Director of Human Resources

DIRECTOR OF HUMAN RESOURCES

Overview

Homes for the Homeless (HFH) operates residential and educational programs for families experiencing homelessness in NYC. On any given day, 720 families with 780 children reside in one of HFH’s six family residences located in the Bronx, Manhattan, Queens, and Staten Island. HFH’s family residences are more than just a place to sleep. They offer an array of onsite preschool, K-12 afterschool, counseling, and employment programs. HFH also operates a seasonal summer camp in Harriman State Park. HFH’s goal is to have a positive and lasting impact so the parents and their children can thrive long after they move onto permanent housing or other living arrangements.

HFH is seeking an experienced manager with leadership skills to serve as its Director of Human Resources. Under the direction of the Executive Director, the Director of Human Resource will be responsible for the delivery of HR services that reflect the agency’s vision and values. The Director of HR will be a proactive and collaborative member of HFH’s Executive Leadership Team. The expectation is that the Director of HR will have the capacity to report out to—and problem-solve with—the Executive Leadership Team and create opportunities for efficiency aimed at promoting a robust environment for learning, excellence, and advancement for all employees. This position directly manages a staff of about 5 HR professionals.

HFH has 450 employees who work at the seven locations mentioned above. In addition, HFH’s Central Administrative Offices are located near Astor Place in Manhattan’s East Village neighborhood.

Position Summary

The Director of HR will build and lead a robust department, reorganizing systems and functions with the goal of enhancing responsiveness, accuracy and timeliness of HR services across HFH seven locations.

The Director of Human Resources will lead agency efforts in the following functional areas:

• Employment Lifecycle
• Performance Management
• Workplace Culture
• Benefits Management
• Compliance and Risk Management
  
  

Ideal attributes

The Ideal Candidate Will Embody a Blend Of Experience As Well As Aspirational Leadership And Management Goals For Their Own Professional Growth. Specifically, The Candidate Would

• Understand that the Department of Human Resources serves to support the vision and directives of the Executive Director in collaboration with the Executive Leadership Team.
• Maintain a commitment to visiting HFH’s locations on a regular basis to observe the agency’s operation first-hand and to meet the front-line employees who deliver its services.
• Have the adaptive ability to communicate across a range of professional, administrative, and operations staff, as well as government agencies.
• Be able to communicate diplomatically during stressful situations and possess excellent listening skills.
• Be self-directed and confident enough to suggest new and/or novel approaches.
• Believe in the utility of data and have the skills to generate useful management reports.
• Set and adhere to deadlines for self and staff.
• Have the ability to adapt in a timely manner to the changing needs of—or requirements placed upon—HFH.
  
  

Primary Responsibilities

Employment Lifecycle: Recruiting, Hiring, and Retention

• Develop and manage HFH’s recruitment efforts to both to hire and internally promote staff for all levels and positions.
• Cultivate relationships with educational institutions, and employment and community agencies to develop a strong pipeline of qualified candidates.
• Build relationships with directors and managers at all of HFH’s locations to develop tailored and targeted recruitment efforts.
• Review and regularly update onboarding procedures tailored to each location’s operational parameters.
• Develop and implement data-informed employee retention efforts.
• Review and regularly update offboarding procedures to support employee interest and areas for agency improvement.
  
  

Performance Management: Job Performance, Training, and Development

• Collaborate with directors and managers to set expectations for employees to achieve job proficiency and create rubrics to track job performance.
• Collaborate with directors and managers to develop and adapt training protocols and materials to support successful job performance.
• Work to develop pathways for in-house advancement and professional development.
• Monitor, support, and assure compliance with progressive corrective and disciplinary action.
  
  

Workplace Culture: Employee Relations and Conflict Management

• Work with the Executive Leadership Team to cultivate and promote a workplace culture that aligns with the values of learning, accountability, productivity for all employees.
• Work with managers and program directors to instill a positive work environment that promotes open communication, fairness, and trusting relationships between employees and management.
• Oversee and adapt the protocols for the resolution of conflicts and employee grievances.
• Develop initiatives to recognize exemplary performance and demonstrate employee appreciation.
  
  

Benefits Management

• Review, update, and adapt informational materials to inform employees about, enroll them in, and help them navigate their benefits.
• Ensure timely, accountable, and efficient procedures to enroll employees, review and update their eligibility and status, and communicate any problems or updates.
• Maintain proactive communication with benefit providers and vendors to assure timely and accurate information about updates or changes to benefits.
• Manage the implementation of HFH’s time and leave policies including the timely and accurate processing of reasonable accommodations.
  
  

Compliance and Risk Management

• Work with Executive Leadership Team to ensure compliance with all federal, state, and city laws, ordinances, codes, and regulations pertaining to employment practices.
• Work with the Executive Leadership Team to develop, update, and ensure compliance with HFH’s internal policies and procedures.
• In coordination with the Executive Leadership team, work with directors and managers to mitigate legal risk and foster a safe and ethical workplace.
  
  

Essential Qualifications

• 10 years of HR experience, including at least 5 years in a senior management role.
• Bachelor's degree; master’s degree preferred.
• Hands-on experience developing, implementing, and managing core HR protocols, policies, and procedures.
• Demonstrated experience with employee recruitment, retention, engagement, and professional development.
• Demonstrated experience with producing automated and customized HR management reports as well as with HR data analysis.
• Proficient knowledge of HRIS systems; ADP Workforce Now preferred.
• SHRM Senior Certified Professional (SHRM-SCP).
• Proficient knowledge of MS Office.
  
  

Compensation And Benefits

• $145,000- $165,000 per year
• Employer funded and voluntary employee contribution 403(b) and 457(b)
• Health, dental and vision insurance
• Pre-tax employee health care contribution
• Life insurance
• Employee Assistance Program (EAP)
• Commuter benefit plan
• Flexible Spending Account (FSA)
• Twelve (12) paid holidays per year
• Ten (10) sick days accrued per year
• Fifteen (15) vacation days accrued per year
• Up to five (5) personal days per year
• Pet insurance
  
  

Schedule

Monday – Friday; on-call for emergency matters.

Work Location

36 Cooper Square, NY, NY 10003; limited remote work negotiable.

EEO

Homes for the Homeless is committed to promoting an inclusive organizational environment of dignity and respect. We are an Equal Opportunity Employer (EEO) committed to equal treatment, and prohibit any form of discrimination or harassment based on age, race, religion, creed, color, national origin, sexual orientation, veteran or military status, sex (including pregnancy, childbirth and related medical conditions), gender (including gender identity and gender expression), disability, predisposing genetic characteristics, marital status, arrest or conviction, domestic violence victim status, familial status, or any other basis that would be in violation of any applicable federal, state, or local law.