Assistant Personnel Director

NYC Health + Hospitals; New York (NY); On-site; USD 70,000 - 120,000; Full time

Job summary

NYC Health + Hospitals in New York City seeks an experienced HR professional to supervise and direct labor relations and personnel management activities. You will help plan policies, coordinate recruitment, and support a large, diverse workforce across multiple facilities.

Responsibilities include developing training programs, ensuring compliance with corporate policies, handling employee records, and advising supervisors on discipline and performance.

Qualifications

• A Master's Degree with specialization in Personnel Management, Business Administration, Labor Relations, Psychology or Vocational Guidance, and two years of experience in personnel management or personnel administration in a large governmental agency, hospital or healthcare facility or civic organization or business firm employing at least three-hundred employees, one year of which must have been in a responsible administrative or supervisory capacity; or,
• A Baccalaureate Degree issued from an accredited college or university, and three years of experience as indicated in (1), two years of which shall have been in a responsible administrative or supervisory capacity. (Experience which consists solely of the maintenance of personnel transactions will not be accepted); or,
• A satisfactory equivalent combination of education and experience.

Responsibilities

• Assesses manpower needs to determine recruitment efforts with special attention to shortage and high turnover positions.
• Establishes and maintains recruitment services, establishing relationships with community agencies, public employment agencies, educational institutions and media representatives.
• Develops procedures for recruitment, placement and skill utilization and supervises the procurement, investigation, interview and selection of personnel.
• Interprets and disseminates Corporate and local personnel policies, rules and regulations.
• Guides and advises supervisors in the conduct of orientation programs.
• Directs maintenance and processing of employee personnel records covering all phases of their work history, background and personnel data.
• Directs employee relations counseling for supervisors and employees regarding personnel problems, job difficulties and development opportunities.
• Supervises the administration of employee benefits programs, their coordination and counsel and advice to participants.
• Develops and recommends policies and administers employee services and activities.
• Establishes and coordinates in-house training activities and acts as liaison with outside agencies in collaborating training and development programs.
• Coordinates implementation of employee performance review programs and advises supervisors in proper use and application.
• Determines and analyzes training needs and formulates and develops plans, procedures and training to meet the needs of the facility.
• Develops and complies training manuals and other training aids and obtains equipment, training films and other visual aids.
• Initiates programs to improve communications among employees, assesses effectiveness of communication techniques and recommends desired approaches to attain objectives.
• Coordinates classification determinations at the local level with Corporate policy and plan of titles.
• Makes recommendation for new classification based on new or changed conditions, duties and responsibilities.
• Schedules periodic audits to assure conformance to prescribed plan of titles.
• Collects, analyzes and develops occupational data concerning hospital positions, job qualifications and other position characteristics to facilitate the personnel and administrative process.
• Conducts periodic surveys of salaries, wages and personnel practices in conjunction with the Hospital Personnel Director.
• Implements, coordinates and administers wage and job evaluation systems. Coordinates position classification program with operating needs and implements standards governing allocation of positions with recommendations for position pay grades.
• Supervises labor management programs which involve resolving grievances, counseling supervisors and employees in grievance procedures and functioning as a liaison between union representatives and management.
• Presides over labor management meetings and provides Department Heads and Administrators with guidelines necessary in proper implementation of counseling and discipline as well as administration of union contracts.
• May prepare for and participate in appeal proceedings and serves as local management representative in contact with union representatives pertaining to management decisions with regard to disciplinary actions, promotions, demotions, transfers, separations, layoffs, wage and salary adjustments and other personnel transactions affecting employee status.
• Maintains records, prepares reports in union/management relations and prepares management studies in the area of labor relations.

Skills

Labor relations

Recruitment planning

Policy interpretation

Employee counseling

Education

Master's Degree in Personnel Management / Business Administration / Labor Relations / Psychology / Vocational Guidance

Bachelor's Degree from an accredited college or university

Satisfactory equivalent combination of education and experience

Job description

Marketing Statement

NYC Health + Hospitals is the largest public health care system in the United States. We provide essential outpatient, inpatient and home-based services to more than one million New Yorkers every year across the city’s five boroughs. Our large health system consists of ambulatory centers, acute care centers, post-acute care/long-term care, rehabilitation programs, Home Care, and Correctional Health Services. Our diverse workforce is uniquely focused on empowering New Yorkers.

At NYC Health + Hospitals, our mission is to deliver high quality care health services, without exception. Every employee takes a person-centered approach that exemplifies the ICARE values (Integrity, Compassion, Accountability, Respect, and Excellence) through empathic communication and partnerships between all persons.

Duties & Responsibilities

Purpose of Position

Under direction, supervises or directs a discrete functional area in personnel/labor relations activities or may coordinate and direct several functional areas of specialization. Assists in planning, development and implementation of personnel management, labor relations and human resources administration policies, programs and practices.

Examples Of Typical Tasks

• Assesses manpower needs to determine recruitment efforts with special attention to shortage and high turnover positions.
• Establishes and maintains recruitment services, establishing relationships with community agencies, public employment agencies, educational institutions and media representatives.
• Develops procedures for recruitment, placement and skill utilization and supervises the procurement, investigation, interview and selection of personnel.
• Interprets and disseminates Corporate and local personnel policies, rules and regulations.
• Guides and advises supervisors in the conduct of orientation programs.
• Directs maintenance and processing of employee personnel records covering all phases of their work history, background and personnel data.
• Directs employee relations counseling for supervisors and employees regarding personnel problems, job difficulties and development opportunities.
• Supervises the administration of employee benefits programs, their coordination and counsel and advice to participants.
• Develops and recommends policies and administers employee services and activities.
• Establishes and coordinates in-house training activities and acts as liaison with outside agencies in collaborating training and development programs.
• Coordinates implementation of employee performance review programs and advises supervisors in proper use and application.
• Determines and analyzes training needs and formulates and develops plans, procedures and training to meet the needs of the facility.
• Develops and complies training manuals and other training aids and obtains equipment, training films and other visual aids.
• Initiates programs to improve communications among employees, assesses effectiveness of communication techniques and recommends desired approaches to attain objectives.
• Coordinates classification determinations at the local level with Corporate policy and plan of titles.
• Makes recommendation for new classification based on new or changed conditions, duties and responsibilities.
• Schedules periodic audits to assure conformance to prescribed plan of titles.
• Collects, analyzes and develops occupational data concerning hospital positions, job qualifications and other position characteristics to facilitate the personnel and administrative process.
• Conducts periodic surveys of salaries, wages and personnel practices in conjunction with the Hospital Personnel Director.
• Implements, coordinates and administers wage and job evaluation systems. Coordinates position classification program with operating needs and implements standards governing allocation of positions with recommendations for position pay grades.
• Supervises labor management programs which involve resolving grievances, counseling supervisors and employees in grievance procedures and functioning as a liaison between union representatives and management.
• Presides over labor management meetings and provides Department Heads and Administrators with guidelines necessary in proper implementation of counseling and discipline as well as administration of union contracts.
• May prepare for and participate in appeal proceedings and serves as local management representative in contact with union representatives pertaining to management decisions with regard to disciplinary actions, promotions, demotions, transfers, separations, layoffs, wage and salary adjustments and other personnel transactions affecting employee status.
• Maintains records, prepares reports in union/management relations and prepares management studies in the area of labor relations.

Minimum Qualifications

• A Master's Degree with specialization in Personnel Management, Business Administration, Labor Relations, Psychology or Vocational Guidance, and two years of experience in personnel management or personnel administration in a large governmental agency, hospital or healthcare facility or civic organization or business firm employing at least three-hundred employees, one year of which must have been in a responsible administrative or supervisory capacity; or,
• A Baccalaureate Degree issued from an accredited college or university, and three years of experience as indicated in (1), two years of which shall have been in a responsible administrative or supervisory capacity. (Experience which consists solely of the maintenance of personnel transactions will not be accepted); or,
• A satisfactory equivalent combination of education and experience.