Senior Manager, Operations (Employee Relations & Talent Development )

NYCSCA; Queens (WV); On-site; USD 140,000 - 180,000; Full time

Job summary

NYC School Construction Authority (NYCSCA) is seeking a Senior Manager for Employee Relations & Talent Development. The role drives strategic HR, fosters a positive workplace culture, mitigates employee relations risk, and advances talent strategies across the organization.

Responsibilities include leading employee relations initiatives, conducting investigations, advising executives on disciplinary actions and performance, and developing leadership pipelines and succession plans.

Qualifications

• Ten years of full-time diverse experience in the discipline.
• Five years in supervisory or management capacity.

Responsibilities

• Plan, assign, monitor, review and evaluate work performed by staff; motivate and support a thriving work environment.
• Advise on recruitment, hiring, promotion, reassignment and discipline; recommend policies and procedures.
• Lead and manage complex employee relations matters, including investigations and performance concerns; ensure legal compliance.

Skills

Leadership

Employee relations

Talent development

Policy interpretation

Workplace investigations

Education

Baccalaureate Degree

Job description

Build your career while building NYC schools!

Senior Manager, Employee Relations & Talent Development

The Senior Manager, Employee Relations & Talent Development serves as a strategic human resources leader responsible for fostering a positive workplace culture, mitigating employee relations at risk, and advancing organizational talent strategies. This role oversees complex employee relations matters, workplace investigations, conflict resolution, performance management consultation, training and development initiatives, and the interpretation and development of HR policies and practices. Additionally, the role leads strategic initiatives designed to strengthen employee capabilities, enhance leadership effectiveness, build talent pipelines, and support succession planning.

Job Description

Responsibilities

• Plans, assigns, monitors, reviews and evaluates work performed by assigned staff. As a leader motivate staff and create environment where employees thrive.
• Makes recommendations regarding recruitment, hiring, promotion, reassignment and discipline of staff.
• Recommends policies and procedures related to their assigned area(s).
• Participates in making division, department, and organization-wide recommendations to the appropriate Director.
• Accountable for developing and implementing plans, programs, and projects for their area(s) of responsibility.
• Performs the duties of assigned staff when necessary.
• Performs related tasks as assigned.

Human Resources

Employee Relations Leadership

• Leads and facilitates the employee relations program and related functions.
• Maintains, develops, recommends, and implements program objectives, policies, and procedures.
• Lead and manage complex employee relations matters, including workplace conflicts, policy violations, employee complaints, misconduct allegations, and performance concerns.
• Conduct or oversee impartial workplace investigations and ensure compliance with federal, state, and local employment laws.
• Coordinate and process employee termination and separation actions in accordance with established HR policies and procedures.
• Provide strategic consultation to executives and managers on employee relations issues, disciplinary actions, performance management, and employee engagement.
• Analyze employee relations trends and recommend proactive solutions to minimize organizational risk.
• Develop and implement employee relations programs that promote a respectful, equitable, and inclusive workplace.
• Ensure consistency in the application and interpretation of policies, procedures, collective bargaining agreements, and employment practices.
• Partner with Legal, Labor Relations, Equal Employment Opportunity (EEO), Compliance, and HR Business Partners on sensitive and high-risk matters.
• Prepare executive reports and presentations regarding employee relations, metrics, trends, and recommendations.

Talent Development & Organizational Effectiveness

• Design and implement enterprise talent development strategies aligned with organizational goals.
• Establish and maintain leadership development programs for supervisors, managers, and emerging leaders.
• Develop and implement competency models, career pathways, and succession planning frameworks.
• Partner with department leaders to identify workforce capability gaps and create development plans.
• Develop, implement, and support mentoring, counseling, coaching, job shadowing, and cross-training initiatives to increase organizational capability and readiness.
• Monitor effectiveness of talent initiatives through measurable outcomes and key performance indicators.
• Support organizational change management efforts through targeted training and stakeholder engagement strategies.
• Partner with Talent Acquisition to align workforce planning and talent development strategies.
• Utilize workforce analytics and employee feedback data to identify trends and recommend improvements.

HR Policy Development, Review & Interpretation

• Lead the development, review, and revision of HR policies, procedures, and administrative guidelines to ensure alignment with organizational objectives, employment laws, regulatory requirements, and evolving workplace practices.
• Interpret and provide guidance on HR policies and procedures to promote consistent, equitable, and legally compliant application across the organization.
• Assess existing policies and practices to identify gaps, inconsistencies, and opportunities for improvement; recommend and implement revisions as needed.
• Provide guidance and consultation to executives, managers, and HR staff regarding policy application, interpretation, and implementation.
• Lead communication and change management efforts associated with new or revised HR policies to support organizational understanding and consistent implementation.

Minimum Qualifications

• Baccalaureate Degree.
• Ten years of full-time diverse experience in area of discipline; Five years experience must have been in supervisory or management capacity; or a satisfactory combination of education and