Director of Human Resources and Human Capital, DSISS


: $144,310.00 - $144,310.00 /year *

Employment Type

: Full-Time


: Human Resources

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This title is in a civil service competitive class that is subject to examination. Position is only open to applicants with permanent NYC civil service status as Administrative Education Analyst or candidates who are permanent in an equivalent title that is eligible for transfer under 6.1.9 to Administrative Education Analyst or candidates who have taken the most recent Administrative Education Analyst civil service examination. Position Summary: The Director of Human Resources and Human Capital is responsible for the development, implementation, and evaluation of policies and procedures related to recruitment, hiring, development, and evaluation of staff across the Division of Specialized Instruction and Student Support. The Director of Human Resources and Human Capital is also the point person for interaction with the Division of Human Capital (DHC), Division leadership regarding all staffing and related personnel matters. The Director strategically manages all Human Resources (HR) functions, contributing to organizational success by translating organizational strategies/objectives into HR initiatives and recruiting and building up the Division??s talent. The Director provides leadership, direction, counsel, and support in a broad range of strategic, managerial, and operational issues. This position handles and manages confidential information related to salary, employee ratings, recruitment strategy, and civil service leveling, and advises the Executive Director of Operations on making policy and operations decisions. The Director oversees a team of two individuals, as well as managing all personnel issues and staff development for a division of 1,200 employees. The Director will also provide high-level assistance with projects specified by the Executive Director of Operations. Performs related work. Reports to: Executive Director of Operations Direct Reports: Human Resources Manager and Operations Support Coordinator Key Relationships: Works primarily with the Executive Director of Operations, Executive Directors and other Division leadership; all members of the Operations team; all SEO staff members; and key stakeholders in related divisions, including the Division of Human Capital, the Division of Budget, Operations and Review (DBOR), and other divisions across the Department of Education (DOE). Responsibilities Human Resources Oversee and deliver an accurate, fast, efficient recruitment and staffing process that is driven by customer service, efficiency, and integrity. This includes: overseeing the preparation and revision of job descriptions for positions in SEO and CSEs, and working with DHC and Senior Leadership to finalize job descriptions; working with Senior Leadership on development of job descriptions, per session postings, and school-based circulars for SEO and CSEs; overseeing and managing the SEO and CSE clustering process for Q-bank staff, e.g.,, School Psychologist and Social Workers in D1-32, 75, and the CSEs. developing and maintaining systems to track Division wide headcount, staffed positions, and vacancies (vacancy reports); making staffing decisions within parameters set by available budget, civil service titles, etc.; and managing and overseeing new Hire Orientations. Works with the Human Resources Manager to facilitate new hire orientation, which includes employee and health benefits, pension information and registration, time and attendance policies for various titles, and training for all new central employees. Manage and oversee a clear on- and off-boarding process for all SEO and CSEs employees, including implementation of a DOE onboarding toolkit, distribution of policy guidance, and coordination of exit interviews. Oversee and manage all leaves, resignations, transfers, promotions, and retirements in SEO and CSEs for over 1,200 employees. Update and escalate staffing issues to the Executive Director of Operations as applicable. Serve as the point person in a consultative capacity to the twelve (12) Executive Director across SEO, including the Deputy Chief Executive Director on all staffing matters and transactions for SEO and CSEs. Meet with SEO and CSE offices on a weekly basis to advise on staffing decisions and make hiring recommendations. Advise Executive Directors on organizational structures and oversee necessary HR implications when offices reorganize. Communicate staffing policies and procedures to Executive Directors and hiring managers to ensure proper interpretation and implementation. Participate in planning and policy-making to provide effective and uniform personnel services. Develop and implement strategy and communications related to human resources. Design, coordinate, and facilitate trainings and resources related to human resources. Develop systems to capture qualitative staff data, interest in professional development, and feedback from exit interviews. Oversee the work carried out by the Timekeeping Unit, which includes distribution of over 1,200 bi-weekly annual checks, payroll processing and inquiries, online functions, W-2 inquiries, time balances, and payroll deductions; expedites the resolution of payroll problems; ensures proper payroll processing of all Q-bank staff e.g., Teachers, Social Workers, Supervisors of Psychology, Supervisors of Speech etc.), H-bank staff, student apprentices, and seasonal employees who work during the summer program totaling over 1,200 additional summer employees. Oversee and manage the W-2 distribution process for over 1,200 employees. Talent Review and Analysis Develop processes for talent management and succession planning that entails: conducting analysis to identify and communicate talent gaps and strengths to senior leadership; leading semi-annual review process for all employees across SEO; working with EDs to assess talent landscape each year, advising on recruitment plans, and identifying a leadership pipeline; and thinking strategically about talent profile across SEO and CSEs in both skills and development areas. Qualification Requirements: Minimum A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies, or a closely related field, or a Juris Doctor degree from an accredited law school and two years of satisfactory full-time professional experience, for educational program(s) and/or institution(s) in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting economic or financial administration, fiscal or economic research; management or methods analysis, operations research, organizational research or program evaluation; educational, personnel or public administration, recruitment, position classification, personnel relations, labor relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, fiscal management, or a related area, 18 months of this experience must have been in an executive, managerial, administrative, consultative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or A baccalaureate degree from an accredited college and four years of satisfactory full-time professional experience as described in \"1\" above, including the 18 months of executive, managerial, administrative, consultative or supervisory experience described in \"1\" above; or Education and/or experience equivalent to ?? 1 ?, or ?? 2 ? above. Graduate education in areas other than those mentioned above, may be substituted for the professional experience, but not for the 18 months of managerial experience described in ?? 1 ? above, at the rate of 15 graduate semester credits from an accredited college or university for 6 months up to a maximum of 1 year of professional experience. However, all candidates must possess a baccalaureate degree from an accredited college and 18 months executive, managerial, administrative, consultative or supervisory experience, as described in ?? 1 ? above. Preferred Strong customer service skills. Five or more (5) years of leadership experience. Previous experience navigating complex HR, staffing and union issues. Prior knowledge of and experience in education and/or government. Experience with large-scale operations and administration management. Highly developed management, supervisory, and interpersonal skills required for directing a large organization of professional staff. Knowledge of DOE policies and procedures, with the ability to interpret and apply policies effectively. Ability to communicate effectively, both orally and in writing; excellent editing skills. Project management experience, and problem-solving skills related to the gathering, organizing, analysis and presentation of data; ability to manage multiple projects simultaneously. Strong strategic thinking and planning skills. Deep understanding of all DOE systems, including Galaxy, FAMIS, and EIS. Familiarity with Excel, Word, and PowerPoint. Ability to build relationships with diverse constituencies; excellent interpersonal skills in dealing with education and non-education personnel, internal and external to the NYCDOE. Innovative, with the ability to think strategically, mobilize disparate groups of people toward a common and ambitious goal, and translate insights into action. Extremely well organized, able to work under pressure and manage and meet frequent and changing deadlines. Attentive to detail; able to effectively document, track, and report on decisions made over time. Flexible and optimistic approach committed to overcoming obstacles; ability to thrive in a fast-paced, deadline-driven environment. Self-starter with an entrepreneurial spirit. Salary: $85,872 (Internal candidates who are selected for this position and who currently hold comparable or less senior positions within the DOE will not make less than their current salary.) Please include a resume and cover letter with your application. Applications will be accepted through October 16, 2019 until 3:00 p.m. NOTE: The filling of all positions is subject to budget availability and/or grant funding. This position is open to qualified persons with a disability who are eligible for the 55-a program. Please indicate in your cover letter that you would like to be considered for the position under the 55-a program. AN EQUAL OPPORTUNITY EMPLOYER It is the policy of the Department of Education of the City of New York to provide educational and employment opportunities without regard to race, color, religion, creed, ethnicity, national origin, alienage, citizenship status, age, marital status, partnership status, disability, sexual orientation, gender (sex), military status, prior record of arrest or conviction (except as permitted by law), predisposing genetic characteristics, or status as a victim of domestic violence, sexual offenses and stalking, and to maintain an environment free of harassment on any of the above-noted grounds, including sexual harassment or retaliation. Inquiries regarding compliance with this equal opportunity policy may be directed to: Office of Equal Opportunity, 65 Court Street, Room 1102, Brooklyn, New York 11201, or visit the OEO website at Required Skills Required Experience
Associated topics: administrator, chief human resource officer, guide, guidance, lead, leader, manager, president, senior associate, vice president * The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.

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