PRIMARY PURPOSE
The IT Resource Manager II 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 an intermediate level position responsible for understanding team dynamics and needs, assessing strengths and weaknesses, supporting team morale and resolving issues or conflicts.
ORGANIZATIONAL SUMMARY
Located in the vibrant and diverse Tampa Bay region of Florida's gulf coast, the University 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-rated entertainment. USF is one of the nation's largest public universities, serving more than 50,000 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 Report's list of best universities, which it ranks as the 44th best public university in America. USF is proud to be an innovating partner within the Tampa Bay region, listed by Forbes as 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 (usf.edu)
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 MINIMUM QUALIFICATIONS
This position requires a Bachelor's degree and four years of related experience, including two years of supervisory experience. Eight years of related experience or a combination of education and experience may substitute for the Bachelor's degree. In all cases, at least four years of related work experience must include two years of supervisory experience.
Degree Equivalency Clause:
Four years of direct experience for a bachelor's degree.
- Senate Bill 1310- The Florida Senate (https://www.flsenate.gov/Session/Bill/2023/1310) 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 bachelor's degree;
- (c) Six years of direct experience for a master's 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 operational technology, or service delivery teams. Experience partnering with technical leads and subject ‑ matter experts to support workforce planning, staffing, and career development. Experience coaching or mentoring employees in technical environments.
SOFT SKILLS
IT
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 team's 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.
PRIMARY JOB DUTIES
Talent Strategy and Workforce Planning:
Contribute to planning and executing talent strategies that align workforce capabilities with organizational goals and objectives. Partner with relevant stakeholders to identify workforce needs, assist in talent development initiatives, and help implement solutions to address skills gaps. Partner with relevant stakeholders to forecast workforce needs and assist in conducting skills gap analyses and helping establish a workforce plan that addresses both current and future demand. 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 to provide budget recommendations for workforce planning efforts. 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 the 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:
Partner with relevant stakeholders to define or update career paths, define assess performance goals and skill development. Guide employees in setting SMART goals that align with organizational objectives, monitoring performance against agreed standards. 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. 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:
Implement strategies to enhance employee engagement and foster a positive work environment. Actively monitor team morale, identifying potential issues early, and implementing corrective actions or escalating to resolve concerns. Provide regular feedback, recognize achievements and performance to foster a culture of appreciation. Partner with IT 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. Performs other duties as assigned.
