ABOUT BROOKLYN LAB
Brooklyn Laboratory Charter Schools (LAB) is a network of open-enrollment, college-prep, public charter schools that prepare students with the academic foundation, digital literacy, and leadership skills necessary to excel in college and professional life as they grow as ethical leaders.
About the Role
The Director of Human Resource (HR) will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the HR Team, ensuring legal compliance and implementation of the LAB’s mission and talent strategy. The Director of HR is expected to display expertise and exercise self-initiative and independent judgment in leading recruitment, selection, classification, job analysis, compensation, benefits, worker’s compensation, protected worker classifications, and wellness activities in compliance with relevant federal and state laws and agency rules and regulations. The primary professional responsibilities will include, but not be limited to:
- Serve as Brooklyn LAB’s point person for employee relations and support; answer sensitive and nonsensitive HR questions/resolve issues ranging from payroll and benefits to medical and parental leave to organizational policies.
- Use diplomacy, innovation, and creativity when resolving non-routine matters that impact the achievement of team and goals.
- Provide differentiated coaching and timely feedback, and hold team members accountable for achieving their key outcomes.
- Align decisions on short-term priorities and resource allocation with long-term organizational goals, scale, and sustainability.
- Collaborate with other teams to ensure collection of, access to, and delivery of key people data for organizational needs, while leveraging it to empower leaders to make data-driven decisions.
- Monitor progress, drive decision-making, and recommend a course of action for organizational decisions informed by research, data, and stakeholder perspectives.
- Use change-management principles to shift and influence stakeholder behavior in relationships without formal authority.
- Cultivate the trust of key stakeholders through active listening and by seeking to understand people’s views and needs; follow through on commitments and promises with an appropriate sense of urgency.
- Consider the employee impact and financial implications of Brooklyn LAB’s compensation and benefits package.
- Adhere to labor and compliance laws in navigating personnel situations.
- Evaluate opportunities to build efficient and effective processes to enhance the employee experience and support the organization's growth.
- Evaluate reports, decisions, and results of department initiatives and ensure alignment with established goals.
- Develop a comprehensive strategy and implementation plan to scale HR operations for a growing, multi-site organization.
- Continuously improve transactional systems and processes to maximize their efficiency and efficacy, while ensuring compliance across key HR workstreams.
- Manage the continued implementation and use of existing HR technology in support of delivering high-quality HR services.
- Design workforce planning processes and reporting (staffing projections and needs analysis).
- Lead the benefits enrollment process, including benefits selection, open enrollment, and continued management. Key responsibilities will include working with our benefits broker to ensure the best benefits for our employees, managing enrollment changes, and supporting employees in navigating their benefits.
HR Policies and Compliance
- Stay abreast of changes to local/state/federal laws that could impact personnel policies and internal processes. Work closely with leadership to propose any necessary policy changes in light of new laws and organizational needs.
- Partner with the legal team as needed or required and ensure compliance with all federal, state, and local employment laws.
- Oversee the leave administration process to ensure that employees are supported and have the resources they need to navigate FMLA, paid family leave, disability leave, or other leave activities.
- Recommend new approaches, policies, and procedures to ensure continual improvements in the efficiency of department and services performed.
- Maintain the staff handbook’s policies and procedures updated.
Team Management, Retention, & Recruitment
- Cultivate and deepen a culture of diversity, equity, and inclusion throughout the employee life cycle and seek to ensure our staff represent and reflect the diversity of the school community we serve.
- Serve as an exceptional role model as a leader and manager, investing deeply in supporting and developing HR team members and growing their capacity to learn, contribute, and engage in the work of the team and organization.
- Establish department and individual staff goals that contribute to organizational objectives.
- Manage team toward human resources and recruitment scorecard and annual plan outcomes.
- Provide support to the recruitment associate in attracting the nation's best talent to Brooklyn LAB. This could include attending career fairs, coordinating recruitment events, and other hiring related activities.
- Map career pathways and succession plans for all roles in Brooklyn LAB, and support the Leadership Team in development and structuring of professional learning for Brooklyn LAB staff members.
- Build both annual and long-term Brooklyn LAB human capital strategy and tactical plans that include an organizational talent and total benefits philosophy that considers the entire employee life cycle.
- Partner with senior leaders to identify, prioritize, and implement key people initiatives that will support and drive organization wide efforts to deliver a best-in-class employee experience.
- Create a comprehensive experience that is always warm and supportive for all staff who are joining or transitioning to and from the organization.
- Manage programs to assess organization health across staff, students, and parents/families. Provide leaders with tools and resources to continue to build a healthy organization.
- Work to retain Brooklyn LAB staff members year-over-year.
- Develop strong partnerships with school leaders and staff by providing human resources guidance and support.
- Manage and resolve complex employee relations issues, and conduct effective, thorough, and objective investigations.
- Provide day-to-day performance management guidance to school leaders (e.g., coaching, counseling, career development, disciplinary actions).
- Identify training needs for teams and individual executive coaching needs.
- Support and grow people managers to navigate adaptive management challenges.
- Build and maintain a normed and high-quality performance-management system.
- Seek to understand the needs and motivations of students and families, and make decisions with student best interests and needs in mind.
- Plan events to celebrate our wonderful staff.
All successful candidates must possess an unwavering belief that all students, regardless of their backgrounds and educational pasts, have the potential to succeed in college or an appropriately rigorous post-secondary outcome. In addition, strong candidates will have:
- 7–10 years of progressive experience in administrative management of HR operations and HRIS systems.
- Bachelor’s degree required, master’s and Lean Six-Sigma certification a plus.
- Professional HR certification preferred (SHRM-SCP or SPHR).
- A demonstrated ability to work independently in a fast-paced environment, lead multiple projects, meet concurrent deadlines, and organize time and priorities.
- A demonstrated ability to cultivate inclusive, empathetic leadership.
- Demonstrated ability to develop, implement, and manage systems and processes to support a growing organization.
- Strong interpersonal and communication skills, both written and verbal.
- Knowledge of and experience with core HR functions, including credentialing, benefits and compensation, payroll, employee policies and relations, compliance, and state laws/regulations.
- A demonstrated ability to lead with the highest levels of integrity, ethics, and accountability; comfortable handling sensitive and confidential information responsibly.
- A demonstrated ability to build trusting relationships and influence at all levels of the organization without direct authority.
- Ability to analyze complex, sometimes ambiguous information and acquire data from multiple sources when solving problems.
- Highly energetic, professional, positive, empathetic, and enthusiastic team player with strong interpersonal skills; genuine interest and aptitude in working with people of all levels and backgrounds.
- Selfstarter who works well independently and takes initiative to identify and resolve issues that may arise, including reaching out to key stakeholders for advice and partnership.
- Deep commitment to self-reflection and continued growth.
- A demonstrated ability to understand and navigate issues of identity, power, and privilege.
- Above average knowledge of Microsoft Word, Excel, and PowerPoint, and Google Workspace.
This search is being run by NRG Consulting Group.