Senior Vice President, Human Resources

BROOKLYN NAVY YARD DEVELOPMENT CORP•New York, NY

20d•$185,000 - $200,000•Onsite

About The Position

The Senior Vice President of Human Resources is the Brooklyn Navy Yard Development Corporation’s senior HR leader and a strategic advisor to executive leadership. The role develops and executes a comprehensive people strategy aligned with organizational priorities while ensuring operational excellence across HR. Its scope includes workforce strategy, labor and employee relations, talent acquisition and development, total rewards, HR operations, compliance, and employee engagement. The position partners with executive leadership to align workforce planning and compensation strategies, strengthen organizational effectiveness, develop leaders, foster a positive workplace culture, and prepare the organization for future growth and change. The SVP leads the HR team and sets departmental goals, performance metrics, and continuous-improvement initiatives. The role oversees labor strategy and collective bargaining, compensation and benefits, staffing and workforce planning, organizational development, HR policies and compliance, HR technology, and analytics. It manages the HR budget and represents the organization in hearings, arbitrations, legal proceedings, audits, and regulatory matters as needed.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Public Administration, or a related field.
10 or more years of progressive HR leadership experience, including oversight of benefits administration and total rewards programs.
7 or more years of experience managing people and leading HR teams.
Significant experience leading HR in a unionized environment, including collective bargaining, contract administration, grievance management, and labor relations.
Experience developing HR strategy and initiatives, with strong executive leadership capabilities.
Business acumen and ability to align people strategy with organizational objectives.
Exceptional judgment, problem-solving, and decision-making skills.
Ability to build trusted relationships and influence leaders at all levels.
Demonstrated organizational development and change management capabilities.
Excellent written, verbal, interpersonal, and presentation skills.
Analytical mindset and ability to interpret workforce data and HR metrics.
Professionalism and discretion, including the ability to maintain confidentiality.
Demonstrated experience overseeing employee benefits administration, vendor management, and total rewards programs.
Experience leading workplace investigations and managing complex employee relations.
Comprehensive knowledge of federal, New York State, and New York City employment law.

Nice To Haves

Master’s degree.
Experience in nonprofit, real estate, property management, public sector, or similarly complex organizations.
Experience administering Paycom or a comparable HRIS.
SHRM-SCP, SPHR, or comparable professional certification.

Responsibilities

Develop and execute an enterprise-wide HR strategy aligned with organizational goals and business priorities.
Advise executive leadership on workforce planning, organizational effectiveness, culture, succession planning, change management, and talent strategy.
Lead, develop, and mentor the HR team; set departmental goals, performance metrics, and continuous-improvement initiatives.
Develop HR metrics and dashboards to support executive decision-making and organizational planning.
Identify and mitigate workforce-related risks while promoting sound governance, compliance, and organizational effectiveness.
Manage the HR budget and steward departmental resources effectively.
Lead labor relations strategy across multiple collective bargaining agreements and serve as chief spokesperson during collective bargaining negotiations.
Oversee contract administration, grievances, arbitration preparation, labor-management partnerships, and contract interpretation.
Provide executive guidance on complex employee relations matters, including investigations, disciplinary actions, and performance management.
Build collaborative relationships with union leadership while balancing operational objectives and positive employee relations.
Lead total rewards strategy, including compensation philosophy, salary structures, market benchmarking, internal equity, and benefits offerings.
Lead annual compensation planning, including merit increases, promotional adjustments, equity reviews, and executive compensation recommendations.
Develop and manage the annual staffing budget process in partnership with Finance, the C-suite, and department heads.
Oversee employee benefit programs and relationships with brokers, retirement administrators, insurance carriers, and other vendors.
Lead benefits renewals, open enrollment, vendor evaluations, contract negotiations, and ongoing plan administration; ensure compliance with applicable benefit regulations and reporting requirements.
Lead performance management, leadership development, succession planning, and employee engagement initiatives.
Partner with department leaders on organizational structure, workforce planning, and talent needs; oversee strategies to attract, retain, and develop a high-performing workforce.
Champion an inclusive, respectful, high-performing workplace culture rooted in continuous learning and professional development.
Oversee HR operations, policies, procedures, and records management, ensuring compliance with federal, New York State, and New York City employment laws.
Develop, implement, and communicate HR policies and organizational practices.
Represent the organization in administrative hearings, arbitrations, legal proceedings, audits, and regulatory matters as needed.
Stay current on employment trends, legislation, and HR best practices.
Serve as executive sponsor for the HRIS and ensure effective administration, reporting, and process optimization.
Use HR technology and automation to enhance the employee experience and workforce analytics and data to support strategy and business decisions.