Senior Manager, Operations (Employee Relations & Talent Development )

NYC School Construction Authority•New York City, NY

About The Position

The Senior Manager, Operations (Employee Relations & Talent Development) is a strategic human resources leader responsible for fostering a positive workplace culture, mitigating employee relations risk, and advancing organizational talent strategies. The role oversees complex employee relations matters, workplace investigations, conflict resolution, performance management consultation, training and development initiatives, and the interpretation and development of HR policies and practices. It also leads initiatives to strengthen employee capabilities, enhance leadership effectiveness, build talent pipelines, and support succession planning. The position leads assigned staff and is accountable for plans, programs, and projects within its areas of responsibility. It makes recommendations concerning staff actions, policies, procedures, and organizational matters, and may perform assigned staff duties when necessary. The role leads the employee relations program, including complex case management, investigations, termination and separation actions, management consultation, trend analysis, and partnerships with Legal, Labor Relations, EEO, Compliance, and HR Business Partners. It also designs talent development strategies and leadership programs, develops competency models and career pathways, supports succession planning and workforce planning, and uses workforce analytics and employee feedback to evaluate initiatives and recommend improvements. The Senior Manager leads the development, review, revision, interpretation, and communication of HR policies and procedures to support organizational objectives and consistent, equitable, legally compliant practices.

Requirements

Baccalaureate degree.
Ten years of full-time diverse experience in the area of discipline, including five years in a supervisory or management capacity, or a satisfactory combination of education and experience.
Ability to compose and present comprehensive reports.
Ability to develop and maintain positive relationships with employees, boards, officials, directors, and other stakeholders.
Working understanding of statistical concepts and methods of data collection.
Experience successfully leading and managing teams.

Nice To Haves

Baccalaureate degree or higher in Human Resources Management, Labor Relations, Organizational Development, Industrial/Organizational Psychology, or a related field.
Seven years of progressively responsible Human Resources experience.
Five years leading complex employee relations programs and investigations.
Thorough understanding of human resources and labor relations principles, practices, and procedures.
Demonstrated experience developing and implementing talent, leadership, and succession planning initiatives.
Expertise handling complex, sensitive, and confidential workplace issues.
SHRM-SCP, SPHR, Certified Employee Relations Professional, or talent and/or organizational development certifications.
Preference may be given to New York State Professional Engineers, Registered Architects, or candidates with knowledge or experience in government safety or construction standards; managing complex personnel and technological issues; policy formulation, budgetary control, scheduling, and highly technical operations decisions; or dispute resolution, management, and communications.

Responsibilities

Plan, assign, monitor, review, and evaluate work performed by assigned staff; motivate staff and foster an environment where employees thrive.
Make recommendations regarding recruitment, hiring, promotion, reassignment, and discipline of staff.
Recommend policies and procedures for assigned areas and participate in division-, department-, and organization-wide recommendations to the appropriate Director.
Develop and implement plans, programs, and projects for areas of responsibility; perform assigned staff duties when necessary and other related tasks as assigned.
Lead and facilitate the employee relations program and its related functions, including maintaining, developing, recommending, and implementing program objectives, policies, and procedures.
Manage complex employee relations matters involving workplace conflicts, policy violations, employee complaints, misconduct allegations, and performance concerns.
Conduct or oversee impartial workplace investigations and ensure compliance with federal, state, and local employment laws.
Coordinate and process employee termination and separation actions in accordance with HR policies and procedures.
Consult with executives and managers on employee relations issues, disciplinary actions, performance management, and employee engagement.
Analyze employee relations trends and recommend proactive solutions to minimize organizational risk.
Develop employee relations programs that promote a respectful, equitable, and inclusive workplace.
Ensure consistent application and interpretation of policies, procedures, collective bargaining agreements, and employment practices.
Partner with Legal, Labor Relations, EEO, Compliance, and HR Business Partners on sensitive and high-risk matters.
Prepare executive reports and presentations on employee relations metrics, trends, and recommendations.
Design and implement enterprise talent development strategies aligned with organizational goals.
Establish and maintain leadership development programs for supervisors, managers, and emerging leaders.
Develop competency models, career pathways, and succession planning frameworks.
Partner with department leaders to identify workforce capability gaps and create development plans.
Develop and support mentoring, counseling, coaching, job shadowing, and cross-training initiatives.
Monitor talent initiative effectiveness using measurable outcomes and key performance indicators.
Support organizational change management through targeted training and stakeholder engagement.
Partner with Talent Acquisition to align workforce planning and talent development strategies.
Use workforce analytics and employee feedback data to identify trends and recommend improvements.
Lead the development, review, and revision of HR policies, procedures, and administrative guidelines.
Interpret HR policies and procedures and advise executives, managers, and HR staff on their application and implementation.
Assess policies and practices for gaps, inconsistencies, and opportunities for improvement, and recommend and implement revisions.
Lead communications and change management for new or revised HR policies.

Benefits

Medical coverage, with basic coverage available at 100% employer-paid.
Prescription drug options.
Dental and vision coverage.
NYC Qualified Pension Plan (QPP).
Optional retirement savings plans, including 401K, 457, and IRA options.
Transit Check Program.
Public Loan Forgiveness Program.
Competitive paid time off (PTO).
Tuition reimbursement for continued education directly related to the employee's current role.
Individual and organizational training opportunities, including leadership development, technical skill-building, compliance, and personal and professional growth.