Assistant Director, Human Resources Business Strategies and Workforce Transformation

Description

About the Role
The Assistant Director of Human Resources, Business Strategies and Workforce Transformation aligns key employee-facing functions within Human Resources, overseeing two Program Directors, Business & Workforce Strategies and Talent Management and Development. This key leadership position will be responsible for providing the strategic direction for each group, supporting the Program Directors, and working closely with senior HR leadership, department heads, and key stakeholders to foster a collaborative, high-performing HR function and enhance the overall employee experience across the organization.

Responsibilities
Reporting directly to the Director of Human Resources, the Assistant Director will perform the following key responsibilities:

Leadership & Supervision:

• Directly supervise Program Director, Business and Workforce Strategies and Program Director, Talent Management and Development.
• Ensure programs align with Human Capital Vision and organizational objectives.
• Provide mentorship to Program Directors to enhance their leadership capabilities, and ensure they create an environment that promotes professional development within their division.
• Oversee the implementation of HR initiatives across programs, ensuring a unified approach to HR leadership.

Strategic Planning & Program Oversight:

• Provide strategic direction for each area in line with agency direction and mission
• Identify priority initiatives within each group and process improvement opportunities.
• Monitor programmatic KPIs, identifying and mitigating obstacles to goal attainment.
• Promote data-driven decision-making and continuous improvement within programs and processes.
• Lead change management initiatives, ensuring that new HR programs are effectively implemented and meet business priorities.
• Own Business Strategies and Workforce Transformation projects within Human Capital Strategic Plan, ensuring projects move forward efficiently.

Data & Performance Monitoring:

• Utilize data and analytics to monitor the effectiveness of HR programs, ensuring continuous improvement and value delivery.
• Develop and implement mechanisms to track the success of talent management initiatives, employee relations strategies, and business partner services.

Budgeting & Resource Management:

• Oversee budgetary allocation for HR programs, ensuring resources are utilized effectively across both programs.
• Work with Program Directors to ensure highest and best use of resources, ensuring that HR objectives are met within budget and authorized headcount.

Additional Areas of Focus:
Collaboration

• Collaborate with Director, HR and Assistant Director, Employee Experience and Digital Transformation to ensure cohesion between all groups within HR
• Partner with Deputy Director, Labor Relations to ensure that employee facing programs are implemented in accordance with MOAs and to resolve represented employee matters

Employee Experience

• Ensure that human capital initiatives, such as employee engagement, retention strategies, succession planning, and organizational development, align with business needs and employee feedback received through various channels.
• Assist in fostering a culture of collaboration and inclusion within the organization.
• Hold regular one-on-one meetings with direct reports and offer a standing schedule of open office hours to encourage transparency.

Minimum Qualifications:

Candidates must present the following qualifications to be considered eligible for this position:

• Bachelor’s degree in Human Resources, Public or Business Administration, or related field. Master’s degree preferred.
• 10 or more years of progressive experience in human resources or related field, with at least 5 years in a leadership role managing multiple HR functions.

Desired Qualifications:

• Proven ability to lead cross-functional teams and drive HR initiatives that support organizational goals.
• Strong understanding of HR practices, including employee relations, talent management, organizational development, and strategic workforce planning.
• Experience with data-driven decision-making, metrics, and analytics to evaluate program effectiveness.
• Excellent communication, interpersonal, and problem-solving skills, with the ability to influence and collaborate with senior leaders and stakeholders.
• Strong organizational skills and the ability to manage multiple priorities in a fast-paced environment.
• Knowledge of labor relations, HR policy development, and workforce planning strategies.

Selection Process

The application process varies by position, but typically includes an initial phone interview for qualified candidates, followed by a more in-depth interview(s) and/or assessment(s). Selected candidates who are made a conditional job offer will be asked to undergo a background check.

Compensation & Benefits

The Port Authority of New York and New Jersey offers a competitive benefits package and a professional environment that supports development and recognizes achievement.

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