Assistant Vice President, Human Resources

Reporting to the Vice President, Human Resources, the Assistant Vice President, Human Resources is a senior leader in a growing Human Resources department comprised of Benefits and Wellness, Diversity, Equity and Inclusion, Employee and Labor Relations, Organizational Development, and Talent Acquisition. This experienced generalist will provide strategic and operational leadership across the Human Resources disciplines with an expertise in Employee and Labor Relations.  

The Assistant Vice President, Human Resources has accountability for direct management of the Employee and Labor Relations discipline with two direct reports and shares responsibility for all Human Resources department outcomes and deliverables.  

Supporting the Vice President, Human Resources with oversight of the organizations Human Resources plans in ways that support our mission and overall strategy, this critical position collaborates with other departments and provides support for 800 staff members at 20+ locations throughout metro New York in an organization with robust growth trajectory. 

As an integral member of the Human Resources Senior Leadership team, the Assistant Vice President helps to shape organizational priorities and represent the organization to internal and external stakeholders. 

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Develop and executes strategic human resource initiatives and department direction
• Identify new opportunities where human resources can continue to add value to the organization
• Maintains knowledge of best in class HR practices and trends leading change across the organization and shape the culture
• Lead and facilitate the Employee Relations and Labor Relations related functions
• Maintain, develop, recommend, and implement objectives, policies, and procedures
• Communicate with employees regarding employee and/or labor relations concerns; and provide guidance and recommendations for resolution 
• Counsel employees on concerns related to applicable Equal Employment Opportunity laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws
• Assist managers and supervisors in understanding and implementing organization policies related to performance, discipline, collective bargaining agreements, and related topics
• Create scalable and sustainable best practice employee relations and labor relations strategies and the framework for how to execute them to ensure a positive and effective employee experience
• Proactively conduct environmental scans to identify insights and escalate themes to organization leaders to improve the employee experience
• Coach and guide people leaders, and other employees regarding compliance concerns, performance management, and investigation processes and techniques
• Identify impacts of ineffective or inconsistent management practices through monitoring and investigations of employee relations issues and make recommendations for remediation
• Monitor and analyze external trends, regulatory changes, and legal updates to take appropriate actions to help mitigate risk
• Collaborate with leaders to proactively respond to shifting organization needs and associated employee implications
• Partner with legal and people leaders to provide consultation on discipline and termination issues
• Use data to identify employee relations trends by leveraging metrics to diagnose organizational effectiveness and proactively develop the training and process improvements for prevention
• Analyze exit interview data to make recommendations for improvement
• Build and lead a high performing team of professionals, with a passion for seeing others grow through coaching, mentoring, and career development
• Perform other duties as assigned 

MINIMUM QUALIFICATIONS:

• Bachelor's degree or equivalent experience
• SPHR or SHRM-SCP certification highly preferred
• Requires at least 10 years of prior relevant experience including 5 years of management experience, preferably in a unionized environment
• Strong organizational skills and ability to manage competing, high priority demands during times of organizational change
• Strong creative problem-solving skills
• Expert level ability to lead, coach, consult with, and influence organization executives towards success and effectiveness with positive employee experience and outcomes
• Successful record of creating, improving, and executing programs at scale, ability to drive and measure program effectiveness and high levels of customer satisfaction
• Experience working with quantitative and qualitative data; deriving the findings and have the numbers tell a compelling, accurate, and relevant story