Review Vacancy
AgencyPeople With Developmental Disabilities, Office for
TitleAssociate Director Human Resources 1 Institution
Occupational CategoryAdministrative or General Management
Bargaining UnitM/C - Managerial/Confidential (Unrepresented)
Salary RangeFrom $90931 to $114940 Annually
Minimum Qualifications There is currently no Civil Service eligible list for this title.
Transfer: Candidates must have one year of permanent competitive or 55-b/c status in the posted title and be eligible for lateral transfer; OR be eligible to transfer via Section 52.6 of Civil Service Law. The transfer cannot be a second consecutive transfer resulting in an advancement of more than two salary grades.
Provisional: Candidates who meet the following promotion qualifications may be qualified for a provisional appointment:
To qualify, candidates must have one year of permanent competitive service as a Human Resources Specialist 2 or Human Resources Specialist 2 (Labor Relations).
Duties Description Provides personnel services for all employees in community operations and administrative offices.
-The Associate Director of Human Resources Management 1 Institution serves as a key member of the District's management team in formulating the overall personnel and labor relations policy. He or she is responsible for implementing such policy and directing all activities in these functional areas.
-Manages and directs all personnel functions including recruitment, retention, classification, staffing services, employee benefits administration, leave and attendance programs and item and authorization management.
-Implements and manages the District's performance evaluations.
-Liaisons with operations to help develop a recruitment and retention strategy for all direct care, clinical and administrative positions.
-Oversees the employment clearances, including criminal background and Justice Center, Statewide Central Register, reference checks.
-Provides training on personnel and labor relations matters as needed.
-Provides continuous process review, streamlining and quality assurance on processes implemented.
-Manages policy development and implementation.
-Participates on management level committees as needed.
-Assists with special projects and reports 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.
-Interacts with Counsel's Office on matters involving employment law, lawsuits, and other sensitive matters.
-May serve as Administrator on Duty.
Manages local employee and labor 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 contract, civil service guideline, 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 daily contact with CSEA and PEF leaders on matters that will impact any agreements or practices, pending labor relations issues, disciplinary cases and contract administration.
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Additional Comments The Office for People With Developmental Disabilities (OPWDD) and it's Division of Administration is committed to creating and sustaining a culture of inclusion. We believe that we are most effective in managing and improving our service system with a diverse team of employees. With such a large workforce, we rely on the collective individual differences, life experiences, knowledge, self-expression, ideas and talent that our employees bring to their work. This speaks to our culture, and is a key part of our successes. As we continuously recruit people for our team, we welcome the unique contributions that applicants bring in terms of their education, culture, ethnicity, race, sex, gender identity and expression, nation of origin, age, languages spoken, veteran’s status, color, religion, disability, sexual orientation and beliefs.
• 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.
• In order to be eligible for appointment and to maintain employment, you cannot be listed as an excluded individual or entity on any of the Federal and/or State Medicaid and Medicare exclusion lists (or excluded from any other Federal or Federally assisted program). If you are appointed and subsequently listed as an excluded individual or entity on any of these lists (or excluded from any other Federal or Federally assisted program), you may be terminated from your employment.
• OPWDD is an Equal Opportunity/Affirmative Action Employer.
Some positions may require additional credentials or a background check to verify your identity.