The vendor is required to provide to assist in developing a strategic plan to guide the department's priorities, programs, and services for the next five years.
- Goals and objectives
• To create a written roadmap and strategic plan for future HR development, including staffing, technology integration, and process improvements.
• To provide an implementation plan with recommended actions and timeline.
• To identify gaps, inefficiencies, and areas for improvement in HR functions and processes.
• To provide recommendations for optimizing the HR structure and functions to better serve internal and external stakeholders.
• To review existing key performance indicators (KPIS), recommend enhancements and ensure KPIs incorporate into the new department strategic plan.
- Desired skills and experience
• Extensive experience developing strategic plans and organizational assessments for various human resources departments including local governments.
• Strong facilitation skills with ability to successfully convene internal and external stakeholders, solicit meaningful input and promote thoughtful participation using various methods.
• Strong data analysis, data visualization and graphic skills with the ability to produce a high-quality strategic plan document with effective images, tables, etc.
• Thorough knowledge of human resources practices and methods including innovative approaches to local government.
• Ability to meet in person and virtually as is needed to conduct a successful planning process.
- Data gathering
1. Data collection and analysis
• Conduct interviews with HR leadership, key stakeholders throughout the city (including hiring managers, payroll clerks, executive leadership, and front-line employees), and department staff to understand current workflows, roles, and responsibilities.
• Review organizational charts, work product, tracking systems, job descriptions, and performance metrics.
• Conduct a survey of HR staff and key internal stakeholders (e.g., department heads) to gather feedback on current HR services and needs.
• Review organizational-level data from the employee engagement survey and exit interviews.
2. Current state analysis
• Basic assessment of the current HR structure (staffing levels, reporting relationships, and functional areas).
• Identify any gaps or redundancies.
- Strategic HR planning
1. Needs assessment and future state vision
• Identify the key strategic HR objectives aligned with the organization's broader business goals.
• Develop a vision for the future state of the HR department, incorporating recommendations for improvement.
• Identify key performance indicators (KPIs) for measuring the success of the future HR structure and processes.
2. Strategic HR recommendations
• Recommend changes, if needed, to the organizational structure, including staffing levels, team roles, and reporting relationships.
• Propose any required changes to HR policies, procedures, and technology platforms to enhance operational efficiency and effectiveness.
• Suggest new HR initiatives or programs to better support the organization’s goals and employee needs.
- Contract Period/Term: 1 year
- Questions/Inquires Deadline: February 9, 2026
