Director of Human Resources

NYC Bar Association•New York, NY

14d•$140,000 - $155,000•Hybrid

About The Position

The Human Resources Director plays a key leadership role as a strategic partner in managing and enhancing the organization's HR functions, ensuring alignment with our mission-driven culture and strategic objectives. This position oversees HR operations including talent acquisition, labor & employee relations, performance management, compensation and benefits, compliance, and training and development for a staff of approximately 165 employees. This is a highly collaborative role that works with all departments in the organization. The Human Resources Director partners with leadership to foster an inclusive workplace in a professional manner led with respect and fairness.

Requirements

Bachelor’s degree, or equivalent experience
10+ years of progressive Human Resources experience in a variety of areas
3+ years of direct management experience
Ability to work collaboratively and communicate clearly and effectively with all levels of the organization’s workforce
Strong knowledge of employment law and experience implementing HR best practices, particularly in a mixed labor environment (union and non-union employees)
Ability to balance the needs of the organization while considering employee needs and developing the best outcomes for both
Excellent organizational and time management skills
Strong project management and problem-solving skills
Excellent verbal and written communication skills
High attention to detail and deadline driven
Proficiency in Microsoft Office Suite and various HR systems including HRIS, performance management systems, applicant tracking systems, compliance tracking, etc.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
Some experience working with or knowledge of non-profit, membership, and/or professional organizations and/or in the legal profession
Working knowledge/experience with Professional Employer Organizations (PEOs) and/or selecting PEOs

Responsibilities

Strategic HR Leadership: Develop and implement HR strategies that support the organization’s array of business needs and mission goals Collaborate with senior leadership on organizational planning and staff development
Talent Acquisition & Retention: Lead recruitment efforts to attract and retain top talent Develop and enhance onboarding and offboarding processes that reflect organizational values
Compensation & Benefits: Review annual salary budget for all staff and make recommendations based on specific roles and compensation scales Partner with Professional Employer Organization (PEO) and work closely with City Bar leadership, including the staff Benefits Committee to consider appropriate benefit programs based on employee needs and organizational budgets Oversee annual enrollment process as well as changes to enrollments throughout the year Administration of compensation, benefits & leave policies and procedures Liaise with payroll to ensure compliance with wage and hour laws and policies
Performance Management: Manage performance evaluation processes that reflect departmental mission needs and ensure fair evaluation and professional development Guide managers in addressing performance issues and implementing performance improvement plans, when appropriate
Legal Compliance & Policy Management: Ensure compliance with federal, state, and local employment laws in partnership with the General Counsel Recommend updates to employee handbook on an ongoing basis to ensure HR policies and procedures remain accurate and legally compliant Oversee the organization’s reasonable accommodation process for employees and applicants, including engaging in the interactive process, assessing requests, and coordinating with management, legal and third-party administrators as appropriate
Employee Relations/Employee Experience: Serve as a trusted advisor on employee relations and conflict resolution by listening to feedback and acting on it Conduct or oversee workplace investigations and recommend appropriate resolutions consistent with organizational policies Promote an inclusive workplace culture that encourages employees to bring their authentic selves to work
Labor Relations Ensure proper administration of leave and benefits in compliance with contract provisions Partner with leadership and union representatives to address workplace issues and maintain productive labor-management relationships Advise leadership on dispute resolution consistent with contract provisions and organizational policies Support collective bargaining negotiations as needed
Training & Employee Development: Identify staff learning needs and recommend training and development opportunities for employees at all levels Oversee compliance with mandatory training requirements
Vendor Management: Periodically evaluate vendors being used for HR needs to ensure service quality, cost-efficiency, and fit with varied departmental needs and goals Negotiate contract renewals

Benefits

generous paid time off (vacation, personal, sick time, holidays including office closure during the last week of the calendar year through New Year’s Day, day off each year for volunteer work, extra time off in the summer)
choice of medical plans
dental
vision
401K
life insurance
commuter benefits program
Employee Assistance Program
short-term/long-term disability insurance
employee discounts