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Boise City HR leader Stacy Doty outlines priorities after six months on the job
Summary
Stacy Doty delivered a report to the Boise City Council summarizing observations from her first six months leading human resources and outlined priorities including ERP implementation, risk mitigation, compensation and benefits review, policy handbook revision, talent pipelines and people analytics.
Stacy Doty, the city's human resources leader, told the Boise City Council she has spent the past six months assessing the department and is prioritizing enterprise resource planning implementation, proactive risk mitigation, compensation and benefits review, a revised policy handbook and expanded talent pipelines.
Doty said the HR team already has a strong foundation of experienced staff and established cross-department partnerships that position the city to pursue those priorities. She highlighted staff roles and new organizational focus areas, including HR strategy, operations and analytics to better use people-data for decision-making.
Doty emphasized the team's strengths in service orientation and customer care, citing accurate payroll and the development of a competitive total-rewards package. She identified several early priorities for the coming year: supporting the ERP project presented earlier by city staff, advancing risk mitigation and workers' compensation strategies, reviewing job classifications and benefit competitiveness, completing a modernized policy handbook, strengthening talent-acquisition pipelines (internships, apprenticeships and regional partnerships), and building leadership and learning-and-development programs.
She named staff leaders who oversee key HR functions: Angie Hahn (administration), Corey Pence (risk and safety), Carrie Hall (learning and development), Amanda Page (talent acquisition), Nate Shimatsu (HR business partners), Sheena Buffy (total rewards) and Mark Kuna (security). Doty described the creation of a function focused on HR strategy, operations and analytics that will coordinate projects, priorities and people-analytics work across those teams.
Doty said payroll and other operational processes currently show a high degree of accuracy and care and called that a strong foundation from which to pursue longer-term priorities. On the policy handbook, she said the existing binder represents roughly 20 years of policy and practice and that the department will work with stakeholders to simplify and update policies to match the city's current needs.
On talent acquisition, Doty described ongoing improvements over the past two to three years and said the department is emphasizing pipelines to buffer hiring when labor markets tighten. On learning and leadership development she said the department will identify which employee tiers to prioritize first (early supervisors, mid-level managers or organizational leaders) and build programs accordingly.
Doty closed by thanking the mayor and council for the opportunity to lead HR and offered to take questions.
Members of the council praised Doty's outreach to staff and on-site visits and thanked her for the presentation.
