday, the following business day shall be considered a legal holiday.

Closing Date/Time: 10/21/2025 11:59 PM Mountain

Salary:

$85,680.00 - $149,230.00 Annually