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JOB TITLE: Director of People & Culture 

DEPARTMENT: People and Culture

REPORTS TO: Chief People and Culture Officer

Salary Range: $120,000 - $140,000.

FLSA: Exempt

About the Center

The Center for NYC Neighborhoods (the “Center”) promotes and protects affordable homeownership in New York so that middle- and working-class families are able to build strong, thriving communities. Established by public and private partners, the Center meets the diverse needs of homeowners throughout New York State by offering free, high-quality housing services. The Center’s current projects support our policy goals and help to keep homeownership affordable by responding to the ongoing effects of the foreclosure crisis, the rising cost of homeownership, predatory scams, rising sea levels, and more extreme weather.

Position Summary

Reporting to the Chief People and Culture Officer, the Director of People and Culture will conduct strategic and tactical human resources functions, as well as oversight of the Center’s day-to-day administrative functions which include Information Technology, Office Management, and Facilities. This position will work closely with senior management to develop the Center’s people and culture strategy and improve HR processes. This person will be responsible for administrative and human resources topics, including talent and performance management, ensuring compliance with Federal, State and local regulations, and collaborating with senior management on best employment practices. The successful candidate will be an experienced supervisor and project manager. This is a hybrid role intended for candidates within commuting distance from our office.

Responsibilities:

Strategic

• Policy and Procedures - Management, oversight, and development of best practices, policies, procedures, guidelines, and tools to meet HR-related needs.
• Learning and Development - Identify and design (skill gap analysis and other performance data insights) to create a Learning and Development plan to upskill the organization including: Leadership Training, Competency Mapping, Coaching, Career Pathing, Succession planning, and related training
• Talent Acquisition - Based on data insights, improve and lead a talent acquisition strategy that includes talent pipelines, and selection practices designed to recruit and hire a quality workforce
• Employee Relations - Recommend and improve employee relations strategies necessary to establish a positive employer-employee relationship and promote a high level of employee engagement and motivation
• Culture and Engagement - Develop and execute employee-centered programs, e.g., recognition, team building/ bonding and engagement and retention
• Provide recommendations based on Engagement and Pulse survey data to enhance staff engagement
• Performance Management - Based on data and debrief insights monitor and recommend changes or enhancements to the current performance management system in order to maintain a high-performance culture
• Benefits- Monitor Benefits Programs to ensure industry-leading, cost-effective employee benefits programs and benefit-related products and services
• Compensation and Rewards - Lead the Comp analysis program and make recommendations to ensure our comp philosophy remains competitive and equitable
• PEO/Vendor Management - Manage relationships with PEO vendors to ensure we are maximizing our partnerships as well as monitoring and recommending insights for the continuous improvements of all HR lifecycle people-related processes, e.g., performance, training, engagement, onboarding, and offboarding, etc.

HR Operations

• Policies and Procedures - Day-to-day management of all HR lifecycle activities, e.g., payroll administration, benefits, onboarding, and offboarding leave administration, professional development, and HR compliance
• Learning and Development - Design and deliver periodic compliance-related training and recommend external sources for appropriate skill development as appropriate. Deliver professional development, and leadership development, and provide insights for all
• Talent Acquisition - Implement, and lead the talent acquisition workstream that includes robust sourcing and selection practices and onboarding procedures designed to recruit and hire a quality workforce
• Payroll and Leave Administration - Manage semi-monthly payroll including timely and accurate submission of timesheets, requests for paid time off and leaves of absence, and ad-hoc reports
• Employee Relations - Effective management of all employee-related internal investigations
• Culture and Engagement - Administer and collect data for Engagement and Pulse Surveys and prepared high-level insights and reports
• Performance Management - Lead the performance evaluation program cycle, as well as any promotions, compensation decisions, and associated administration rewards. Enhance the current performance management system
• HR Technology - Maximize HR technology systems so that it is easy to use, easy to scale, and add value and satisfaction for the Center’s internal stakeholders.
• Benefits and Leave Administration - In conjunction with the PEO, drive administration of the Center Benefits program and Leave Administration
• HR Data Analytics - Collect data and present analysis to support trends across all people-related processes, e.g., performance, training, engagement, onboarding, and offboarding.

Administration and Facilities
In collaboration with the Chief People and Culture Officer and oversight of all office management
functions in the day-to-day administrative and facilities needs of staff, including management of the
administrative team, which is responsible for the following:

• Procurement and maintenance of office equipment and supplies
• Liaise with IT consultant on service tickets
• Oversee maintenance Protocol and repairs of office facilities
• Plan and manage space allotments and office equipment for current, incoming, and exiting staff.
• Participate in other projects as assigned

Skills and Qualifications

Bachelor's Degree or higher in Human Resources, Industrial Relations, or Organizational Psychology, Organizational Development, Law, or related fields

• Minimum of 10 - 12 preferred years of experience in Human Resources disciplines with a proven track record of success as a Human Resources generalist at the Director level
• Outstanding project and process management skills
• Ability to communicate effectively between multiple stakeholders
• Ability to drive results in a fast-paced organization
• Experience supporting and supervising and developing staff
• Must be proactive with a demonstrated commitment to continuous process improvement
• Knowledge of employment laws, risk management, and compliance best practices
• Ability to maintain confidentiality and impartiality
• High proficiency with Microsoft Office especially, Excel
• Strong project management and data analytic skills
• Excellent writing skills
• Proficiency with communicating in multiple mediums, e.g., Excel, PowerPoint Decks, Training Manuals, Communication plans, Scripts, Q&A documents
• Knowledge of Payroll systems, HRIS, Time & Attendance systems, Salesforce, Fiscal policies, and procedures
• Demonstrated commitment to diversity, equity, and inclusion

Preferred behavioral strengths:

• Demonstrate ownership by showing initiative, acting conscientious, and putting team results above individual accomplishments
• Demonstrate a Growth Mindset through resilience, engaging in expansive thinking, and showing curiosity
• Works collaboratively by demonstrating the ability to work in teams, exhibiting emotional intelligence, and having positive energy

Salary
We offer a competitive salary and a comprehensive benefits package. 

Application
To apply for this position, please apply with a resume and a cover letter with salary requirements.
Only those candidates selected for an interview will be contacted. Applicant review will continue until
the position is filled. We thank you for your interest in career opportunities with the Center for NYC
Neighborhoods. No phone calls, please.

Application Deadline

Accepting resumes until the position is filled.

The Center strongly encourages Section 3 residents to participate in this hiring effort. Information
to determine if you are a Section 3 resident can be obtained by contacting recruitment@cnycn.org​.
Persons requiring reasonable accommodation to participate in this hiring effort are requested to
Contact the HR team at (646) 786-0082 or by email at recruitment @cnycn.org
The Center for NYC Neighborhoods is an equal opportunity employer. We recruit, hire, upgrade, train,
and promote for all positions and job classifications without regard to race, color, religion, creed,
gender, national origin, age, physical or mental disability, marital, veteran or disabled veteran status,
sexual orientation, or any other status as a member of any other legally protected group or activity.
To learn more, visit cnycn.org