Deputy Director of HR

Center for Urban Community Services (CUCS) is a nationally recognized nonprofit organization providing housing and integrated services to individuals and families experiencing homelessness and poverty in New York City. CUCS operates over 40 programs and sites, employs approximately 800 staff, and manages an annual operating budget exceeding $100 million.

The Deputy Director of Human Resources (HR) reports to the Director of HR and serves as the operational co-lead of the HR department, with primary responsibility for overseeing all HR and Payroll transactional functions and managing the day-to-day operations of the team. This role ensures that core HR processes are executed accurately, consistently, and in alignment with organizational standards. Working under the direction of the Director of HR, the Deputy Director of HR will lead operational execution, manage team performance, and drive process improvement across HR and Payroll functions. 

Section 1: Essential Responsibilities:

HR & Payroll Operations Leadership

• Lead all HR and Payroll transactional functions, including hiring actions, onboarding and offboarding, compensation changes, benefits, time and leave management, and payroll processing 
• Oversee end-to-end workflow execution to ensure accuracy, timeliness, and compliance across all HR transactions 
• Ensure strict adherence to internal controls, approval processes, and documentation standards across
• HR and Payroll 
• Partner with Finance as needed to ensure alignment on payroll, budgeting inputs, and reconciliations 

Team Management & Accountability

• Directly supervise HR and Payroll staff, setting clear expectations and holding team members accountable for performance, accuracy, and follow-through 
• Actively manage HR team workflow and other operational needs 
• Identify skill gaps and implement targeted coaching and development plans to strengthen team capability 
• Review and quality-check work products to ensure compliance, consistency, and alignment with established standards 

Employee Relations:

• Partner with the Director of HR to lead employee relations matters, including investigations, disciplinary actions, and performance management processes.
• Partner closely with the Director of HR on complex, high-risk, or sensitive matters 
• Exercise independent judgment in routine and moderately complex matters, with appropriate escalation as needed 
• Prepare thorough documentation and case summaries to support decision-making 
• Serve as the lead on employee relations matters in the Director of HR’s absence, ensuring continuity in approach and execution 

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws, wage and hour regulations, and internal policies 
• Identify process breakdowns and implement structured, scalable solutions to improve efficiency and reduce errors 
• Maintain oversight of HR and Payroll documentation to ensure audit readiness and defensibility 
• Identify compliance risks and implement corrective actions in coordination with the Director of HR

HRIS & Data Oversight

• Oversee HRIS (UKG) and payroll system utilization, ensuring data integrity and proper workflow management 
• Monitor system usage and reporting to identify errors, inconsistencies, or process gaps 
• Ensure accurate tracking of employee data, compensation changes, leave, and payroll-related transactions 

Strategic Execution & Operational Continuity

• Partner with the Director of HR to implement HR initiatives, policy updates, and organizational changes 
• Translate strategic priorities into operational plans and ensure execution across the HR and Payroll team 
• Serve as the lead for the HR department in the Director’s absence, maintaining continuity across both HR and employee relations functions