Under the leadership of the Executive Director of Transportation, this position is responsible for the guidance, management and oversight of human resource and administrative services for the not-for-profit NYCSBUS organization. Works alongside the executive team to ensure that resources are utilized in an efficient and effective manner and that strategic recommendations for improvement are presented as needed. Responsible for the development and execution of a human resource approach that supports the organizational business plan and strategy. Analyze the technology infrastructure design, development, and administration for efficiency and accuracy. Serves to assure compliance with the Service Level Agreement (SLA) with the DOE and the OPT’s Contractors’ Manual.
The Chief of Human Resources and Administration works with staff in hiring and onboarding methods, information technology capabilities, employee compensation and benefits, and the management of critical administrative support.
Oversees, directs and participates in a full-bodied and modern recruiting system, streamlined filing, recording, tracking and administrative processes, and manages an efficient employee pay and benefit portal. This role builds and supports required functions including orientation, training, compensation, employee recognition and morale, incentives, compliance with state and federal labor laws, terminations, conflict resolution, and incident documentation.
Duties and responsibilities
Provides guidance and oversight to the human resource and administrative functions that directly support the NYCSBUS mission and its operational goals specifically; directs Human Resource and Administration efforts to meet or exceed the applicable performance standards as established in the SLA’s Scope of Services
Aggressively supports the Executive Director in establishing and maintaining an exemplary workplace environment
Assures fair and consistent pay practices
Directs a program of recruitment, screening, selection, employment, orientation, assignment, credential processing, and transfer of hourly or salaried employees
Directs and monitors a program of performance evaluation for all employees; provides staff development to depot management teams regarding supervision, evaluation, and personnel management; processes and coordinates all formal employee disciplinary actions in accordance with NYC Department of Education code requirements, NYCSBUS Board policy, and established collective bargaining agreements
Serves as a member of the executive leadership and negotiation team; monitors adherence to all employee collective bargaining agreements; works with the Director of Policy and Risk Management in the interpretation and implementation of collective bargaining agreements
Collaborates with executives and Executive Director to measure system and resource use and allocation
Proposes hardware and software upgrades as appropriate to improve operations, consistency, and budgetary success
Monitors and coordinates communication among human resources and works alongside the Chief of Finance and Accounting as a resource in payroll discrepancies and in resolving staffing issues and concerns
Establishes and maintains a system of central personnel record keeping for all employees; prepares reports as required for federal and State of New York audits
Directs a program of professional development for classified staff; periodically meets with depot managers to plan staff development programs and training manuals/worksheets
Oversees the employment benefits program; communicates with administrators, personnel, service providers, public agencies, attorneys, insurance companies, and other outside organizations to coordinate activities, resolve issues and conflicts, and exchange information
Keeps abreast of governmental statutes, regulations, and rules related to personnel administration and advises appropriate parties of the provisions of the law
Maintains close contact with depot locations and works with managers to forecast hiring needs due to retirements, exits, terminations, or systematic growth
Develops job descriptions for new staff positions and coordinates the periodic review and revision of existing job descriptions
Counsels with employees to resolve complaints, concerns and other matters relative to personnel management and works with supervisors on difficult or sensitive personnel matters
Manages personnel litigation cases and directs resources in consultation with the Director of Policy and Risk Management
Organizes and implements employee recognition programs, bus driver appreciation events, and morale boosting/team building activities
Organizes a substitute employee program, including selection, training, and evaluation; works to implement crossover training initiatives and ensures handbooks, manuals, and practices by working with the Chief of Operations and Technology
Manages the process for employee separation from the organization, including conducting exit interviews as needed or assisting depot managers in such tasks
Works with depot managers to enforce policy and procedures pertaining to employee performance, uniforms, behavior, and general expectations
Maintains the human resources section of the NYCSBUS website, including the development of content for current and prospective employees; monitors application process closely
Develops and oversees a strong recruiting and retention strategy to meet the talent needs of each depot with the ability to modify quickly and adapt as needed
Develops a strong succession plan for meeting the needs of the organization
Evaluates and makes recommendations on comprehensive compensation and benefit plans that are fiscally responsible for the organization while also attracting quality talent
Works with each function of the organization to ensure that administrative tasks such as recording, data tracking, filing, credentialing, community outreach, communication, emailing, phone messaging, and document creating are performed in an efficient and effective manner and support daily operational activities and goals
May often be required to provide technical briefs on status of staffing levels, pay and benefit costs, and ideas for improvement to members of the executive team and the NYC Department of Education
Responsible for the design of recruitment programs such as job fairs, outreach strategy, marketing materials, and social media campaigns
Participates as a member of interview committees, as requested
Performs any related work as required
Knowledge, skills, and ability
Comprehensive knowledge of human resource functions, regulations, and ethics with significant experience in the implementation of hiring practices and oversight for a large organization; experience in the not-for-profit sector is a plus
Experience working with unionized workforce
Experience in human resource concepts, incident management, and organization of employee personnel files
Strong interpersonal skills, ability to communicate and manage well at all levels of the organization and with staff at remote locations is essential
Strong problem solving and creative skills with the ability to exercise sound judgement and make decisions based on accurate and timely analyses
Must have demonstrated success with recruitment efforts and employee management systems
Must have demonstrated success in the management and oversight of administrative practices for a large organization
Ability to display sensitivity, tact and responsiveness in various situations and maintain a high level of confidentiality
Ability to organize and analyze statistical data and prepare comprehensive reports, as required, to establish and maintain effective working relationships with managers and employees
Must have a strong sense of urgency and be highly results-oriented
Ability to provide leadership to a large team with varying demands, requirements, and needs
Must be able to thrive in a fast-paced environment
Master level skill in application systems, portals, job postings, and marketing a position
Ability to supervise the work of others
Ability to pass random drug and alcohol screenings
Qualifications
Possession of a valid Administrative credential and/or a Senior Professional in Human Resources (SPHR) certification, or comparable experience and education
5+ years of executive level human resource experience
10+ years of experience in human resources is required; Union labor experience preferred
BS/BA degree from an accredited college/university or business school
Equivalent combination of training and experience which provides the above knowledge, skills, and abilities may suffice in certain situations
Multilingual speaking and writing skills are a plus
Proficient in Microsoft Office, career websites, and application portals
Working conditions
This is a full time, 12-month, standard scheduled and salaried chief executive position. Typical workday is 8am to 5pm. There will be times when arriving earlier and leaving later are necessary. Attendance is required
Physical requirements
This position requires minimal physical tasks to perform duty as assigned. Many of the assigned tasks will require the ability to sit at a computer screen for long periods of time, compute numbers as needed, and execute the capability to retrieve and organize information, communicate effectively, and enter data accurately. Travel in NYC will be required.
About NYC School Bus Unification & Services (NYCSBUS)
In October, New York City announced that the Department of Education (NYCDOE) reached a tentative agreement with Reliant Transportation for an acquisition of its school bus operating assets, which include its approximately 1,000 vehicle fleet and all equipment and intellectual property necessary for the provision of busing services. The agreement represents a long-term investment in school bus transportation that will provide greater stability, flexibility, and oversight in school bus service in the years ahead.
Prior to the acquisition, the City filed for incorporation to establish NYCSBUS (New York City School Bus Umbrella Services, Inc.), a not-for-profit to oversee and operate the acquired school bus inventory and its employees. NYCSBUS will assume operations of the approximately 900 routes previously operated by Reliant, which specialized in busing for special education students, accounting for approximately 10 percent of NYCDOE’s school age busing network.
The NYCSBUS Board of Directors seeks a visionary, innovative, and experienced manager as Executive Director to lead and shape this new organization as it begins this new innovative service model.
