EXECUTIVE DIRECTOR, CONFLICT RESOLUTION, & ALTERNATIVE DISPUTE

City of New York•New York, NY

3d•$90,282 - $150,000•Onsite

About The Position

The Department of Social Services (DSS), comprising the New York City Human Resources Administration and the Department of Homeless Services, is recruiting an Administrative Director of Social Services M3 to serve as Executive Director of Conflict Resolution and Alternative Dispute Resolution Officer. Applicants must be permanent in the Administrative Director Social Services civil service title or permanent in a comparable title eligible for a 6.1.9 title change. The role leads planning, implementation, oversight, and assessment of Conflict Resolution, Alternative Dispute Resolution, and DSS Wellness functions, and assesses the potential incorporation of Employee Relations functions. It provides operational leadership for employee relations activities supporting an organization of approximately 12,000 employees, and serves as an internal consultant on complex or sensitive workplace matters. The position also supervises Conflict Resolution staff and the DSS Wellness Coordinator, coordinates responses to workplace crises, and collaborates with internal and external partners on early conflict resolution and alternatives to employee discipline. The position is located at 4 World Trade Center, New York, NY. The stated schedule is 9 to 5.

Requirements

Applicants must be permanent in the Administrative Director Social Services civil service title or permanent in a comparable title eligible for a 6.1.9 title change.
A baccalaureate degree from an accredited college or university and four years of progressively responsible experience in a large governmental agency, business firm, civic or community organization operating in social services, including one year at the administrative or managerial level; or equivalent education and/or experience.
All candidates must have a baccalaureate degree from an accredited college and one year of administrative or managerial experience as described in the qualifications.
A master’s degree in one of the listed fields may substitute for two years of experience; graduate education beyond a bachelor’s degree may substitute at 30 semester credits per year, up to three years; or a valid New York State LCSW or LMSW registration may substitute for three years of experience.
Graduate education or a license may substitute for up to three years of experience, but not for the required year of administrative or managerial experience.

Responsibilities

Direct planning, implementation, oversight, and assessment of Conflict Resolution, Alternative Dispute Resolution, and DSS Wellness functions, and assess the incorporation of Employee Relations functions.
Develop and implement agency-wide initiatives, consultation strategies, and training programs addressing workplace conflict, employee relations, behavioral health and wellness, leadership skills, diversity appreciation, and safe and respectful workplaces.
Assess program effectiveness, organizational needs, and service trends; recommend changes to programs, protocols, policies, and resource priorities.
Provide operational leadership for Employee Relations activities supporting an approximately 12,000-employee organization, establishing consistent approaches to complex workplace concerns, early intervention, conflict prevention, and appropriate referrals.
Serve as an internal consultant to managers, supervisors, HRBPs, and RA/RC Heads on complex or sensitive employee relations and workplace matters; evaluate issues, identify organizational implications, develop resolution strategies, and make recommendations to management.
Oversee assessment and resolution of matters received through channels including the Commissioner’s mailbox, anonymous communications, non-EEO referrals, and management referrals; determine appropriate intervention, coordination, or escalation.
Respond to significant workplace crises and direct or coordinate management responses; develop or recommend protocols and preventive practices when established procedures are insufficient.
Supervise Conflict Resolution staff and the DSS Wellness Coordinator, including setting priorities, assigning and reviewing work, providing direction, evaluating performance, coaching staff, and ensuring deliverable quality and timeliness.
Direct staff researching, analyzing, reviewing, and disseminating information about agency policies and procedures, employee work-life matters, and organizational responsibilities.
Review policies, procedures, and practices in assigned areas and recommend changes for executive consideration.
Consult with HR Business Partners, managers, and program leadership about applying employee relations and workplace policies and opportunities for consistent, fair implementation.
Use information from conflict resolution, employee relations, wellness, and management consultations to identify systemic workplace issues and recommend interventions, guidance, training, or process improvements.
Develop statistical and management reports to evaluate program activity, identify trends, support planning, and inform executive decisions.
Collaborate with OATH’s Center for Creative Conflict Resolution, OLR, OLA, EEO, HRBPs, and other partners on alternatives to employee discipline, early conflict resolution, and coordinated responses to complex workplace matters.
Represent assigned functions in cross-organizational meetings, workgroups, and agency initiatives; communicate requirements, recommendations, risks, and implementation considerations to managers and senior leadership.