EXECUTIVE DIRECTOR, CONFLICT RESOLUTION, & ALTERNATIVE DISPUTE

City of New York•New York, NY

6d•$136,013 - $153,704•Onsite

About The Position

The New York City Department of Social Services (DSS), through the Office of Labor Relations/Office of Conflict Resolution, is recruiting an Administrative Director of Social Services M3 to serve as Executive Director of Conflict Resolution and Alternative Dispute Resolution Officer. DSS comprises the administrative units of the New York City Human Resources Administration and the Department of Homeless Services. The role directs 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 approximately 12,000-employee organization. The Executive Director advises managers, supervisors, HR Business Partners, and agency leadership on complex or sensitive workplace matters; oversees assessment and resolution of concerns received through multiple channels; and coordinates appropriate interventions, referrals, or escalations. The role also leads staff, reviews policies and practices, develops recommendations and agency-wide initiatives, responds to workplace crises, and uses program information and reporting to identify trends and guide executive decisions. The position is located at 4 World Trade Center, New York, NY, with a 9-to-5 schedule. Applicants must be permanent in the Administrative Director of Social Services civil service title or permanent in a comparable title eligible for a 6.1.9 title change. Candidates must have a baccalaureate degree from an accredited college and at least one year of administrative or managerial experience. The stated qualifications also require progressively responsible experience in a qualifying social-services organization, subject to specified education or licensure substitutions.

Requirements

Applicants must be permanent in the Administrative Director of 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 as specified.
All candidates must have a baccalaureate degree from an accredited college and one year of administrative or managerial experience.
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. These substitutions do not replace the required administrative or managerial year.
Ability to lead conflict resolution, alternative dispute resolution, wellness, and employee relations functions; advise managers on complex workplace matters; supervise staff; evaluate programs and policies; and develop recommendations and reports, as reflected in the listed duties.

Responsibilities

Direct the planning, implementation, oversight, and assessment of Conflict Resolution, Alternative Dispute Resolution, and DSS Wellness, and assess incorporating Employee Relations functions.
Develop and implement agency-wide initiatives, consultation strategies, and training 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 and establish consistent approaches to workplace concerns, early intervention, conflict prevention, and 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 and recommend resolution strategies to management.
Oversee assessment and resolution of matters received through channels including the Commissioner’s mailbox, anonymous communications, non-EEO and management referrals, and determine intervention, coordination, or escalation paths.
Respond to significant workplace crises and direct or coordinate management responses; develop or recommend protocols and preventive practices when existing procedures are insufficient.
Supervise Conflict Resolution staff and the DSS Wellness Coordinator; set priorities, assign and review work, provide direction, evaluate performance, coach and develop staff, and ensure quality and timeliness of deliverables.
Direct staff who research, analyze, review, and disseminate information on agency policies and procedures, employee work-life matters, and organizational responsibilities.
Review policies, procedures, and practices in assigned areas and develop recommendations for changes for executive consideration.
Consult with HR Business Partners, managers, and program leadership on applying employee relations and workplace policies and identify opportunities to strengthen consistent and fair implementation.
Identify recurring or systemic workplace issues using information from conflict resolution, employee relations, wellness, and management consultations; recommend agency-wide 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, and communicate program requirements, recommendations, risks, and implementation considerations to managers and senior leadership.