Job Information
Mayor's Office of Talent and Appointments (MOTA) Director, Mayor's Office of Talent and Appointments (MOTA) in Washington, District Of Columbia
OPEN: November 7, 2024
CLOSE: Open until filled
POSITION: Director - Mayor's Office of Talent and Appointments (MOTA)
SALARY: ES9 ($133,350 to $161,471)
INTRODUCTION
Mayor Bowser established the Mayor’s Office of Talent and Appointments (MOTA) to conduct aggressive outreach and engagement to identify energetic community and business professionals to fill critical appointed roles in District government, including executive appointees in the Mayor’s Cabinet, independent agency leaders, policy and program staff in the excepted service, and community and governmental appointees to boards and commissions.
Talent and Appointments to Boards and commissions
MOTA recruits talented and interested individuals from all eight wards to implement Mayor Bowser’s pragmatic, inclusive and hands-on approach to creating pathways to the middle class and a fair shot for all District residents. District Boards and Commissions have key roles in advising District agencies and programs, regulating professions and industry as well as setting and shaping a variety of policy decisions. District boards and commissions vary in size and complexity, yet all are designed to help shape and influence critical decisions and services for District residents. As a result, Board members must have experience, dedication and commitment to service. The Director of MOTA will develop a comprehensive plan to recommend public member appointees to the Mayor for appointments to over 180 different public bodies, including boards and commissions, independent agencies, advisory groups, task forces and organizations.
The MOTA Director oversees the appointment process for over 180 boards, commissions, task forces and committees that are appointed by the Mayor. Make recommendations to the Mayor and Deputy Chief of Staff on who should be appointed after robust vetting and recruitment processes. Work with the Agencies to ensure their recommendations are timely and thoughtful. In addition to supervising a team of 6, also maintains a database of appointees available to the public.
Talent and Appointments in the excepted and executive service
Excepted and Executive Service appointees are employees who serve at the pleasure of the mayor and are subject to the District residency. Mayor Bowser appoints senior leadership at 118 members of the executive and independent cabinets and 220 policy and program staff throughout the government. The Director of MOTA develops and implements a comprehensive and aggressive recruitment plan to identify the talented individuals, for these positions.
In the capacity of Director of Talent, the MOTA Director is responsible for sourcing and recruiting top talent, managing employee relations, and developing and implementing talent management programs. The MOTA Director plays a key role in developing and implementing strategies and initiatives that align with Mayor Bower's goals and objectives. As an executive in the administration the MOTA Director is to be also responsible for providing guidance and advice to senior executives in the Administration.
Director, Mayor's Office of Talent and Appointments
Developing and implementing a structured, methodical and innovative process, the MOTA Director recruits talent, coaching and mentors appointees, conducts programs to engage appointees and find the best and the brightest. The Director must utilize many tools for success, and the ideal candidate has experience managing recruitment programs, developing legislation and tracking progress.
For appointed staff, core duties include, but are not limited to:
Under the director of the Deputy Chief of Staff to the Mayor, develop and implement talent management programs that attract, retain, and develop top talent for appointed positions.
Identify and hire top-performing individuals that align with the Mayor's values and goals.
Develop and maintain relationships with key industry stakeholders and networks to build a pipeline of talent.
Collaborate with the Director of the Department of Human Resources (DCHR) on personnel matters are required.
Collaborate with hiring managers to develop job descriptions, job postings, and recruitment strategies.
Manage the recruitment process, including sourcing, screening, interviewing, reference checks, and offer negotiations.
Oversee the onboarding process for new employees and ensure they are provided with a positive experience.
Provide coaching and guidance to managers on talent management best practices.
Develop and implement employee relations strategies and assist with conflict resolution as needed.
Perform other duties as assigned.
For appointed boards and commissions, core duties include, but are not limited to:
Review of applications, interview and make recommendations/selections to the Deputy Chief of Staff and Mayor for appointment.
Work effectively and productively with executive directors, agency staff, legislative staff and other offices to ensure appointments are in compliance with statutory requirements and bring value to boards and commissions.
Respond to and resolve issues surrounding appointments.
Collaborate with legislative team, Legislative Council and agency staff to ensure successful Senate confirmation of appointees.
Ensure that Mayor’s top priorities are communicated to board members, work with Policy team to have contact points on multiple sides; ensure all stakeholders’ points of views are reflected in processes.
Conduct presentations on opportunities to serve on boards and commissions across the District.
Increase stakeholder engagement to recruit and increase applications for board positions.
Maintain collaborative relationships with board contacts, board members and community members.
Increase and maintain diverse members of boards and commissions.
Under the director of the Deputy Chief of Staff to the Mayor, develop and implement talent management programs that attract, retain, and develop top talent for appointed positions.
Perform other duties as assigned.
Requirements
Bachelor’s degree in human resources management, Business Administration, or related field
Minimum seven (7) years’ experience in recruitment and retention is preferred.
Proven experience as a Director of Talent, Talent Acquisition Manager, or Human Resources Manager preferred.
Strong understanding of talent management best practices and trends
Demonstrated experience in developing and implementing HR strategies and initiatives.
Excellent communication and interpersonal skills
Strong project management and organizational skills
Ability to work effectively in a fast-paced, high-growth environment.
Creative problem solver with a positive, can-do attitude
SHRM-CP or SHRM-SCP certification is preferred.
DOMICILE REQUIREMENT
There is a legal requirement that each new appointee to the Excepted and Executive Service either: (1) be domiciled in the District of Columbia at the time of appointment; or (2) establish District domicile within one hundred eighty (180) days of appointment. The law also requires that Excepted and Executive Service employees maintain District domicile during the period of the appointment. Failure to maintain District domicile during the period of the appointment will result in forfeiture of employment.
Powered by JazzHR
