BronxWorks helps individuals and families improve their economic and social well-being. From toddlers to seniors, we feed, shelter, teach, and support our neighbors to build a stronger community. In all aspects of our work, we strive for the highest ethical and performance standards and are guided by the belief that people are to be treated with dignity and respect regardless of their present situation or past experiences. We have over 45 locations throughout the borough providing a variety of programs that offer assistance in the areas of family, children and youth support, educational services, elder care, homelessness, mental health and workforce development. Through the hard work of over 900 employees BronxWorks makes a difference in the lives of over 60,000 individuals per year. We are an employer of choice for anyone interested in a meaningful career in the social services field.
BronxWorks seeks a seasoned human resources leader with demonstrated capacity for strategic thinking, operational efficiency, data-driven management, and successful oversight of complex organizational development initiatives to serve as VP, Human Resources. The VP, Human Resources will report to the General Counsel and will be responsible for the overall strategy, administration, and evaluation of the human resources, training/professional development, and talent acquisition functions at BronxWorks. This new senior management role will provide both strategic and operational leadership, uniting the two historically separate Training and Human Resources departments to enhance the organization’s ability to recruit, hire, train, integrate, support, evaluate, retain, and promote talented and dedicated staff in furtherance of our mission.
• Supervise the Human Resources Director, the Director of Training and Education, and Recruiters.
• Oversee all human capital functions, including employee recruiting, vetting, hiring, onboarding, training, support, professional development, performance evaluation, employee relations, compensation, benefits, and employment law compliance.
• Function as a strategic advisor to the managers of each department and program regarding key organizational and management issues.
• Ensure that all human resources functions are administered in a manner consistent with federal, state, and local law as well as with funding contracts, including in the areas of compensation, equal employment opportunity, job safety and health, leave and benefits, and employee relations; consult with in-house and external legal counsel as needed; provide sound expert guidance as to the resolution of personnel matters.
• Responsible for developing, executing, and evaluating overall strategies and initiatives to consistently ensure a workforce that possesses the competencies needed to provide high quality, client-focused services, and that succeeds in yielding outcomes for clients. Areas of focus will include:
o Communicating expectations, and evaluating employee performance;
o Employee training, professional development, and support;
o Career pathways and opportunities for advancement; talent pipeline and succession planning;
o Management and leadership development, both for those entering supervisory roles, and further development for more experienced managers;
o Promoting competitive, consistent employee compensation and benefits, within budget;
o Diversity, inclusion and conformity with equal employment opportunity commitments;
o Promoting a healthy, positive, supportive, performance-focused organizational culture and work environment for employees; and
o Agency-wide communications and employee recognition and culture building activities that reinforce values, mission and a focus on outcomes.
• Continuously develop, execute and evaluate systems and procedures targeted to enhance the operational efficiency and efficacy of all human capital functions, including by:
o Implementing appropriate HR and Training service models for the organization, ensuring that all human capital functions are aligned and integrated, and provide efficient and effective delivery of services to stakeholders;
o Continuously evaluating and improving human resources administrative processes, such as changes of status, clearances, leave requests, benefits enrollment, etc., including by establishing and meeting processing time objectives;
o Overseeing the development, maintenance (updating at least annually), and effective communication of agency human resources policies and procedures;
o Overseeing and directly participating in the planning, execution, documentation and timely resolution of investigations into employee relations matters;
o Ensuring that the human resource information system, learning management system, and any related platforms meet the organization's needs, are diligently maintained to ensure the integrity of data and accuracy of reports, and are deployed to maximum effect;
o Monitoring vacancy rate and establishing and meeting hiring targets;
o Ensuring that new employee orientation programming effectively and efficiently welcomes and prepares new employees as well as communicates BronxWorks values, expectations and critical policies;
o Ensuring that employee training and other supports effectively meet program and individual needs in furtherance of strategic objectives, and effectively communicating agency policies intended to mitigate risk;
o Ensuring compliance with employee licensing, certification and training requirements imposed by law, regulation and contract, both at and post-hire.
• Develop, measure, interpret, and regularly communicate key performance indicators and dashboards to senior management to evaluate the effectiveness of human capital activities.
• Regularly design, lead and report on risk and safety audits and investigations to ensure compliance with BronxWorks’ human resources policies as well as applicable laws and regulations.
• Ensure staffing patterns in the Human Resources and Training departments effectively serve the needs of the organization within budget.
• Manage and continuously evaluate vendor relationships, including all employee benefits providers, LMS, HRIS, and others as appropriate, including by overseeing RFP processes when necessary.
• Bachelor’s Degree in Human Resources Management or a related field.
• SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential.
• At least 10 years of progressively more responsible positions in human resources management, preferably in a non-profit environment and at organization(s) with multiple locations and at least 500 employees.
• Experience developing comprehensive employee training and professional development programming in a social service, healthcare, or behavioral healthcare environment.
• Experience working as a member of and/or reporting to a senior level executive team.
• Advanced HR Expertise. Significant experience and expertise in the principles, practices and functions of effective HR management in all SHRM categories, including without limitation: Talent Acquisition, Employee Engagement & Retention, Learning & Development, Total Rewards (Compensation & Benefits), Organizational Effectiveness & Development, Workforce Management, Employee Relations, Technology Management, and Diversity & Inclusion.
In particular, advanced expertise in Structure of the HR Function, i.e., the knowledge and experience necessary to continuously evaluate and ensure an appropriate human capital service model for BronxWorks, as well as in Risk Management and Employment Law & Regulations, i.e., the knowledge and experience necessary to continuously assess and manage workforce risk, and to ensure compliance with, and to provide sound guidance with respect to, all relevant employment laws and regulations.
• Leadership & Navigation. The knowledge, skills, abilities, and other characteristics needed to navigate the organization and accomplish human capital goals, to create a compelling vision for the human capital function that aligns with BronxWorks’ strategic direction and culture, and to successfully lead organizational change, manage the implementation and execution of human capital initiatives, and promote the role of HR as a key partner.
• Ethical Practice. The knowledge, skills, abilities, and other characteristics needed to maintain high levels of personal and professional integrity, and to act as an ethical agent who promotes core values, integrity and accountability throughout the organization.
• Relationship Management. The knowledge, skills, abilities, and other characteristics needed to build and maintain productive professional relationships with contacts within and outside of the organization, to work as an effective member of a team, and to manage conflict while supporting the organization.
• Communication. The knowledge, skills, abilities, and other characteristics needed to effectively craft and deliver concise and informative communications both oral and written, to listen to and address the concerns of others, and to transfer and translate information from one level or unit of the organization to another.
• Consultation. The knowledge, skills, abilities, and other characteristics needed to understand the organization’s operations, functions and external environment, and to apply tools and analyses that inform human capital initiatives and operations consistent with the overall strategic direction of the organization.
• Business Acumen. The knowledge, skills, abilities, and other characteristics needed to work with organizational stakeholders in evaluating challenges and identifying opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing support for human capital solutions that meet the changing needs of BronxWorks’ programs and service recipients.
• Critical Evaluation. The knowledge, skills, abilities, and other characteristics needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate human capital initiatives and inform business decisions and recommendations.
• Performance Management. The knowledge, skills, abilities, and other characteristics needed to take responsibility for one’s own and one’s employees’ performance, by setting clear goals and expectations, tracking progress against the goals, providing meaningful feedback, and addressing performance problems and issues promptly.
• Cultural Effectiveness. The knowledge, skills, abilities, and other characteristics needed to value and consider the perspectives and backgrounds of all parties, to interact with others in a diverse workplace, and to promote a diverse and inclusive workplace.
• Technology Management. The knowledge, skills, abilities and other characteristics needed to successfully use existing, new and emerging technologies to support the human capital function, and to develop and implement policies and procedures governing the use of such technologies by all stakeholders. In particular, familiarity and skill with software and products including HRIS (especially ADP), LMS (especially Cornerstone), benefits administration products, and Microsoft Office suite of products and other standard business technology.
• High Functioning Performance. Highly attentive to detail, organized, and self-motivated, with ability to prioritize tasks and work efficiently and independently. Demonstrated ability to complete activities/projects in a timely manner, on or before scheduled deadlines, with minimal errors.
• Decision Quality. Makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment; most solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.
• This job operates in a professional office environment, with regular visits to varied social service environments, including community centers, schools, homeless shelters, senior centers, social services offices and other locations.
• This role routinely uses standard office equipment such as computers and smartphones.
• This is a full-time position. The position permits work-from-home on a temporary basis on some days during the week while state regulations restrict in-person office capacity due to COVID-19. During normal circumstances, this position requires physical presence at work at least Monday through Friday, 9:00 a.m. to 5 p.m. In addition this position regularly requires evening hours and weekend work.
BronxWorks helps individuals and families improve their economic and social well-being. From toddlers to seniors, we feed, shelter, teach, and support our neighbors to build a stronger community. In all aspects of our work, we strive for…
BronxWorks offers a variety of benefits to full-time salaried employees as well as part-time salaried employees who work at least 20 hours per week year-round. Generous paid time off for personal, vacation, parental, and medical leave and a pension plan that is 100% employer paid.
We support all aspects of diversity, and in accordance with federal, state and local laws, does not discriminate unlawfully against employees and applicants for employment on the basis of age, color, creed, disability, marital status, military status, national origin (including ancestry), predisposing genetic characteristic, race, sex, gender, actual or perceived sexual orientation (including actual or perceived heterosexuality, homosexuality, bisexuality and asexuality), status as a victim of domestic violence, or any other characteristic protected by law.
BronxWorks offers a variety of benefits to full-time salaried employees as well as part-time salaried employees who work at least 20 hours per week year-round. Generous paid…
Apply for DIRECTOR OF HUMAN CAPITAL - ADMIN - 60 EAST TREMONT AVE using the link below:
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