Description OCCUPATIONAL INFORMATION: A wide range of guidelines exist at the general management level. Differences in judgment required as to which guidelines to use, how to interpret these guidelines, and how to make judgment decisions with missing, incomplete or conflicting information is required. The Operations General Manager reports to the Chief Operations Officerand is responsible for managing, directing and completing priority projects which fall outside the day-to-day operational responsibilities of other Divisions and General Managers. This position proactively analyzes data to determine performance improvement opportunities forHRD. Leadership is provided for the general operations programs and functions. The General Manager of Operations interprets and recommends program goals and objectives, policies and procedures, and courses of action. This position directs, plans, manages, coordinates, and administers the programs and activities of a major functional group or essential service area of a city department. An employee in this class is accountable and responsible for these programs and activities. Major Operations General Manager Functions The Operations General Manager provides direction and focus for several operational departments and functions through fostering a culture of high ethical standards and demonstrating ethical behavior and fair and consistent treatment of policies and employees. The Operations General Manager completes priority projects which fall outside the day-to-day operational responsibilities of other Divisions. This group also will proactively analyze data to determine performance improvement opportunities for HRD DEFINITION OF CLASS The General Manager position reports to the Chief Operations Officerand has macro level responsibility for leading the general operations responsibilities to effectively and efficiently provide service to internal customers while ensuring that all laws, rules and regulations are met and applied. MAJOB JOB DUTIES: (Illustrative) * Provides vision, leadership, planning, project coordination and management for the development and facilitation of efficient operations to meet current and future business demands and needs. * Plans, directs, trains and supervises employees on a daily basis, including assignment of work, performance reviews and recommendations regarding career development and progression. * Establishes goals, measurements, and performance standards for the delivery of efficient, economical, and quality service. * Approves functional change initiatives to accomplish organizational goals. * Assists in the design and development of the department strategic plan. * Confers with division or section managers on policy interpretation and implementation. * Implements methods to develop the organization, improve employee performance, and functional group efficiency such as team building, bench marking, skills based training, job enrichment, and structural reorganization. * Represents the department in negotiations, legal proceedings, and official contacts with representatives of local, state, and federal governments or similar situations. * Demonstrates and communicates support of department mission, vision and core values. * Serves as a liaison between other City departmentsand assigned customers and clients by communicating and facilitating HRDneeds. * Investigates and analyzes complex proposed departmental reorganizations of City departments. * Leads the implementation of divisional goals, initiatives and plans. * Develops and implements initiatives to improve work processes, aligned with the City's Lean strategy. * Manages change control and ensures consistency and alignment of change control management across the Department. * Presents results of analysis concisely and effectively to ensure adoption and drives fact-based decision making at all levels within the organization. * Drives process improvements, including automation, on the processes and tools used to increase the capability and efficiency of reporting efforts. * Assists in setting up tasks and sub tasks to ensure satisfactory realization of project requirements as scheduled. * Performs special projects and initiatives as assigned. KNOWLEDGE, SKILLS AND ABILITIES: Knowledge Of: * Thorough knowledge of management and supervisory principles. * Thorough knowledge of methods, practices and procedures. * Detailed knowledge of the principles and practices of operations and management programs, services, and operations of local governments. Examples of Duties KNOWLEDGE, SKILLS AND ABILITIES: Knowledge Of: * Thorough knowledge of management and supervisory principles. * Thorough knowledge of methods, practices and procedures. * Detailed knowledge of the principles and practices of operations and management programs, services, and operations of local governments. Skill In: * Routinely conferring with HRD leadership on the implementation of management initiatives. * Interaction with senior leadership to ensure best practices are developed and applied. * Application of best principles, practices, and procedures of general management. * Advanced problem solving, decision making and statistical data analysis and interpretation. * Developed skills to effectively communicate in oral and written formats. * Development and evaluation of strategic management plans. * Project management and priority setting application. * Analyzing data and developing effective and economical responses. * Customer service and service orientation. * Initiative and self management. * Teamwork and team development. * Conflict and crisis management. Ability To: * Identify and resolve operational and organizational problems. * Provide leadership, vision, and direction to employees. * Develop, implement and evaluate process improvement initiatives. * Acquire additional training and knowledge of contemporary principles and best practices of function managed. * Conduct and perform successful administration and development of staff employees * Provide prompt and effective customer service. * Determine City of Detroit business requirements by conferring with departmental functional experts. * Identify change management issues. * Identify compliance issues. * Foster and maintain positive relationships with constituents and customer base with internal, external and functional team members to ensure effective definition of and delivery of work assignments. * Display a high level of interpersonal skills to maintain effective relationships with all levels of the organization. * Lead and cultivate a climate of integrity and ethics. * Display professionalism and credibility. * Develop an environment of continuous improvement and innovation * Think systematically and inspire change. * Leverage diversity and inclusiveness within staff and organization. * Apply change management principles, strategies, and techniques required for effective planning, implementation and evaluation of change in the organization. * Work with clients and customers to assess their needs, provide information or assistance, resolve problems and satisfy expectations. * Negotiate priorities and support position requirements. * Build and maintain a strong functional team through effective training, coaching and team building. * Work with others towards agreement and negotiation to find mutually acceptable solutions. * Identify and resolve operational and organizational problems. * Provide leadership, vision, and direction to employees. * Develop, implement and evaluate process improvement initiatives. * Acquire additional training and knowledge of contemporary principles and best practices of human resources. SUPERVISORY CONTROLS The level and nature of supervisory responsibility attributed to the General Manager position is extensive and requires a highly qualified candidate with the demonstrated experience, skills and abilities to lead and execute a high level of responsibility within the General Manager function. GUIDELINES A wide range of guidelines exist at the general management level. Differences in judgment required as to which guidelines to use, how to interpret these guidelines, and how to make judgment decisions with missing, incomplete or conflicting information is required. Guidelines exist in the form of agency regulations, legislation, procedures, manuals and requirements; local, state, and federal rules and regulations; appropriate language from Wayne county, the State of Michigan, the Federal government, grants, and agencies; and applicable policies and procedures. COMPLEXITY The complexity of the work derives from the nature, number, variety, and intricacy of tasks, steps, processes, or methods in the work performed, the difficulty in identifying what needs to be done, and the difficulty and originality involved in performing the work. Work complexity is further driven by the policies and procedures that guide the work and from communications with the Executive team of the City of Detroit as it pertains to providing effective policies and procedures as they apply to employees of the City of Detroit. SCOPE AND EFFECT The scope and effect of the position requires this position to provide overall direction, policy development and policy application at the general management level as it applies to all services provided for employees of the City of Detroit. PERSONAL CONTACTS Contacts with the HRD Chief Operations Officerand other members of the General Management team to ensure consistency of policy application and procedure development. PURPOSE OF CONTACTS The purpose of contacts is to plan and coordinate actions to provide policy and procedure development and application as it applies to all services provided for employees of the City of Detroit. PHYSICAL DEMANDS The work is characterized as sedentary. Employee Services positions sit comfortably to do their work. Some site visits may be required. WORK ENVIRONMENT Work is performed in a comfortable office environment which is appropriately lighted, heated, and cooled. The work environment contains no significant hazards. Some work may require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the work site. Minimum Qualifications MINIMUM QUALIFICATIONS These minimum qualifications establish the education, training, experience, special skills and/or license(s), which are required for employment in the Operations General Manager classification. Minimum qualification increase based on the level of the position. Note: additional qualifications (i.e. degree or certification) may apply to a particular position. Education Bachelor's degree in a related field of study is required. Experience Must have a minimum of seven (7) years total experience. Four (4) years of direct experience in and three (3) years in a supervisory capacity Licenses and Certifications and Other Special Requirements * Continuing education and development in leadership style and management subjects and techniques. * Some positions may require special licenses and/or certifications. Equivalency Equivalent combinations of education and experience may be substituted to meet the education and experience requirement of this position. Supplemental Information Applicants may be subject to background, criminal, and credit checks. Evaluation Plan * Interview:70% * Evaluation of Training, Experience &Personal Qualifications:30% * Total of Interview and Evaluation T.E.P:100% Additional points may be awarded for: * Veteran Points: 0 - 15 points * Detroit Residency Credit: 15 point