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Job Description

APPLICANTS MUST BE PERMANENT IN THE ADMINISTRATIVE STAFF ANALYST CIVIL SERVICE TITLE.

Hours/Schedule: Managerial Hours

The Department of Social Services (DSS) is comprised of the administrative units of the New York City Human Resources Administration (HRA) and the Department of Homeless Services (DHS). HRA is dedicated to fighting poverty and income inequality by providing New Yorkers in need with essential benefits such as Food Assistance and Emergency Rental Assistance. DHS is committed to preventing and addressing homelessness in New York City by employing a variety of innovative strategies to help families and individuals successfully exit shelter and return to self-sufficiency as quickly as possible.

The Office of Human Resources Solutions (HRS) is the central human resources department of the Department of Social Services, the Human Resources Administration, and the Department of Homeless Services (DSS-HRA-DHS) that supports the human resources needs of the agency through strategic partnership and collaboration, with the goal of creating an inclusive, motivated, and client-centered workforce. Using a strategic approach and defined goals and objectives, HRS's mission is to provide DSS-HRA-DHS programs and employees with the most effective human capital tools and resources to realize their goals.

The Human Resources Solutions (HRS)/Recruitment Strategies Unit is responsible for creating and implementing recruitment strategies for the Agency that will address organizational needs and will consider the diversity of the workforce which includes different cultures, genders and generations working together.

The Recruitment Strategies Unit is recruiting for an Administrative Staff Analyst NM-II to function as the Director, Recruitment Strategies who will:

Develop optimal Agency recruitment strategies by reviewing the “as is” recruitment practice and making recommendations for modifications that will increase recruitment effectiveness and efficiency.

Supervise recruiters by ensuring staff stay motivated towards established goals through appropriate and equitable assignments, training and development.

Provide oversight to all interview panels in order to ensure that the composition and execution of all panels adhere to Agency goals with regard to recruitment and diversity.

Research existing policies and procedures that govern HRA recruitment practices and rules in order to ensure policy compliance/adherence and effectiveness; advise senior management on the need for the development of new policies and procedures.

Partner with EEO to review Agency diversity goals and objectives, and ensure that HRA is moving towards recruiting and employing diverse staff that reflects the demographics of the communities it serves. This entails reviewing industry practices, and identifying varied recruitment sources.

Liaise with the Department of Citywide Administrative Services (DCAS), the New York City Automated Personnel System (NYCAPS), the Management Information Systems (MIS), as it regards the Comprehensive Personnel System (CPS), in order to integrate technology throughout the hiring process and ensure continuous improvement by utilizing technological advances within the hiring process.

Periodically review industry “best practices” to garner new approaches and procedures that can continuously fine tune Agency recruitment activities.

Work in concert with the Agency’s Employment Law Unit regarding issues surrounding recruitment and hiring, and work with internal managers to ensure clarity and consistency in Agency practices and avoid litigation due to inappropriate practices.

Liaise with the Transfer Specialist concerning Reasonable Accommodations (RA), ensuring all RA requests are reviewed/honored in a fair and timely manner.

Coordinate with the Transfer Specialist to ensure that the Employee Transfer System (ETS) is reviewed for transfer requests prior to the start of recruitment efforts.

Work with HRBPs to research, develop and implement e-forms (HCM Online Requests) that will initiate and streamline the hiring process.

Compile quantitative and qualitative reports for management regarding recruitment activity, recruitment sources, and applicant tracking, in order to identify new industry trends, perform analyses and cultivate solutions to recruitment problems.

Identify and remove obstacles that delay the recruitment process; remove internal and external bottlenecks; conduct quality control and audits on Human Resources systems.

Meet with HRBPs and department heads to identify their unique staffing challenges and develop processes that address these challenges for smooth transition of recruitment activity.

Ensure cross-training of staff to allow more flexibility regarding staffing needs and programmatic challenges.

Develop positive relationship with other HCM units through open communication and information sharing.

Provide advice to HRBPs and other HRA managers regarding their roles and responsibilities throughout the hiring process.

Collaborate with Salary Administration to determine starting salaries for non-civil service list candidates.

Review and analyze data for most cost-effective AND successful means of recruitment as it regards actual hires.

Develop database of effective recruitment sources.

Work closely with the Director of Civil Service Operations and the Director of Candidate Processing and Background Verification, in order to ensure seamless recruitment and onboarding activity; also keep abreast of union issues as it regards to recruitment.

Qualifications

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a closely related field, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area. 18 months of this experience must have been in an executive, managerial, administrative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or

2. A baccalaureate degree from an accredited college and four years of professional experience in the areas described in "1" above, including the 18 months of executive, managerial, administrative or supervisory experience, as described in "1" above.

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.