IT Resource Manager III

PRIMARY PURPOSE

The IT Resource Manager III partners with Business Leaders IT HR and team members to communicate and facilitate business goals programs and processes in support of talent management. This position will use data to evaluate and plan for current and future resource needs including but not limited to projects with significant business impact involving cross-functional teams. The IT Resource Manager serves as an advocate for employees and guides them on their career path and development within the organization. This is a senior level position responsible for developing and maintaining processes and implementing creative solutions to leverage innovation in resource management practices.

• Location: Tampa Campus
• Work Schedule: Monday - Friday
• Shift Hours: 8AM - 5PM
• Hiring Range: $91637 - $100000

ORGANIZATIONAL SUMMARY:

Located in the vibrant and diverse Tampa Bay region of Floridas gulf coast theUniversity of South Florida (USF) is a Preeminent State Research University with campuses in Tampa St. Petersburg and Sarasota-Manatee. Rated as one of the top places to live in the U.S. Tampa Bay offers a high quality of life year-round sunshine and easy access to top-ratedentertainment. USF is one of the nations largest public universities serving more than 50000 students with an annual budget of $1.8 billon. Over the past five years USF has been the fastest-rising university in the nation public or private on the U.S. News and World Reports list of best universities which it ranks as the 44thbest public university in America.

USF is proud to be an innovating partner within the Tampa Bay region listed byForbesas the top emerging tech city in the country.

USF Information Technology (USF IT) provides technology services and support for the University of South Florida. The IT team led by the Vice President and CIO provides the following services: Administrative Services Client Support Communication Services Teaching and Learning Analytics and Reporting Mobile and Web Services Consulting Services Cybersecurity Service and Research Technologies. For more information please visit:Information Technology University of South Florida ()

ADDITIONAL INFO FOR APPLICANTS: The selected candidate must have current work authorization in the United States. This position is not eligible for Visa Sponsorship.

USF offers GREAT BENEFITS to full time employees!!

• Medical Insurance
• Dental Insurance
• Vision Insurance
• Paid Vacation Days
• Paid Sick Days
• 11 Paid Holidays
• Various Retirement Options including 401K employer match
• Tuition Assistance (available for yourself spouse partner or dependent)

For more information about your total compensation package and other USF benefits please visit: Work at USF

PRIMARY JOB RESPONSIBILITIES:

Talent Strategy and Workforce Planning:

• Plan and execute talent strategies that align workforce capabilities with organizational goals and objectives.
• Lead efforts to ensure the right talent is in place proactively identifying gaps and recommending solutions to support growth.
• Lead collaboration with relevant stakeholders to forecast workforce needs conduct skills gap analyses and develop a comprehensive workforce plan to meet both current and future organizational demands.
• Use workforce planning insights to inform resourcing decisions ensuring optimal allocation and utilization of talent across projects and teams.
• Leverage performance data to identify high-potential employees and guide succession planning and talent management initiatives.
• Partner with leaders and finance to develop and maintain budget for workforce planning efforts.

Talent Acquisition and Onboarding:

• Partner with HR and relevant stakeholders to drive the recruitment and selection of top talent ensuring that new hires have the skills and potential to contribute to overall success.
• Develop and manage the onboarding process to ensure that new team members are effectively integrated have access to necessary resources and understand expectations and organizational culture.

• Monitor onboarding outcomes and work with the team to continuously improve the onboarding experience.

Talent Development and Performance:

• Lead workgroups with relevant stakeholders to define or update career paths define and assess performance goals and skill development.
• Aligns existing organizational structures roles jobs and career paths to new processes.
• Guide employees in setting SMART goals that align with organizational objectives setting performance metrics that reflect both technical skills and behavioral competencies.
• Provide regular feedback and coaching setting clear expectations conducting one-on-ones quarterly reviews and annual evaluations.
• Coach and guide employees through individual development plans to close skills gaps and support career growth identifying and planning for ongoing learning opportunities mentorship and training resources.
• Provide regular updates to help leadership understand the overall performance of teams and individuals.
• Manage employee relations issues by addressing performance concerns guiding improvement plans and working with HR to facilitate offboarding or other corrective actions when necessary.

Employee Experience and Engagement:

• Develop and implement strategies to enhance employee engagement and foster a positive work environment. Collaborate with other IT Resource Managers to contribute to best practices and ensure alignment across teams.
• Actively monitor team morale identifying potential issues early and implementing corrective actions or escalating to resolve concerns.
• Lead efforts to recognize achievements and performance fostering a culture of appreciation encouraging peer recognition and developing consistent recognition practices across teams.
• Partner with Resource Managers and Leadership to promote a positive organizational culture that reflects the values. Recommending and implementing improvements.
• Implement action plans based on feedback and ensure that employees feel valued supported and motivated in their roles.
• Establish and promote transparent communication channels within your team ensuring that employees are consistently informed about organizational policies changes opportunities for growth and collaboration.
• Ensure employees have access to resources and support to promote work-life balance including timely approval of employee requests.
• Collaborate with other IT Resource Managers and Leadership to implement strategies that promote work-life balance.

Coaching and mentoring Resource Managers:

• Provide guidance support and professional development opportunities to other Resource Managers through coaching mentorship and knowledge-sharing. This includes fostering skills enhancing decision-making capabilities and promoting best practices for resource management.

Performs other duties as assigned.

MINIMUM QUALIFICATIONS:

This position requires a Bachelors degree and five years of related experience including two years of supervisory experience. Nine years of related experience or a combination of education and experience may substitute for the Bachelors all cases at least five years of related work experience must include two years of supervisory experience.

Degree Equivalency Clause: Four years of direct experience for a bachelors degree.
Senate Bill 1310- The Florida Senate ( is conditional upon meeting all employment eligibility requirements in the U.S.
SB 1310: Substitution of Work Experience for Postsecondary Education Requirements
A public employer may include a postsecondary degree as a baseline requirement only as an alternative to the number of years of direct experience required not to exceed:
(a) Two years of direct experience for an associate degree;
(b) Four years of direct experience for a bachelors degree;
(c) Six years of direct experience for a masters degree;
(d) Seven years of direct experience for a professional degree; or
(e) Nine years of direct experience for a doctoral degree
Related work experience may not substitute for any required licensure certification or registration required for the position of employment as established by the public employer and indicated in the advertised description of the position of employment.
Minimum Qualifications that require a high school diploma are exempt from SB 1310.

TECHNICAL SKILLS:

• Workforce Planning-Strategically projecting the demand for people and skills and proactively planning to meet organizational needs.
• Resourcing-Acquiring deploying and onboarding resources.
• Performance Management- Improving organizational performance by developing the performance of individuals and workgroups to meet agreed objectives with measurable results.
• Professional Development-Facilitating the professional development of individuals in line with their career goals and organizational requirements.
• Competency Assessment -Assessing knowledge skills competency and behaviors by any means whether formal or informal against frameworks such as SFIA.
• Organizational Design and Implementation- Planning designing and implementing an integrated structure and culture.
• Employee Experience-Enhancing employee engagement and ways of working empowering employees and supporting their health and wellbeing.

INDUSTRY KNOWLEDGE:

• Experience supporting IT organizations that include audiovisual (AV) classroom technology or service delivery teams.
• Experience partnering with technical leads and subjectmatter experts to support workforce planning staffing and career development.
• Experience coaching or mentoring employees in technical environments.

SOFT SKILLS/IT CORE COMPETENCIES:

• Growth Mindset: Takes ownership of personal growth and embraces the concept that intelligence and talent can be developed through continuous learning. Willing to take on new challenges and views failure as an opportunity to grow.
• Communication: Comfortable using a broad range of communication styles and chooses appropriate effective ways to communicate. Adapts communication style depending on the audience and situation. Listens and asks questions to develop a better understanding.
• Collaboration: Collaborates with others in the pursuit of common missions visions values and goals. Fosters a sense of community within and across teams building on mutual respect trust and drawing on the strengths of others.
• Client Obsession: Client focused when creating solutions or solving problems believing that everything we do is to earn and keep our clients trust.
• Ownership: Takes responsibility accountability and proactively focuses on areas they can directly influence. Understands their role within the team and recognizes that they share the teams successes and failures.
• Outcome Driven: Focuses on desired results business outcomes and how to achieve them. Takes appropriate actions to ensure commitments are met and results achieved.