Chief Human Resources Officer (Village of Tarrytown)

Job Title: Chief Human Resources Officer
Reports To: Chief Executive Officer (CEO)
Program: Administration
Location: In-Person
Hours Per Week: 35
FLSA Status: Exempt
Salary Range: $150,000-$170,000

Summary Description:

The Chief Human Resources Officer (CHRO) of Greater Mental Health (GMH) of NY is responsible for all aspects of the Human Resources function at the agency. As a key member of the agency’s executive management team, the CHRO is expected to exemplify the highest standards of professional integrity. The CHRO should be a values-based leader who can build and maintain a high integrity culture and possess strong strategic organizational skills, establish collaborative partnerships with external and internal stakeholders. The CHRO will exhibit ethical conduct and have strong business acumen. The CHRO will participate in fostering a harmoniousness culture and environment including but not limited to diversity, equity, inclusion, teamwork, and collaboration. Additionally, the CHRO will have a creative and entrepreneurial approach to solving problems, and have solid presentation, communication, and interpersonal skills. The CHRO is a leader who demonstrates cultural awareness and agility, exercises emotional intelligence, builds trust and credibility, and collaborates with a wide variety of stakeholders within the agency and associated communities. The CHRO is expected to act as a trusted confidant and business partner to the CEO and executive team. The CHRO will work with a person-centered, trauma informed philosophy in alignment with the values of Greater Mental Health of NY.

Specific Duties and Responsibilities:

• Collaborates with executive leadership to define the agency’s short-term and long-term mission and goals; identifies ways to support this mission through talent management.
• Participates in business planning and strategic direction with executives including organizational structure; recruiting strategies; retention; exit strategies; ramifications of agency expansion, reduction or change, etc.
• Identifies and achieves key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics.
• Develop and maintain an overarching diversity, equity, and inclusion plan that includes continued execution strategies, and the ability to collect and use data to assess effectiveness.
• Communicates changes in agency personnel policies and procedures and ensures proper compliance is followed.
• Liaison to the human resources committee of the board.

Talent Acquisition, Engagement & Management

• Provide thought partnership to senior leadership on demographic trends and how to effectively support an evolving workforce
• With the talent and acquisition specialist, deliver a clear and sustainable recruitment strategy, inclusive of employment branding, that encourages and enables the development of internal talent, the identification of external talent and the use of appropriate tools and methods for recruitment, inclusive of DEIB and competitive pay
• Provide an engaging and consistently excellent onboarding experience that reaffirms the new hire’s decision to join GMH, fast tracks productivity and acculturation, and reduces turnover
• Implement processes that protect and enhance the lives of our staff.
• Provide supervision, mentoring, coaching, and performance reviews for direct reports.
• Deliver a comprehensive Total Reward Strategy that appropriately supports achievement of organizational goals and priorities, helps position us as an employer of choice, that pays competitively and a strategy that staff value and understand
• Lead effort in developing equitable and appropriate position levels and competitive salary bands in response to diverse staffing needs; ensures FLSA and other compliance with salary bands
• Manage salary administration guide that provide rationale and direction for salary setting, salary increases, promotions, and (if applicable) bonuses, through REI lens
• Lead compensation studies, as necessary to ensure competitive salaries and benefits
• Ensure enrollment, education, and compliance, as Plan Sponsor of retirement programs
• Design and implement comprehensive, cost-effective, and health and wellness programs focused on the diverse needs of our professionals
• Researches, develops, and implements competitive compensation, benefits, and employee incentive programs including bonus plans.
• Overseas all employee benefits including but not limited to medical, dental, vision, LTD, STD, and other voluntary benefits. Works with all insurance brokers and administrators.
• Manages the agency’s retirement plans including 403b and pension plan.
• Manages agency’s worker's compensation plan including attending mediations and negotiating contracts. Effectively, with external counsel and the CEO manage carriers and legal process.
• Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements (ERISA, ACA, EEOC, DOL, FMLA, Sick Leave, etc.)

Talent Development

• Oversees performance appraisals, hiring, coaching, career development conversations, and disciplinary actions of employees.
• Establish proactive approaches to the identification of high-performing talent, maintain, and make transparent clear career pathways and opportunities for progression through an equity lens, ensuring clear succession planning, strong bench of talent and retention
• Champion a performance culture while making recommendations for improvements and lead performance evaluation for Institute, that includes annual performance reviews.
• Provide guidance to executives on disciplinary action plans. Handles discipline and termination of employees in accordance with agency protocols.
• Provides counsel in employee relations issues and partners with legal when necessary.

Budget, Data, Technology & Compliance

• Develop and monitor the HR budget and report on current and future staffing costs and initiatives. Collaborate with the finance team to address budget questions or issues and respond to all internal and external inquiries related to HR budget and expenses.
• Ensure system data integrity, reporting effectiveness and accuracy and that appropriate controls and processes are established and adhered to for optimum system functionality
• Responsible for establishment of employee manual and ensuring HR policies and procedural workflows are in compliance
• Supervise EEOC and ensure completion of affirmative action reporting
• Ensure that all members of our community, including individuals with disabilities, have equal access to, are granted accommodations, and can fully participate in, all aspects of GMH’s information technology and work.
• Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
• Collaborate with the finance team to review compensation plans and staffing expenses.

Other Duties as assigned.

Required Knowledge and Skills

• Excellent verbal and written communication skills.
• Excellent interpersonal and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Thorough knowledge of multi-state and county employment-related laws and regulations.
• Previous business partner or HR advisory experience; ideally in a non-profit or health care setting.
• Knowledge of various state and federal laws regarding employment and general personnel practices.
• Knowledge of and experience with varied human resource information systems including ADP WorkForceNow, ADP ACA Compliance.
• Proficient with Microsoft Office Suite and/or related software.

Qualifications:

• The CHRO must have a Master’s degreein Human Resources, Human Services, Business Administration or Industrial Psychology preferred.A human resources certification is preferred.
• Expertise across a broad spectrum of HR disciplines and tools. Comprehensive knowledge and leadership of organizational effectiveness and HR functions, with generalist experience and exposure to all core functions within the discipline.
• Experience building a strong talent pipeline, with the ability to create a highly engaged workforce capable of meeting both current and future agency needs.
• Strong interpersonal skills: ability to communicate and engage at all levels of the organization and with staff at remote locations.
• At least ten years of human resource management experience is required, with strategic, talent management, and/or business development experience highly preferred. Non-profit or healthcare setting experience is preferred.
• The CHRO must have 5-10 years of supervisory experience.
• Advanced computer skills are required.
• Must be reliable and able to work independently and understand the importance of maintaining confidentiality.
• The CHRO must be cleared in the background check process and maintain clearances during employment for Criminal and Financial History Records search.
• The CHRO must be cleared in the background check process and maintain clearances during employment by the Justice Center for the Protection of People with Special Needs Staff Exclusion