Chief Human Resources Officer (CHRO)

City of New York•New York, NY

12d•$180,000 - $215,000•Hybrid

About The Position

The New York City Employees’ Retirement System (NYCERS) was founded by the New York State Legislature in 1920 with 13,331 members. Today, NYCERS has grown into one of the largest municipal public employee retirement systems in the United States with more than 430,000 active/vested members, retirees and beneficiaries. NYCERS is a defined benefit retirement plan and a cost-sharing, multiple employer public employee retirement system. We are looking for individuals with passion, dedication and commitment to excellence and innovation who are interested in adding to our dynamic and collaborative work environment. Working for the City of New York, you will receive excellent benefits, including healthcare, vision benefits, dental benefits, as well as the opportunity to participate in the City’s retirement plan. NYCERS offers a hybrid work environment with partial onsite work and partial telework. We are an organization at an exciting moment of transformation and growth. With a renewed focus on operational excellence, innovation, and people-centered leadership, we are strengthening the foundation that supports our workforce and the communities we serve. The CHRO will build a workplace where every employee feels valued, empowered, and inspired to contribute their best because we believe that when people thrive, the organization thrives. As we modernize our systems, invest in leadership development, and deepen our commitment to diversity, equity, inclusion, and belonging, we are seeking an exceptional Chief Human Resources Officer (CHRO) to help lead the next chapter of our organizational evolution. This is a unique opportunity to shape strategy, elevate the employee experience, and drive meaningful cultural impact across all levels of the organization.

Requirements

A master's degree from an accredited college in economics, finance, accounting, business or public administration, auditing, statistics, mathematics, actuarial science, data analysis, information technology, information security, communications, project management, management science, operations research, organizational behavior, industrial psychology, psychology, sociology, human resources, political science, urban studies, public relations, or a related field, or a juris doctor degree from an accredited law school, and four years of satisfactory full-time experience implementing the provisions of a retirement plan, or four years of satisfactory full-time experience in a related field that would support the work of implementing the provisions of a retirement plan. 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
A baccalaureate degree from an accredited college and five 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.
A satisfactory equivalent combination of education and experience. However, all candidates must possess at least 18 months of executive, managerial, administrative, or supervisory experience, as described in "1" above and have high school graduation or evidence of having passed an examination for a high school equivalency diploma.

Responsibilities

Execute a comprehensive HR People strategy aligned with the organization’s long-term goals
Serves as the organization's senior HR executive with authority over HR strategy, policy development, and organizational workforce planning.
Oversee HR operations including Talent Acquisition, Labor Relations, Employee and Labor Engagement, Benefits, Compensation, HR Technology, Learning & Development, Performance Management and HR Compliance.
Foster a culture of trust, accountability, collaboration, and employee engagement
Oversee enterprise-wide leadership development, talent management initiatives to strengthen succession planning
Partner with executives to anticipate workforce needs and drive organizational change
Ensure compliance with federal, state, and local employment laws and labor contracts
Partner with DEIB Committee to champion diversity, equity, inclusion, and belonging efforts across the organization
Modernize HR systems, processes, and data reporting to improve organizational transparency and efficiency
Serves as a trusted advisor to executive and division leadership, managers, and employees
Lead and mentor the HR team, ensuring professional growth and operational excellence