Human Resources Director

The Roosevelt Island Operating Corporation (RIOC) is a public benefit corporation and politic arm of New York State, whose mission is to develop, maintain, and operate the infrastructure of Roosevelt Island. As part of this mandate, RIOC operates and maintains several facilities including the Cultural Center, Sportspark, and the Motorgate Garage: as well as other outdoor spaces such as Firefighter’s Field, Southpoint Park, and Lighthouse Park, among other facilities and locations. Infrastructure operations also includes the Aerial Tramway, and a free Red Bus Service that stops at various points on Roosevelt Island; and a Public Safety Department that serves as the community’s first responders in coordination with the New York City Police Department. RIOC’s workforce is also comprised of union workers from Local 210, 32BJ, PSOB, and other administrative staff.

POSITION SUMMARY:

The Director of Human Resources is responsible for the overall administration, coordination, and continuous improvement of the human resources function. While the position reports to the Assistant Vice President, Human Resources, the Director of Human Resources will also work with the President & CEO on certain priority initiatives. Overall responsibilities include, but are not limited to:

JOB RESPONSIBILITIES:

Recruitment & Selection:

  • In collaboration with department heads, write job descriptions, conduct recruitment and selection for all exempt and nonexempt personnel, seasonal, temporary, and part-time employees. Plan and conduct new employee orientation and other onboarding programs to foster teamwork and a shared sense of mission for established RIOC goals.

Policy and Procedures:

  • Administer various human resources plans and procedures for all RIOC personnel.
  • As needed, partner with executive management and legal department to develop, implement and communicate employee policies and procedures and to train staff and managers.
  • Annually and as needed, review and make recommendations to executive management for improvements to the Trusts’ policies, procedures, and practices on personnel matters.

Compliance and Timekeeping:

  • Work closely with legal staff to ensure compliance with all applicable local, state and federal employment laws. Compile and submit government related reports as needed.
  • Work closely with the Payroll Administrator to manage use of accrued time, FMLA leave, required payroll deductions, etc.
  • Update as needed and maintain ADP Human Resource Information System (HRIS) and paper records in accordance with all applicable standards.

Benefits Administration:

  • With assistance from the Payroll Administrator and Finance Department, oversee benefits administration to include claims resolution, change reporting, and compliance reporting. Administer the workers compensation and disability processes and accurately file claims.
  • Communicate the organization’s benefits programs to staff and assist staff with accessing such benefits.
  • Manage the HR Coordinator who performs HR related work and serves as a support to all HR related functions.

Staff Management and Development:

  • Implement organizational and departmental development initiatives to support a motivated and engaged workforce.
  • Coordinate and conduct training classes for managers on topics such as interviewing, hiring, promotions, performance review, safety, discipline, sexual/other illegal harassment, and other legal obligations regarding employment.
  • Effectively address employee relations issues by providing guidance and coaching to managers and employees. Resolve conflicts in a fair, positive, and timely manner.
  • Administer and monitor performance evaluation process for ongoing effectiveness, compliance, and fairness within the organization.
  • As needed, partner with executive management and legal department to develop, implement and communicate employee policies and procedures and to train staff and managers.
  • Annually and as needed, review and make recommendations to executive management for improvements to the Trusts’ policies, procedures, and practices on personnel matters.
  • Perform other duties as assigned.

Performance Management:

  • Effectively address employee relations issues by providing guidance and coaching to managers and employees. Resolve conflicts in a fair, positive, and timely manner.
  • Administer and monitor performance evaluation process for ongoing effectiveness, compliance, and fairness within the organization.
  • As needed, partner with executive management and legal department to develop, implement and communicate employee policies and procedures and to train staff and managers.
  • Annually and as needed, review and make recommendations to executive management for improvements to the Trusts’ policies, procedures, and practices on personnel matters.
  • Perform other duties as assigned.

SKILLS & QUALIFICATIONS:

  • PHR or SPHR/SHRM CP or SCP certification preferred.
  • Preference (though not required) leading the HR function of a not-for-profit or public sector organization.
  • Experience with bargaining units is preferred but not required.
  • Prior experience working effectively on a high volume and broad range of matters with executive level staff and senior management.
  • Ability to propose and drive organizational change.
  • Working knowledge of ADP Workforce Now preferred.

Apply now:

Interested candidates should forward resume to: [email protected] with subject line reading “Chief Operating Officer”.

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