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HR Director

New York, NY | Full Time
9 Days Ago

Job Description

Northside Center is known for our wonderful work culture and our expert teams of educators and clinicians. Most importantly, look forward to joining us in achieving our mission to provide children and families with the support they need to overcome adversity and thrive. Ensuring that our high-quality outcome-driven behavioral, mental health and education services propel struggling children forward, away from the ill-effects of poverty and racism; toward a future limited only by the scope of their dreams. 

Northside Center is excited to be hiring a Director of Human Resources to add to our leadership team! 

The Director of Human Resources is a key member of Northside’s professional management team and is responsible for the entire human resources function at Northside. The Director will plan, lead, direct and develop the policies, activities, and staff of the Human Resources department. This strategic HR leader will assist the CEO/Executive Director to ensure strategic growth and prioritize HR areas including legal compliance, Labor Union matters, risk mitigation and implementation of the organization’s mission, values and talent strategy. HRIS systems advance knowledge required. This will be a full-time hybrid-exempt role. In-office 3 times a week. Must be able to travel within NYC to Northside’s different locations as needed. 


Strategic HR Leadership 

  • Develop and implement a human resources plan that aligns with the overall mission and strategy of Northside, resulting in innovative HR best practices and policies that will service the full range of HR needs and help build a high-performing culture of success, accountability, transparency, and collaboration. 

  • Optimize and streamline the HR program by administering or overseeing core HR infrastructure including but not limited to; compensation and benefits, leave of absence, disciplinary matters, disputes and investigations, performance and talent management, occupational health and safety, and training and development. 

  • Initiates employee corrective action and separation, in accordance with company policy. 

  • Monitors HR team achievement of short- and long-term goals. 

  • Regularly assess the infrastructure needs of the HR Department (personnel, IT, quality/quantity/timeliness of HR reports, etc.) and move the HR Department in the direction of efficient, state-of-the-art operational functioning. 

  • Develop and oversee a comprehensive onboarding and offboarding process for employees. 

  • Proactively seeks out new processes and systems for improving internal communication, project management, and other operations. 

  • Work closely with HR Board Committee Chair and members of the committee to ensure they are fully informed of all relevant and important HR issues that might impact the agency and ensure their receipt of requested/required HR reports. Cultivate and maintain solid working relationships with Board members. 

  • Maintains awareness of diversity, equity, & inclusion (DEI) trends and concepts, bringing effective best practices and approaches to the organization's work. 

Human Resource Team Development 

  • Builds high-performing HR teams through intentional interviewing, hiring and training of new HR team professionals. 

  • Provides direct supervision, leadership and support for assigned HR personnel. 

  • Oversees the daily workflow of the HR department; ensures HR team members have a clear understanding of their role and division of responsibilities while providing clear direction, delegation and expectation setting. 

  • Encourages high performance by providing consistent, specific and meaningful coaching feedback, through constructive and timely performance evaluations, employee 1:1’s and direct report group meetings. 

Labor Relations, Compliance & Risk Mitigation 

  • First point of contact for union-related matters to include Collective Bargaining Agreement interpretations, grievances, labor relations disputes and agreements. 

  • Facilitates and participates in contract negotiations, renewals, discrepancies and interpretations. 

  • Shares applicable collective bargaining information with supervisors surrounding how to address employee relations matters, consults with leaders and HR partners on Joint Labor Relations Meetings. 

  • Monitors the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. 

  • Other duties as assigned by CEO/Executive Director 

Required Education and Experience: 

  • Bachelor’s Degree required (MBA/Master’s degree in HR preferred) 

  • Professional, seasoned, innovative results-oriented HR professional with a proven track record of at least 7-10 years of experience with increasing management and leadership responsibilities. 

  • HR non-profit experience required. 

  • Strong writing and written communication skills.  

  • Experience in dealing with highly educated professional staff, health care/managed care systems. 

  • Highly knowledgeable of Human Resources Information Systems (HRIS). 

  • Member of Society for Human Resource Management (SHRM) (SHRM-CP preferred), Professional in Human Resources (PHR), certified 

  • Minimum 5 years in engaging, negotiating Union-Labor relationships and agreements. 

  • Experience executing smooth set-up of HR departments with movement toward paperless environment and appropriate HRIS. 

  • Very collaborative, confident, friendly, collegiate, with an ability to unite and engage all staff to ensure optimal performance. Ability to work well with others a must. 

  • Able to embrace, easily communicate and implement from an HR perspective, agency’s mission, and vision. 

  • Ensure confidentiality of privileged agency communications, adhere to all HIPPA, FERPA and regulatory requirements. Solid knowledge of regulatory requirements as it pertains to HR. 

  • Bi-lingual (Spanish/English) a plus.   

To apply: Please send a resume including salary requirements to: Please state “HR Director - Northside” on the subject line.  

Northside is an Equal Opportunity Employer and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. 




Kiwi Partners is an Equal Opportunity Employer. Kiwi does not unlawfully discriminate in employment opportunities or practices on the basis of actual or perceived age, race, creed, color, national origin, sex, religion, physical or mental disability, medical condition, sexual orientation, gender, gender identity, gender expression, ancestry, marital status, veteran status or other military status, legal alien status or citizenship status, genetic carrier status, genetic information, AIDS or AIDS-related complex or HIV status, being a victim of domestic violence, protected activity (i.e., filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing prohibited discrimination),or any other characteristic protected by federal, state, or local law.

Skills for HR Director

The job skills required for HR Director include Leadership, Employee Relations, Coaching, Human Resource Management, Employment Law,and Talent Management etc. Having related job skills and expertise will give you an advantage when applying to be a HR Director. That makes you unique and can impact how much salary you can get paid. Below are job openings related to skills required by HR Director. Select any job title you are interested in and start to search job requirements.

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Career Path for HR Director

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How to Become a HR Director

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