Office Title: Director of Human Capital

Civil Service Title: Administrative Labor Relations Analyst

Salary Range: $130,000 – $145,000

Division / Work Unit: Human Capital Division

Hours / Shift: Mon – Fri (9am – 5pm)

Position Status: Full-Time / Permanent

Application Deadline: Until Filled DISCLAIMER: The NYC Department of City Planning does not offer Sponsorship, of any kind, for any type of employment opportunity.

 

THE AGENCY

The Department of City Planning (DCP) plans for the strategic growth and development of the City through ground-up planning with communities, the development of land use policies and zoning regulations applicable citywide and sharing its perspectives on growth and community needs with sister agencies in collaboration with the Office of Management and Budget (OMB).

DCP’s six strategic objectives include: (a) catalyze long-term neighborhood improvement through integrated planning and targeted accompanying public investments; (b) encourage housing production, affordability, and quality; (c) promote economic development and job growth; (d) enhance resiliency and sustainability of neighborhoods; (e) ensure integrity, timeliness and responsiveness in land use reviews; and, (f) supply objective data and expertise to a broad range of planning functions and stakeholders.

Central to its mission, DCP supports the City Planning Commission in its annual review of approximately 450 land use applications. The Department also works closely with OMB in developing the Ten-Year Capital Strategy, and helping administer the Neighborhood Development Fund, geared toward ensuring that growing neighborhoods undergoing rezoning have accompanying infrastructure investments.

The New York City Department of City Planning is a great place to work – cultivating intellectual inspiration, professional development and creativity. Visit our website at www.nyc.gov/planning to access the full listing of job opportunities and to learn more about our great agency.

THE DIVISION

The Human Capital Division acts as a strategic business partner and consults with all employees and managers on human resources functions and issues for a 350 person agency. Human Capital handles various day to day human resources operations including payroll, timekeeping, benefits, recruiting, professional development, employee engagement and experience, as well as other related topics. The ideal candidate will have demonstrated experience leading a human resources function, or serving as the senior leader supporting Executive and/or C-suite leadership, acting as a trusted advisor. This role requires deep empathy and a commitment to building trust and treating all employees with dignity and respect, fostering a transparent, welcoming and inclusive environment. The incumbent will lead a dynamic, service-oriented Human Capital team responsible for developing and executing strategies and initiatives to support the employees of this fast-paced agency. The Director will lead and work on human resources projects and initiatives that drive the culture and morale of this remarkable agency.

THE ROLE

Regularly advising the Executive team, this is a leadership position and the most senior member of the Human Capital team. The Director will drive agency-wide Talent Management strategy while partnering closely with agency leadership to build capability and leverage professional growth opportunities across the organization. The incumbent is expected to demonstrate independent initiative, judgment and decision in day-to-day management of approximately seven (7) staff in the following functions: human resources, recruiting, onboarding, learning and professional development, labor and employee relations, payroll, timekeeping, benefits, analytics, civil service, employee engagement and employee experience.

In this agency, human resources is not a box checking exercise – it requires sophisticated business partnering and consulting skills to draw out the right solutions that will positively impact our agency culture and what it feels like to work here every day.

On an ongoing basis, the Director will be responsible for:

Human Capital Leadership

• Having full oversight of the Human Capital division, in partnership with the Deputy Director of Human Capital, including timekeeping, payroll, special leaves, civil service appointments, employee services, collective bargaining increases, workforce analytics and other Department of Citywide Administrative mandates
• Advising the Chair, Executive Director and COO with guidance on all people issues affecting the department
• Developing and implementing a strategic human capital plan, addressing ongoing DCP needs in hiring, training, professional development, retention, employee engagement and employee experience, including partnering with Fiscal to establish and manage the relevant processes and budget
• Guiding the DCP senior leadership team in deploying methods to increase employee engagement
  • Performing ad-hoc analyses of significant human capital initiatives and potential issues o Collecting and analyzing data on hiring, retention, demographics, staff allocation and utilization, skills, diversity, and training
  • Analyzing organizational and support structures to identify opportunities for improved effectiveness in alignment with the agency’s mission
  • Acting as liaison with oversight agencies and participating in meetings and conferences on human capital to share information and identify best practices for application at DCP
  • Conduct grievance hearings and speak with Union representatives and the Office of Labor Relation when necessary; implementing strategies and administrative procedures to assure compliance with city-mandated personnel and building maintenance policies, directives and guidelines
  • Participating in agency-wide Planning and Budgeting processes
  • Managing DCP’s occupational safety requirements in collaboration with the Department of Citywide Administrative Services

 

Talent Management

• Improving the effectiveness of the entire DCP workforce through focused professional development and training programs
• Working with divisional leaders and external parties to understand current and future workforce needs, skill gaps and appropriate training remedies
• Coordinating logistics and trainers for this robust program, and soliciting feedback to continually improve the offering
  • Continuing to streamline and manage our performance management system, and identifying and deploying relevant process improvement and/or training opportunities
  • Managing personnel who maintain all HR-related operational processes for a 300-person agency, including payroll, timekeeping, benefits, time and leave and recruiting
  • Leading, driving and executing the agency’s Talent Review Process, Succession Planning and other related projects, including, but not limited to, career paths, career counselling and development planning
  • Ensuring new staff is effectively and seamlessly on-boarding new employees, including effective execution of our New Hire Orientation program

Diversity, Equity, Inclusion and Belonging (DEIB)

• Supported by the Executive Office, drive diversity-related initiatives that encourage diversity, equity, inclusion and belonging in the development and implementation of workforce policies, initiatives, and organizational outcomes.
• Ensure a robust short-term and long-term diverse talent pipeline, with recruitment strategies that attract, retain and develop a workforce that reflects the rich diversity of NYC
• Strengthen onboarding program with an eye for inclusiveness and belonging for new hires
• Develop and maintain a set of agency-wide values that guide the development, implementation and lived employee experience of redefined agency-wide values
• Partner with Equal Employment Opportunity (EEO) Officer as needed
• Co-draft annual EEO and Diversity Plan and subsequent quarterly report out of progress to goals
• Confer with EEO Officer and Exec staff as needed regarding personnel actions resulting from EEO Office investigations
•  Ensure EEO accountability as it pertains to senior leader performance evaluations

PREFERRED SKILLS:

Given the varied responsibilities of this role, we foresee evaluating candidates who may have had limited experience in some of these functions. Broadly speaking, we are very interested in candidates who have a strong interest and proficiency in human capital dynamics – with an emphasis on developing individuals rather than full knowledge of HR administration. While you do not need to be an urban planner, we expect that you are curious and passionate about the work that we do and that you understand the importance of transparency and being known and available to all of our 350 employees. Successful candidates can look forward to leading the collaboration with the Executive team on transforming how DCP attracts, develops and retains its professional staff, cultivating culture and engagement and enabling people to do their best work. The following qualifications are sought after for this role:

• Strong desire to improve the effectiveness of the department and overall employee engagement by leading the continuous measurement and improvement of human capital practices
• Demonstrated senior strategic human resources business partner experience and technical expertise in human resources, management and labor and employee relations
• Demonstrated ability to influence, even without direct authority
• Minimum 5 years’ experience supervising professionals in a strategic function
• Keen business acumen and track record of partnering strategically with business leaders
• Experience in developing and implementing training programs
• Experience in establishing and managing performance evaluation processes
• Ability to apply independent judgment on complex interpersonal issues and to resolve problems creatively, quickly and calmly under severe time constraints
• Strong proven organizational, management and analytical skills
• Excellent written and oral communication and presentation skills
• Paramount ability to build credibility and rapport across all levels of an organization – keen listening skills and a knack for demonstrating empathy and instilling trust to cull out the unspoken
• Adept interpersonal skills and ability to work effectively with disparate personalities to resolve differences and reach a consensus
• Natural change agent, with demonstrated experience leading successful change management initiatives
• Ability to remain calm, cool and collected in all situations
• Previous experience as an Equal Employment Officer or exposure to citywide EEO policies
• Proficiency in Microsoft Office suite and HRIS systems
• Knowledge of City personnel and timekeeping systems as well as overall principles and practices a plus

MINIMUM REQUIREMENTS

Authorization to work in the United States is required for this position. NYC Department of City Planning does not provide sponsorship for international employees. Applicants are responsible for ensuring that they meet all qualifying requirements for this position, at the time of application.

1. A master’s degree from an accredited college in business or public administration, economics, labor or industrial relations, statistics or a closely related field and four years of satisfactory full-time professional experience in labor research and analysis, employee benefit design and benefit program evaluation, compensation analysis, labor economics, economic planning or a related area, 18 months of which must have been in an executive, managerial, administrative or supervisory capacity. Supervision must have included supervising staff performing professional work in labor research and analysis, employee benefit design and benefit program evaluation, compensation analysis, labor economics or economic planning; or

 

2. A baccalaureate degree from an accredited college and five years of professional experience, including the 18 months of executive, managerial, administrative or supervisory experience, as described in “1” above; or

 

3. Education and/or experience equivalent to “1” or “2” above. However, all candidates must possess a baccalaureate degree from an accredited college, and must possess the 18 months of executive, managerial, administrative or supervisory experience as described in “1” above.

 

TO APPLY: All applications must be submitted through NYC Jobs/Employee Self Service website

City Employees – Click here to apply directly

1. Log in to ESS.
2. Search for job ID number: 507491
3. Click on the job business title: Director of Human Capital
4. Click on “Apply Now” at the bottom of the posting

 

Non-City Employees – Go to https://www1.nyc.gov/jobs/

5. Search for job ID number: 507491
6. Click on the job business title: Director of Human Capital
7. Click on “Apply For Job” at the top of the posting

 

Only applicants under consideration will be contacted. Appointments are subject to Office of Management and Budget (OMB) approval.

As of August 2, 2021, all new hires must be vaccinated against the COVID-19 virus, unless they have been granted a reasonable accommodation. If you are offered city employment, this requirement must be met by your date of hire, unless a reasonable accommodation for exemption is received and approved by the hiring agency.

PLEASE NOTE: New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with a Human Capital representative.

THE DEPARTMENT OF CITY PLANNING IS AN EQUAL OPPORTUNITY EMPLOYER AND A COPY OF THE EQUAL OPPORTUNITY PROGRAMS IS AVAILABLE IN THE HUMAN CAPITAL DIVISION. THE DEPARTMENT MAKES AVAILABLE ACCOMMODATIONS FOR DISABLED APPLICANTS