Job Information
City of New York Chief of Personnel Services in New York, New York
Job Description
IMPORTANT NOTE: Only those currently serving as a permanent or probable permanent Administrative Manager; or DEP Agency employee on the promotional list for exam 1552 may be considered.
The NYC Department of Environmental Protection (DEP) enriches the environment and protects public health for all New Yorkers by providing 1.1 billion gallons of high quality drinking water, managing wastewater and stormwater, and reducing air, noise, and hazardous materials pollution. DEP is the largest combined municipal water and wastewater utility in the country, with nearly 6,000 employees. DEP's water supply system is comprised of 19 reservoirs and 3 controlled lakes throughout the system’s 2,000 square mile watershed that extends 125 miles north and west of the City.
The Bureau of Wastewater Treatment (BWT) is responsible for the operation and maintenance of all facilities related to the treatment of sewage within the five boroughs of the City. This includes 14 wastewater treatment plants, sludge dewatering facilities, collections facilities (pumping stations, combined sewer overflow retention facilities, regulators, tide gates, etc.), wastewater laboratories and harbor vessels.
The Bureau of Wastewater Treatment’s Employee services and Bureau Administration Directorship is responsible for coordinating Human Resources and Employee Services in a Bureau of about 1800 employees. This includes Personnel Services, Payroll & Timekeeping, Employee Benefits, Administrative Support, Facilities Management and Workforce Development and Training.
The Chief of Personnel Services is a key managerial role responsible for overseeing and managing all aspects of the Bureau’s Personnel Functions. This position plays a critical role in developing and implementing strategies that support the Bureau’s mission, vision and values by fostering a productive work environment.
Under the general direction of the Director of Employee Services, with a wide latitude for independent initiative, judgment and decision making, the selected candidate will manage difficult and responsible professional organizational work in Human Resources. Duties and responsibilities will include the following:
- Personnel Management:
o Oversee the recruitment, selection and onboarding process, which includes utilizing programs such NYCAPS and SmartRecruiters; streamline the recruitment process and recommend strategies and tactics to improve talent acquisition; and monitor separations to ensure the process to fill vacancies is started in a timely manner.
o Manage the Bureau’s headcount, vacancy and backfill reports, which includes utilizing programs such as CRM and PowerBI.
o Manage the Bureau’s transfer program for prevailing wage titles.
o Work with Agency internal partners and central HR to ensure compliance with DCAS policies and procedures.
o Liaison with labor unions as it applies to Civil Service lists and the Bureau Transfer program to ensure compliance with contractual agreements.
- Performance Management
o Manage and track probationary correspondence and quarterly evaluations for probable permanent employees.
o Manage and coordinate the annual evaluations, which includes utilizing NYCAPS and ePerformance
- HR Metrics and Reporting
o Work with the Director of Employee Services and other HR partners to reconcile data and to develop metrics for reporting.
o Provide regular updates and detailed information to hiring managers and senior staff.
In addition, as a Section Chief, the selected candidate will be responsible for directly supervising staff, which includes setting clear expectations and goals for the team; provide vision, inspiration and motivation; provide effective communication to ensure transparency; provide constructive feedback on performance; identify opportunities for skill development and career growth; build a positive team culture; provide conflict resolution when necessary; manage employee performance; foster employee well-being and provide ethical leadership.
Qualifications
A baccalaureate degree from an accredited college and four years of satisfactory, full-time progressively responsible clerical/administrative experience requiring independent decision-making concerning program management or planning, allocation for resources and the scheduling and assignment of work, 18 months of which must have been in an administrative, managerial, executive or supervisory capacity. The supervisory work must have been in the supervision of staff performing clerical/administrative work of more than moderate difficulty; or
An associate degree or 60 semester credits from an accredited college and five years of satisfactory, full-time progressively responsible experience as described in "1" above, 18 months of which must have been in an administrative, managerial, executive or supervisory capacity. The supervisory work must have been in the supervision of staff performing clerical/administrative work of more than moderate difficulty; or
A four-year high school diploma or its educational equivalent and six years of satisfactory, full-time progressively responsible experience as described in "1" above, 18 months of which must have been in an administrative, managerial, executive or supervisory capacity. The supervisory work must have been in the supervision of staff performing clerical/administrative work of more than moderate difficulty; or
Education and/or experience equivalent to "1", "2" or "3" above. However, all candidates must possess the 18 months of administrative, managerial, executive or supervisory experience as described in "1", "2" or "3" above. Education above the high school level may be substituted for the general clerical/administrative experience (but not for the administrative, managerial, executive or supervisory experience described in "1", "2" or "3" above) at a rate of 30 semester credits from an accredited college for 6 months of experience up to a maximum of 3½ years.
Additional Information
The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.
