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Deputy Director of Human Resources

Job Description

*This vacancy is only open to 1) current permanent Parks employees serving in the Administrative Staff Analyst civil service title or 2) on leave from the title or 3) permanent Parks employees in or on leave from a comparable title (e.g. Administrative Community Relations Specialist or Administrative Manager), or 4) Parks employees who are reachable on the Administrative Staff Analyst list or a comparable civil service list or qualify for a comparable title. [Please indicate your exam and list numbers or comparable title on your resume.]

*ONLY OPEN TO CURRENT FULL-TIME ANNUALLY PAID PARKS EMPLOYEES*

Human Resources (HR) oversees recruitment and interviews for the Agency and maintains data on all Parks & Recreation employees. HR also administers the Agency's performance evaluation program, prepares job descriptions and oversees all changes to an employee's status with the Agency, including promotions, resignations, transfers and tax and address changes.

Major Responsibilities
- Manage onboarding and hiring new employees and promotions and coordinate process with borough offices.
- Implement Personnel Actions for new hires, rehires, transfers from other agencies, and current employees in compliance with citywide requirements and Department of Investigations (DOI) policies utilizing City Human Resource information systems, such as New York City Automated Personnel System (NYCAPS), Payroll Management System (PMS) and City Human Resource Management System (CHRMS). Review transactions utilizing PMS and/or NYCAPS to ensure data entries have successfully interfaced.
- Enter and update personnel transactions into NYCAPS, including but not limited to, salary adjustments, assignment level upgrades, leaves of absence, resignations, retirements, terminations and additions to pay, when required.
- Process collective bargaining agreement increases (longevity differentials, service increments, and recurring increments and Mayor’s Personnel Orders) for all union, original jurisdiction, and managerial employees; ensure employee pay rates and additions to gross are current and accurate.
- Generate confidential reports from New York City Personnel databases including NYCAPS, CHRMS and PMS.
- Function as a subject matter expert on NYCAPS employee functions and updates.
- Oversee the storage and maintenance of Personnel documents. Perform all duties as needed to advance the work of the HR department.
- Ensure background investigations are conducted by reviewing fingerprint results and making employment determinations.
- Supervise staff performing NYCAPS data entry, including the activation of new hires and returning seasonal employees, updating employee personal information and implementing collective bargaining increases.
- Work closely with and provide support to other Parks divisions including Diversity, Equity, Inclusion and Belonging, Labor Relations, Payroll & Timekeeping and Budget regarding human resource related issues.

Work Location: Arsenal West, Manhattan

How to Apply: Go to cityjobs.nyc.gov and search for Job ID# 694563.

All applicants must apply via cityjobs.nyc.gov. The City is no longer using ESS to accept applications.

*Current Employees please include your ERN and Job ID# 694563 on your cover letter and resume.

NOTE: All resumes must be received no later than the last day of the posting period. References will be required upon request.

nyc.gov/parks

MOVEMENT IN THE FACE OF CIVIL SERVICE LISTS IS PROHIBITED UNDER CIVIL SERVICE LAW.

For information about applying for Civil Service Exams go to: Civil Service Exams - Department of Citywide Administrative Services (nyc.gov)

Qualifications

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a closely related field, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area. 18 months of this experience must have been in an executive, managerial, administrative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or

2. A baccalaureate degree from an accredited college and four years of professional experience in the areas described in "1" above, including the 18 months of executive, managerial, administrative or supervisory experience, as described in "1" above.

Additional Information

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.

What You Should Know About Deputy Director of Human Resources, City of New York

Are you ready to take the next step in your career as a Deputy Director of Human Resources with the New York City Parks Department? Located in the vibrant heart of New York City, this role is a unique opportunity for those who are passionate about human resources and dedicated to fostering an inclusive workplace culture. As the Deputy Director of Human Resources, you'll oversee activities related to recruitment, staff onboarding, performance evaluations, and much more. Your responsibilities will include managing the hiring process, ensuring compliance with citywide policies, and maintaining accurate personnel records using systems like NYCAPS and PMS. You'll not only manage personnel transactions but also serve as a key player in collective bargaining agreements and provide crucial support to various Parks divisions in areas such as Diversity, Equity, Inclusion, and Labor Relations. With your educational background, whether it's a master's degree or a baccalaureate coupled with substantial experience, you will bring expertise and leadership to the HR team. This position is open exclusively to current Parks employees, making it an ideal fit for those looking to advance their careers while making a positive impact in the community. If you're eager to play a vital role in shaping the future of urban parks and recreation through effective human resource practices, apply today and join a team that's committed to enhancing the lives of New Yorkers.

Frequently Asked Questions (FAQs) for Deputy Director of Human Resources Role at City of New York
What are the key responsibilities of a Deputy Director of Human Resources at NYC Parks?

As the Deputy Director of Human Resources at NYC Parks, your primary duties include overseeing recruitment and onboarding processes, managing personnel transactions, and ensuring compliance with citywide HR policies. You'll also be responsible for performance evaluation management and navigating collective bargaining agreements, making your role critical to the operation and success of the entire organization.

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What qualifications are required for the Deputy Director of Human Resources position at NYC Parks?

To apply for the Deputy Director of Human Resources position at NYC Parks, candidates must possess either a master's degree in a relevant field along with two years of professional experience or a baccalaureate degree with four years of relevant experience, including substantial managerial involvement. Ideally, candidates should have experience in a public administration environment and have demonstrated professional leadership.

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Can current NYC Parks employees apply for the Deputy Director of Human Resources position?

Yes, the Deputy Director of Human Resources position at NYC Parks is exclusively open to current full-time Parks employees or those on leave from comparable titles. Ensure that you meet the eligibility criteria indicated in the job posting to submit your application successfully.

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What HR systems will a Deputy Director of Human Resources at NYC Parks work with?

In your role as Deputy Director of Human Resources at NYC Parks, you'll utilize various City Human Resource information systems, including NYC Automated Personnel System (NYCAPS), Payroll Management System (PMS), and City Human Resource Management System (CHRMS). Proficiency with these systems is essential for managing personnel data and ensuring compliance.

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What is the application process for the Deputy Director of Human Resources at NYC Parks?

Candidates interested in the Deputy Director of Human Resources position at NYC Parks should apply through the specified cityjobs.nyc.gov portal, referencing Job ID# 694563. Be sure to include your ERN and the job ID in your cover letter and resume, as applications must be submitted by the deadline indicated in the posting.

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Common Interview Questions for Deputy Director of Human Resources
What experience do you have in managing hiring processes as a Deputy Director of Human Resources?

When discussing your experience, emphasize specific instances where you managed hiring processes, detailing the steps you took to ensure compliance with HR policies. Mention any systems you utilized, your role in onboarding, and how you collaborated with different departments to attract the right talent.

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Can you describe how you have handled performance evaluations in your past HR roles?

Provide a clear example of your involvement in performance evaluation processes, highlighting any specific metrics you used. Discuss how you ensured fairness and inclusivity in evaluations and any systems you were responsible for implementing that improved the process.

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What strategies do you employ to promote diversity and inclusion in the workplace?

Articulate your approach to fostering a diverse workforce, perhaps sharing specific initiatives or programs you have implemented. Discuss how you’ve engaged with staff and leadership to promote a culture of inclusion and belonging at previous organizations.

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How do you stay current with HR regulations and policies?

Explain your methods for keeping up-to-date with HR trends and regulations, such as attending workshops, reading industry-related publications, or participating in professional organizations. Mention how this knowledge impacts your decision-making in HR practices.

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What HR information systems are you familiar with, and how have you used them?

List the HRIS platforms you have experience with and provide examples of how you utilized them in your previous roles. Emphasize any specific projects where your knowledge of these systems greatly enhanced operational efficiency.

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How do you approach conflict resolution in an HR setting?

Share your methodology for conflict resolution, including any specific strategies or techniques you use. Provide an example of a time you successfully resolved a conflict and the outcomes of those actions.

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What role does data analysis play in your approach to HR functions?

Discuss the importance of data in HR functions, including how you analyze employee data to make informed decisions. Share examples of reporting or insights derived from data that drove improvements in HR initiatives at your previous workplaces.

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How do you ensure compliance with labor laws and regulations?

Explain your processes for monitoring compliance with labor laws, such as regular audits, staff training, and keeping up-to-date with changes in legislation. Provide an example of a compliance challenge you faced and how you addressed it.

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Can you describe your experience with collective bargaining agreements?

Talk about your role in managing collective bargaining agreements, including any negotiation experience you have. Describe how you worked with union representatives and administrative teams to ensure compliance and balance the needs of the workforce.

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What is your leadership style in an HR leadership role?

Share insights into your leadership approach, emphasizing collaboration, transparency, and support for your team. Provide examples of how you have led HR teams and fostered a positive workplace culture.

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Our Mission To work to eliminate ageism and ensure the dignity and quality-of-life of New York City’s diverse older adults, and for the support of their caregivers through service, advocacy, and education. Strategic Goals To foster independence...

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DATE POSTED
December 21, 2024

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