Department of Human Resources and Civil Service

Department of Human Resources and Civil Service

Mission

The mission of Human Resources & Civil Service is to recruit and develop a diverse and inclusive workforce that is empowered and prepared to serve our residents with excellence. We advance this mission by cultivating a workplace that is supportive, transparent, equitable, and psychologically safe, while fostering employee growth, engagement, well-being, and a strong commitment to public service.

Departmental/Bureau Overview

The Department of Human Resources and Civil Service is divided into the following general service areas: Administration: bolsters the operational foundation of HR & Civil Service by ensuring accurate processing of employment records and delivering consistent fiscal, contractual, and executive support. Their flexible yet disciplined approach to document and records management, and contract coordination promotes compliance, reliability, and informed decision-making, enabling efficient, high-quality service. Benefits, Compensation, and Risk Management: supports City’s workforce through the administration of employee and eligible retiree benefits, payroll operations, and compensation coordination. These teams manage key programs such as leave, disability, deferred compensation, occupational safety, and Workers’ Compensation to promote employee wellbeing and organizational continuity. Together, they provide reliable, compliant services that help the City operate effectively and support its employees through every stage of employment. Talent Acquisition and Employee Development: enhances the City’s workforce by providing high-quality learning opportunities and by recruiting and engaging a diverse pool of qualified candidates for all areas of public service. The teams conduct orientation, onboarding, leadership development, compliance training, and manage recruitment strategies across all departments. People Operations and Employee Relations: strengthens the City’s organizational effectiveness by guiding departments on employment policies, job classification, Civil Service Statutes and Rules, and compliance with all regulatory and contractual requirements. The team maintains a fair and consistent workplace through confidential investigations and employee relations support addressing sensitive concerns. The Occupational Social Worker further ensures workforce well-being by providing employees with confidential assistance and connections to internal and external support resources.

2026 Accomplishments

• Modernized the City Employee Exit Interview Program by launching a standardized exit interview process to capture employee feedback, identify workforce trends, and provide insights to inform employee retention and organizational improvements.
• Launched a three-year employee health initiative, where City employees have access to free, confidential on-site individual health coaching to help meet their personal health and wellness goals.
• Improved Mandatory Training Completion by advancing department-level tracking and follow-up processes, contributing to an increase in mandatory training completion rates from below 50% to approximately 92%.
• Supported the hiring of the first Westinghouse ERT student in the history of the partnership to join the City of Pittsburgh Bureau of EMS, working closely with the HRBP team.
• As a result of reduced workers' compensation claim volumes and favorable claims trends, Risk Management negotiated a reduction in future Workers' Compensation TPA contract costs, generating savings for the City.

51 - PERSONNEL-SALARIES & WAGES 58 - MISCELLANEOUS 56 - SUPPLIES 52 - PERSONNEL-EMPLOYEE BENEFITS 55 - OTHER SERVICES 54 - PROPERTY SERVICES 53 - PROF. & TECHNICAL SERVICES