IT Project Manager I (Temporary)

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About Us

To provide a solid Human Resource management foundation, responsible oversight, and creative solutions through a collaborative approach with all stakeholders to maximize the potential of our greatest asset - OUR EMPLOYEES.

Description of Work

Knowledge Skills and Abilities/Management Preferences

This is a temporary position and there are no leave or retirement benefits offered with this position. Temporary employees who work an annual average of 30 or more hours per week may be eligible for health insurance coverage under the High Deductible Health Plan (HDHP). For more information on Health Benefits offered visitwww.shpnc.org.

Visitwww.nctemporarysolutions.comfor employment information.

Note: Permanent and time-limited NC State Government employees must separate from their permanent or time-limited position in order to work in a temporary position. All temporary employees are limited to one NC State Government temporary assignment at a time.

Individuals hired into a temporary State job must be fully qualified for the job. OSHR supports the Governor's Job Ready initiative and seeks to expand a temporary skill set to enhance their qualifications for State government and private sector jobs. Exposure to an agency's culture, process, procedures, and potential learning opportunities can provide valuable experience to those who may seek permanent employment with the state.

This temporary position is located at 1915 Health Services - Wake County. This position is assigned to DHHS DIRM.

Job Order Hourly Rate of Pay: $48.00 (Based on education and/or years of relevant work experience reflected on the application).

Effective July 1, 2025, candidates now meet the minimum qualifications of a position if they have the minimum education and experience listed from the class specification. The Knowledge, Skills, and Abilities listed within this vacancy announcement will be used only as management preferences and will be used to screen for the most qualified pool of applicants.

Management Preferences:

• The IT Workforce Strategy Lead is responsible for establishing and leading the IT organization's strategic workforce planning function.
• This role develops workforce strategies that align talent capabilities with business priorities, technology modernization, and emerging technologies, including AI.
• Key responsibilities include strategic workforce planning, skills strategy, workforce analytics, succession planning, and AI workforce readiness.
• The role serves as a strategic advisor to IT leadership, partnering with HR, Workforce Development, Finance, and business leaders to ensure the organization has the capabilities needed for the future.
• This position focuses on strategy and planning and does not manage learning or workforce development programs.

Key Responsibilities:

Strategic Workforce Planning

• Develop and maintain a multi-year IT workforce strategy aligned with business and technology priorities.
• Lead workforce planning across IT, identifying future workforce demand and critical capabilities.
• Develop workforce strategies using build, buy, borrow, and automate approaches.
• Facilitate workforce planning with IT leadership.

Skills & AI Workforce Strategy

• Develop IT skills and competency frameworks.
• Identify current and future skills gaps, with a focus on AI, cloud, cybersecurity, data, and automation.
• Lead AI workforce readiness planning and assess the workforce impact of emerging technologies.
• Define workforce strategies to support AI adoption and future capability needs.

Workforce Analytics & Succession Planning

• Analyze workforce trends, risks, and talent pipelines.
• Develop executive dashboards, metrics, and workforce insights.
• Lead succession planning for critical IT roles and recommend strategies to improve organizational readiness.

Strategic Partnership

• Advise IT executives on workforce strategy and future capability planning.
• Partner with Workforce Development to align strategic priorities with capability-building initiatives.
• Collaborate with HR, Finance, Talent Acquisition, Enterprise Architecture, and business leaders on workforce initiatives.
• Present workforce insights and recommendations to senior leadership.

Qualifications Required

• Bachelor's degree in Business, Human Resources, Information Technology, Organizational Development, Project Management, or a related field.
• 3-7 years of experience in strategic IT workforce planning, workforce strategy, organizational effectiveness, consulting, program management, or business transformation.
• Experience leading enterprise-wide initiatives and partnering with senior executives.
• Experience supporting IT or technology organizations.
• Strong analytical, project management, facilitation, and executive communication skills.
• Experience developing strategic roadmaps, business cases, and workforce analytics.

Preferred

• Knowledge of workforce planning, skills frameworks, AI workforce strategy, or organizational design.
• Experience with change management and workforce analytics tools.
• Master's degree in a related discipline.

Minimum Education and Experience

Some state job postings say you can qualify by an “equivalent combination of education and experience.” If that language appears below, then you may qualify through EITHER years of education OR years of directly related experience, OR a combination of both. See the Education and Experience Equivalency Guide for details.

Bachelor's degree in computer science or a related IT field, business administration, project management or closely related degree from an appropriately accredited institution and three years of experience in IT project management or technical project management related work; or an equivalent combination of education and experience.

EEO Statement

The State of North Carolina is an Equal Employment Opportunity Employer and dedicated to providing employees with a work environment free from all forms of unlawful employment discrimination, harassment, or retaliation. The state provides reasonable accommodation to employees and applicants with disabilities; known limitations related to pregnancy, childbirth, or related medical conditions; and for religious beliefs, observances, and practices.

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