Review Vacancy
AgencyPeople With Developmental Disabilities, Office for
TitleAssociate Director Human Resources 2 (Institutional) M-2
Occupational CategoryAdministrative or General Management
Bargaining UnitM/C - Management / Confidential (Unrepresented)
Salary RangeFrom $85244 to $107751 Annually
Minimum Qualifications SUMMARY OF MINIMUM QUALIFICATIONS:
Open to New York State Employees only:
Candidates must have at least one year of permanent competitive or 55 b/c service as an Associate Director HR 2 (Institution) and eligible for lateral transfer;
OR
be eligible to transfer via Section 52.6 of the Civil Service Law by having at least one year of permanent competitive or 55 b/c service in a qualifying title.
The promotion field for the Associate Director Human Resources 2 (Institution) position consists of candidates who have one year of permanent service as Associate Director Human Resources 1 (Institution) or Director, Institution Human Resources Management 1, Associate Director of Human Resources 1 or Assistant Director of Personnel B, Human Resources Specialist 3 (Labor Relations) or Agency Labor Relations Representative 2, Human Resources Specialist 2 or Associate Personnel Administrator, or Human Resources Specialist 2 (Labor Relations) or Agency Labor Relations Representative 1.
Duties Description PRIMARY DUTIES AND RESPONSIBILITIES:
The Associate Director of HR 2 will oversee and manage the HR functions for 2 DDSO’s and the Institute for Basic Research’s (IBR) as well as ensure the agency carries out its core mission of recruitment and retention of qualified employees to ensure our individuals receive the best services.
Provide personnel services for all employees in community operations and administrative offices:
- Director represents the statewide division of workforce and talent management. He/she acts as a designee of the central office
- Liaisons with operations to help develop a recruitment and retention strategy for all direct care, clinical and administrative positions
- Manages/directs staffing services, employee benefits administration, all leaves and attendance programs
- Implements and manages performance evaluations
- Oversees the employment clearances, including criminal background and Justice Center, Child Abuse Registry (CAPA), reference checks
- Provides training on subject matter as needed
- Provides continuous process review, streamlining and quality assurance on processes implemented
- Manages policy developmental and implementation
- Co-chairs Committees, as needed
- Ensures that appropriate information maintenance systems and processes are in place and that employees’ confidentiality and privacy are maintained
- Implements goals and objectives of the HR program operations
- Assists with special projects and reports as needed
- Interacts with Counsel’s Office on matters involving employment law, law suits and other sensitive matters
- May serve as Administrator on Duty several times a year
- Provides guidance and direction to managers and supervisors for dealing with personnel issues
- Travel to Recruitment Events and Leadership meetings
Manages local employee relations activities:
- Manages union and any labor relations issues that arise
- Oversees all DDSO labor relations and labor management committees and policy development
- Coordinates and oversees a very high volume and complex range of disciplinary activities, that include administering the administrative leave process, conducting interrogations, interviews, and/or investigations, as needed
- Reviews all agency level grievances, a high percentage which are forwarded beyond first step. Ensures that decisions are consistent with the contact, civil service guidelines, rules and regulations, local agreements and local policy and practices
- Oversees monthly expedited and full arbitrations on behalf of Director of Labor Management
- Participates in meetings to discuss the reintegration of staff returning from Administrative Leaves
- Maintains contact with Labor union leaders on matters that will impact any agreements or practices, pending labor relations issues; disciplinary cases and contract administration.
Additional Comments Please reference the above EOA# in all correspondence.
Please note:
• For CSEA positions: Local Bidding Agreements will be honored.
• Preference will be given to OPWDD employees impacted by closures. If you are being impacted by closure, please indicate this on your resume/cover letter.
• If the number of interested candidates is three or fewer, the agency at its discretion may nominate a qualified employee for noncompetitive promotion under the provisions of Section 52.7 of the Civil Service Law.
• All OPWDD employees must be eligible and maintain eligibility for full and unconditional participation in the Medicare and Medicaid programs. Continued employment will depend on maintaining eligibility.
• OPWDD IS AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER
Some positions may require additional credentials or a background check to verify your identity.