Agenda Date: 04/09/2024
Subject:
Title
Human Resources Department Overview and Update
Body
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From: |
James L. Becklenberg, City Manager |
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Prepared by: |
Tracy Hooker, Human Resources Director |
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Presentations: |
Tracy Hooker, Human Resources Director |
PURPOSE:
The Human Resources department will provide an update on achievements from 2023 and department workplan items for 2024.
LONG-TERM OUTCOME(S) SERVED:
High Quality Governance
DISCUSSION:
Human Resources (HR) is an internal service, existing to support all departments of the City of Littleton. HR is responsible for the management and administration of many important functions across the organization, including, but not limited to:
• Recruitment
• Learning and Development
• Workers’ Compensation and leave management
• Risk Management
• Employee Relations
• Human Capital Management System (HCM)
• Employee policy management
• Employee recognition
• Compensation
• Benefits Administration
• Employee Wellness
• Onboarding
• Offboarding
• Littleton Center front desk/administrative functions
• Weekly employee newsletter
• Personnel file management
HR embarked on many important and exciting initiatives in 2023, many of which will continue through the 2024 calendar year. Workplan items include:
• Complete assessment of internal and external DEI practices and follow-up activities
• Evaluate and implement HR surveys to include new hire, exit survey, engagement survey, benefits survey, stay interview, and others
• Advance Workday ERP implementation
• Complete compensation philosophy review and program development, including a compensation and benefits study
• Complete review of performance management processes and implement any recommended changes
• Develop Appointee Evaluation Handbook for City Council
• Publish updated Employee Personnel and Policy Manual to reflect legislative updates and language clean-up
BACKGROUND:
HR accomplishments for 2023 include:
• RFP for DEI work and start of Phase 1 assessment
• Increasing the reach of our job postings to target diverse, inclusive, and veteran-focused sites through DirectEmployers contract
• Workday project work for 2024 implementation of HCM module
• Hired dedicated Compensation Manager
• Appointee Evaluation Handbook creation
• Council Compensation updates
• Introduced new platform for Open Enrollment education
• 109 hires completed including several executive-level recruitments such as Deputy City Manager, IT Director, and Library Director
• 26 wellness events/activities
• 55 training sessions delivered
Upcoming needs:
With a large number of additional FTE added this past budget cycle in addition to natural attrition, recruitment volume is high. HR currently has 1 ARPA-funded position focused on recruitment in addition to our HR Manager who oversees additional functional areas. With an important focus on attracting and retaining top-tier talent across the City, while incorporating a strong focus on DEI into our recruitment efforts, this is a functional area that is not only seeing an incredible volume but requires a strategic focus and needs ongoing support to be successful. It is likely we will ask Council to convert the ARPA-funded position from temporary to permanent in this upcoming budget cycle for 2025.
Prior Actions or Discussions
N/A
FISCAL IMPACTS:
N/A
STAFF RECOMMENDATION:
N/A
ALTERNATIVES:
N/A