Nature of work and purpose

Under the leadership of the Executive Director of Transportation, this position is responsible for the guidance, management and oversight of human resource and administrative services for the not-for-profit NYCSBUS organization. Works alongside the executive team to ensure that resources are utilized in an efficient and effective manner and that strategic recommendations for improvement are presented as needed. Responsible for the development and execution of a human resource approach that supports the organizational business plan and strategy. Analyze the technology infrastructure design, development, and administration for efficiency and accuracy. Serves to assure compliance with the Service Level Agreement (SLA) with the DOE and the OPT’s Contractors’ Manual.

The Chief of Human Resources and Administration works with staff in hiring and onboarding methods, information technology capabilities, employee compensation and benefits, and the management of critical administrative support.

Oversees, directs and participates in a full-bodied and modern recruiting system, streamlined filing, recording, tracking and administrative processes, and manages an efficient employee pay and benefit portal. This role builds and supports required functions including orientation, training, compensation, employee recognition and morale, incentives, compliance with state and federal labor laws, terminations, conflict resolution, and incident documentation.

Duties and responsibilities

• Provides guidance and oversight to the human resource and administrative functions that directly support the NYCSBUS mission and its operational goals specifically; directs Human Resource and Administration efforts to meet or exceed the applicable performance standards as established in the SLA’s Scope of Services
• Aggressively supports the Executive Director in establishing and maintaining an exemplary workplace environment
• Assures fair and consistent pay practices
• Directs a program of recruitment, screening, selection, employment, orientation, assignment, credential processing, and transfer of hourly or salaried employees
• Directs and monitors a program of performance evaluation for all employees; provides staff development to depot management teams regarding supervision, evaluation, and personnel management; processes and coordinates all formal employee disciplinary actions in accordance with NYC Department of Education code requirements, NYCSBUS Board policy, and established collective bargaining agreements
• Serves as a member of the executive leadership and negotiation team; monitors adherence to all employee collective bargaining agreements; works with the Director of Policy and Risk Management in the interpretation and implementation of collective bargaining agreements
• Collaborates with executives and Executive Director to measure system and resource use and allocation
• Proposes hardware and software upgrades as appropriate to improve operations, consistency, and budgetary success
• Monitors and coordinates communication among human resources and works alongside the Chief of Finance and Accounting as a resource in payroll discrepancies and in resolving staffing issues and concerns
• Establishes and maintains a system of central personnel record keeping for all employees; prepares reports as required for federal and State of New York audits
• Directs a program of professional development for classified staff; periodically meets with depot managers to plan staff development programs and training manuals/worksheets
• Oversees the employment benefits program; communicates with administrators, personnel, service providers, public agencies, attorneys, insurance companies, and other outside organizations to coordinate activities, resolve issues and conflicts, and exchange information
• Keeps abreast of governmental statutes, regulations, and rules related to personnel administration and advises appropriate parties of the provisions of the law
• Maintains close contact with depot locations and works with managers to forecast hiring needs due to retirements, exits, terminations, or systematic growth
• Develops job descriptions for new staff positions and coordinates the periodic review and revision of existing job descriptions
• Counsels with employees to resolve complaints, concerns and other matters relative to personnel management and works with supervisors on difficult or sensitive personnel matters
• Manages personnel litigation cases and directs resources in consultation with the Director of Policy and Risk Management
• Organizes and implements employee recognition programs, bus driver appreciation events, and morale boosting/team building activities
• Organizes a substitute employee program, including selection, training, and evaluation; works to implement crossover training initiatives and ensures handbooks, manuals, and practices by working with the Chief of Operations and Technology
• Manages the process for employee separation from the organization, including conducting exit interviews as needed or assisting depot managers in such tasks
• Works with depot managers to enforce policy and procedures pertaining to employee performance, uniforms, behavior, and general expectations
• Maintains the human resources section of the NYCSBUS website, including the development of content for current and prospective employees; monitors application process closely
• Develops and oversees a strong recruiting and retention strategy to meet the talent needs of each depot with the ability to modify quickly and adapt as needed
• Develops a strong succession plan for meeting the needs of the organization
• Evaluates and makes recommendations on comprehensive compensation and benefit plans that are fiscally responsible for the organization while also attracting quality talent
• Works with each function of the organization to ensure that administrative tasks such as recording, data tracking, filing, credentialing, community outreach, communication, emailing, phone messaging, and document creating are performed in an efficient and effective manner and support daily operational activities and goals
• May often be required to provide technical briefs on status of staffing levels, pay and benefit costs, and ideas for improvement to members of the executive team and the NYC Department of Education
• Responsible for the design of recruitment programs such as job fairs, outreach strategy, marketing materials, and social media campaigns
• Participates as a member of interview committees, as requested
• Performs any related work as required