Workforce Optimization Manager Jobs in Georgia (NOW HIRING)

Salary range: $80,000.00-$95,000.00

Posting expires: June 15, 2026

General Description and Classification Standards: The Human Resources Manager II serves as the senior HR business partner supporting the Department of Public Works and Department of Transportation. This position directs the planning, development, implementation, administration, and delivery of human resources services to assigned departments, including workforce planning, recruitment, employee relations, compensation, performance management, leave administration, organizational development, compliance, and employee engagement.

The incumbent partners closely with executive leadership, operational managers, and HR Centers of Expertise (COEs) to develop workforce strategies that support the delivery of critical municipal services, infrastructure projects, transportation operations, fleet operations, sanitation services, engineering functions, and public works initiatives. The position serves as a strategic advisor and operational partner to leadership while ensuring compliance with City policies, City Code, and applicable employment laws.

Supervision Received:

Works under general supervision and follows standardized procedures and written instructions to accomplish assigned tasks.  

Essential Duties and Responsibilities:

These are typical responsibilities for this position and should not be construed as exclusive or all inclusive.

Workforce Planning & Operations

• Leads workforce planning initiatives to support operational staffing needs across Public Works and Transportation. 

• Partners with department leadership to address workforce shortages, succession planning, recruitment challenges, and retention strategies. 

• Supports organizational restructuring, position management, and workforce optimization initiatives. 

Employee Relations

• Provides strategic guidance regarding employee relations issues, disciplinary actions, grievances, workplace investigations, conflict resolution, and performance management. 

• Reviews and approves disciplinary recommendations to ensure consistency, equity, and compliance with City Code and employment regulations. 

• Conducts or oversees workplace investigations and provides recommendations to departmental leadership. 

Safety and Compliance

• Partners with departmental leadership to support workforce safety initiatives and compliance efforts. 

• Collaborates with Risk Management and Safety personnel regarding workers' compensation matters, return-to-work programs, and workplace accommodations. 

• Provides guidance regarding FMLA, ADA, FLSA, DOT regulations, CDL-related workforce issues, and other applicable employment laws. 

Talent Management

• Oversees recruitment and retention strategies for skilled trades, engineering, transportation, fleet maintenance, and operational personnel. 

• Supports leadership development initiatives and talent succession planning for supervisory and management positions. 

• Develop strategies to improve employee engagement and organizational effectiveness. 

Strategic HR Leadership

• Serves as a trusted advisor to commissioners, deputy commissioners, bureau directors, and division managers. 

• Utilizes workforce metrics and analytics to identify trends and recommend solutions related to turnover, absenteeism, vacancies, productivity, and employee engagement. 

• Leads HR projects supporting departmental strategic priorities and operational goals.

The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position. COA may change the specific job duties with or without prior notice based on the needs of the organization.

Knowledge Skills and Abilities:

This is a partial list of necessary knowledge, skills, and abilities required to perform the job successfully, it is not an exhaustive list.

• Knowledge of municipal government operations. 

• Knowledge of workforce planning and talent management practices within operational and field-service environments. 

• Knowledge of FMLA, ADA, FLSA, workers' compensation, CDL workforce requirements, and applicable employment regulations. 

• Knowledge of infrastructure, transportation, fleet, engineering, construction, sanitation, or public works operational environments. 

• Ability to interpret and apply City Code, personnel policies, labor and employment laws, and HR best practices. 

  Ability to analyze workforce data and develop strategic recommendations for leadership. 

• Ability to effectively support large operational workforces with diverse employee populations.

• Ability to analyze situations and processes and suggest/sell process improvement solutions.

• Communicates clearly and professionally with employees, supervisors, and HR staff regarding HR policies and procedures.

• Works collaboratively with HR team members, payroll, and departmental contacts to ensure consistent application of HR processes and timely resolution of HR-related matters.

Required physical, lifting, and sensory capabilities are requirements to perform the job successfully. Typical environmental conditions associated with the job.

Lifting Requirements: 

Sedentary work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body.

Work Schedule:

This position follows the City's hybrid work schedule policy as assigned by the Department of Human Resources Commissioner and requires in-person work at City worksites/facilities at least four (4) days per week, with the option to work remotely one (1) day per week, based on eligibility, departmental needs, and supervisor approval. The hybrid work schedule is subject to change at any time to five (5) days in-person work.

It is the policy of the City of Atlanta ("COA") that qualified individuals with disabilities are not discriminated against because of their disabilities regarding job application procedures, hiring, and other terms and conditions of employment. It is further the policy of the COA to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. The COA is prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship. If reasonable accommodation is needed, please contact the Human Resources Director for your department.

The City of Atlanta is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, color, religion, age, disability, sex, sexual orientation, ender identity, marital status, veteran's status or national origin, or any other basis prohibited by federal, state, or local law.  We value and encourage diversity in our workforce.

Minimum Qualifications:

Education and Experience - 

1. Bachelor's degree in Human Resources, business, or related field (Additional years of experience may be considered as a substitute for the required degree on an exceptional basis, with a minimum of ten (10) years of professional related experience in Human Resources).
2. Six or more years of professional HR experience.
3. Must have some management experience.

Licensures and Certifications - 

No specific certifications or licensures required.  

Preferred Requirements - 

• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP). 

• Experience in local government or public sector human resources. 

• Experience managing employee relations programs, workplace investigations, workforce planning initiatives, and organizational change efforts. 

• Experience supporting departments with large field-based or unionized workforces.

• Experience with HRIS; specifically, Oracle.