What is the role of a Deputy Director (Human Services Department) at Broward County?

The Deputy Director (Human Services Department) position at Broward County is a Full-Time opportunity in the relevant field.

Where is this Deputy Director (Human Services Department) job located?

Fort Lauderdale, Florida, 33301, United States

What industry does this Deputy Director (Human Services Department) position belong to?

This role spans multiple industries.

What is the expected salary for this Deputy Director (Human Services Department) job?

$144,904.22 – $231,266.72 Yearly Salary

How can I apply for the Deputy Director (Human Services Department) position at Broward County?

You can apply directly through the application link provided.

Deputy Director (Human Services Department) at Broward County

The Broward County Board of County Commissioners is seeking qualified candidates for Deputy Director of Human Services in the Human Services Department.

This Job Announcement will remain open until a sufficient number of applications are received.

The Broward County Board of County Commissioners is seeking a strategic and accomplished administrator to serve as Deputy Director of the Human Services Department. This executive-level leader will provide strategic oversight, organizational leadership, and operational accountability for one of the County’s largest and most complex departments.

The Deputy Director will play a pivotal role in policy development, agenda management, and executive decision-making, working closely with the Human Services Director, County Administration, and the Board of County Commissioners. This role requires an exceptional leader with a proven track record in government management, cross-divisional coordination, and driving organizational performance at scale.

General Description
Provides complex, professional administrative work in the Human Services Department. Works under administrative supervision, developing and implementing programs within organizational policies and reports major activities to executive level administrators through conferences and reports.

Minimum Education and Experience Requirements

Requires a Bachelor's degree from an accredited college or university with major coursework in human services, public administration, business administration, or closely related field; Master's degree strongly preferred.

Ten (10) years of progressively responsible experience in human services, public administration, or related executive management, including demonstrated success in government leadership and in navigating policy, operational, and agenda process complexities; six years in senior-level supervisory and administrative leadership.

Special Certifications and Licenses

None.

Preferences

Master's degree in human services, public administration, business administration, or closely related field
Professional experience in social work, business operations, and program management
Experience in a comparably sized complex governmental organization
Public presentation experience
Six sigma or similar process improvement certifications
Strategic planning experience

The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary.

Provide strategic leadership and executive oversight to Human Services divisions, ensuring alignment with County goals, policies, and long-range priorities.

Lead and manage the agenda process for the department, reviewing and approving items for Board consideration, coordinating with senior leadership, and ensuring readiness for executive and elected body review.

Oversee departmental budgets and performance measures, ensuring fiscal accountability, transparency, and measurable results.

Serve as a trusted advisor and second-in-command; active for the Human Services Director in their absence.

Represent the Department and County before the Board of County Commissioners, community boards, state and federal partners, and professional organizations.

Drive strategic planning and organizational improvement initiatives, fostering innovation, efficiency, and accountability across divisions.

Provide leadership in emergency management and disaster response, ensuring continuity of critical human services.

Build and maintain collaborative relationships with local nonprofits, healthcare providers, municipalities, faith-based organizations, and advocacy groups to advance the Department's mission.

Actively engage with employees at all levels, demonstrating a visible commitment to staff well-being, professional growth, and career development; fostering and modeling the HSD Department's mission, vision, and values.

Performs related work as assigned.

Physical Demands

Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.

Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations.

Unavoidable Hazards (Work Environment)

Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.

None.

Competencies

Business Insight

Applies knowledge of business and the marketplace to advance the organization's goals. Ensures that the team understands and discusses relevant industry changes. Gives strong messages about how people's efforts make a difference to the broader organization.

Balances Stakeholders

Anticipates and balances the needs of multiple stakeholders. Ensures that the organization can balance the needs of multiple stakeholder groups. Speaks clearly about the need for the organization to adhere to strong ethics and show cultural savvy when working with internal and external stakeholders.

Strategic Mindset

Seeing ahead to future possibilities and translating them into breakthrough strategies. Is a strong big-picture thinker; makes frequent, clear references to the organization's vision and strategy and the efforts required to drive them forward. Effectively integrates long-term opportunities and challenges with day-to-day activities.

Plans and Aligns

Plans and prioritizes work to meet commitments aligned with organizational goals. Makes nimble plans accounting for a range of risks and contingencies. Achieves greater cohesion, integration, and alignment between own group and other areas. Both persistent in adversity and nimble in change.

Optimizes Work Processes

Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. Motivates people to produce highest-quality outcomes and pursue continuous improvement. Sees that problems are well examined and improvements are integrated into all relevant work processes.

Ensures Accountability

Holds self and others accountable to meet commitments. Helps team hold each other accountable for goals, adherence to policies and procedures. Tracks team metrics and milestones, redirecting effort, as necessary, for continued progress.

Builds Networks

Effectively builds formal and informal relationship networks inside and outside the organization. Emphasizes building and maintaining strong relationships; gives targeted guidance on how to do so. Creates and strengthens a wide network to learn early about industry developments and attain significant influence.

Builds Effective Teams

Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. Builds a leadership team that advances organizational strategies. Enables cross-functional teamwork; builds team spirit across the organization. Models teamwork; partners well with a wide range of leaders.

Drives Engagement

Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Creates a highly motivating atmosphere in which many people feel energized and enthusiastic about achieving common goals. Trusts the team to make decisions and empowers them to make significant contributions.

Drives Vision and Purpose

Paints a compelling picture of the vision and strategy that motivates others to action. Is a strong champion for the organization's vision; energizes people to commit to this long-term direction. Regularly and enthusiastically describes how people's efforts make a difference.

Courage

Steps up to address difficult issues, saying what needs to be said. Confronts tough organizational issues promptly, works to resolve them with urgency. Is a role model of courage, coaches others on how to stand up for what they believe in when facing adversity or opposition.

Situational Adaptability

Adapts approach and demeanor in real time to match the shifting demands of different situations. Fosters flexibility in the organization; initiates change in response to external cues. Adapts leadership style for different situations and challenges. Builds the structures and culture that allow for some organizational flexibility.

County Core Values

All Broward County employees strive to demonstrate the County's four core behavioral competencies.

Collaborates: Building partnerships and working collaboratively with others to meet shared objectives.
Customer focus: Building strong customer relationships and delivering customer-centric solutions.
Instills trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
Values differences: Recognizing the value that different perspectives and cultures bring to an organization.

Americans with Disabilities Act (ADA) Compliance

Broward County is an Equal Opportunity Employer committed to inclusion. Broward County is committed to providing equal opportunity and reasonable accommodations to qualified persons with disabilities. We support the hiring of people with disabilities; therefore, if you require assistance due to a disability, please contact the Professional Standards Section in advance at 954-357-6500 or email Profstandards@broward.org to make an accommodation request.

Emergency Management Responsibilities

Note: During emergency conditions, all County employees are automatically considered emergency service workers. County employees are subject to being called to work in the event of a disaster, such as a hurricane, or other emergency situation and are expected to perform emergency service duties, as assigned.

County-wide Employee Responsibilities

All Broward County employees must serve the public and fellow employees with honesty and integrity in full accord with the letter and spirit of Broward County's Employee Code of Ethics, gift, and conflict of interest policies.

All Broward County employees must establish and maintain effective working relationships with the general public, co-workers, elected and appointed officials and members of diverse cultural and linguistic backgrounds, regardless of race, color, religion, sex, national origin, age, disability, marital status, political affiliation, familial status, sexual orientation, pregnancy, or gender identity and expression.

Deputy Director (Human Services Department) at Broward County – Fort Lauderdale, Florida

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