HUMAN RESOURCES BUSINESS PARTNER (HRBP) - job 2 of 2

APPLICANTS MUST BE PERMANENT IN THE ADMINISTRATIVE STAFF ANALYST CIVIL SERVICE TITLE OR BE PERMANENT IN A COMPARABLE TITLE ELIGIBLE FOR 6.1.9 TITLE CHANGE


The Department of Social Services (DSS) is comprised of the administrative units of the New York City Human Resources Administration (HRA) and the Department of Homeless Services (DHS). HRA is dedicated to fighting poverty and income inequality by providing New Yorkers in need with essential benefits such as Food Assistance and Emergency Rental Assistance. DHS is committed to preventing and addressing homelessness in New York City by employing a variety of innovative strategies to help families and individuals successfully exit shelter and return to self-sufficiency as quickly as possible. Human Resources Solutions (HRS) supports the human resources needs of the Department of Social Services, the Human Resources Administration, and the Department of Homeless Services through strategic partnership and collaboration, with the goal of creating an inclusive, motivated, and client centered workforce.

Human Resources Solutions (HRS) is recruiting to hire an Administrative Staff Analyst NM 2 to function as a Human Resources Business Partner (HRBP) who will:


- Direct the flow of all human resources activities between the respective Chief organizational structure and the various components of the Human Resources Solutions in the following areas: Workforce Management & Recruitment, Classification, Timekeeping/Payroll, Employee Discipline, Employee Benefits, etc., ensuring that programmatic support area staffing needs and agency goals are efficiently and expeditiously met.

- Delegate full authority and accountability for all action affecting hiring, promotion, salary adjustment, transfer, etc. for their specifically assigned program areas.

- Recommend and works with HRS to develop solution for employee relation conflict, problematic areas and help develop ideas to prevent and manage conflicts in addition to help improving departmental and organizational structure.

- Determine, analyze, and recommend approaches to effectively staff program areas to meet their operational needs; secures budgetary and headcount authorization of all proposed human resource action prior to approving the expenditures. Advise and educate RA/C Heads, etc. on critical staffing problems i.e., promotions, hires, ensuring that the impact of such actions are within contractual agreement and approved budgetary and headcount constraint.

- Direct the preparation and submission of a valid monthly Pre-and Post-Audit Planned Action Report (PAR) for each assigned program area component, assuring that the PAR submission conforms to all Mayoral directives and approved guideline; is responsible for audit tracking of all submitted PAR's; negotiate with HRS on all unresolved and sensitive issues.

- Communicate with senior staff during meetings and other fact-finding sessions to secure information and explore options needed for optimal operational efficiency, expediting actions where possible.

- Identify, analyze, assesse, and review the impact of existing and/or new policies and practices to ensure adherence and uniform implementation with the assigned program areas. Alert and recommend appropriate action to HRS Administration concerning non-compliance to human resources policies and procedures; disapprove actions received from the assigned area of responsibility which do not conform to such policy.

- Partner and collaborate with other Human Resources leaders and/or key operational/programmatic leaders to culturally enhance the work environment and create and establish technically sound business principles and practices.

- Is the principal resource to key executive staff within the assigned areas of responsibility; assist and/or advise them in both short- and long-range planning for staffing needs to meet their operational goals and objective within headcount and budgetary constraint. Provide advice and consultation to RA/C program heads when planning program reorganizations, or new operational components to ensure that labor management agreements, mayoral vacancy notice, ads and recruitment fliers are in place to effectively implement programmatic planning.

- Directly supervises Deputy HRBP responsible for support activities necessary for the execution of the HRBP's function.

Work Location: 4 World Trade Center, New York, NY
Hours/Schedule: 9 to 5

ADMINISTRATIVE STAFF ANALYST ( - 1002D

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.

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.