DEPUTY HUMAN RESOURCES BUSINESS PARTNER (HRBP)

Job description

APPLICANTS MUST BE PERMANENT IN THE ASSOCIATE STAFF ANALYST CIVIL SERVICE TITLE OR BE PERMANENT IN A COMPARABLE TITLE ELIGIBLE FOR 6.1.9 TITLE CHANGE 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. Human Resources Solutions (HRS) supports the human resources needs of the Department of Social Services, the Human Resources Administration, and the Department of Homeless Services through strategic partnership and collaboration, with the goal of creating an inclusive, motivated, and client centered workforce. Human Resources Solutions (HRS) is recruiting to hire one (1) Associate Staff Analyst to function as a Deputy Human Resources Business Partner (HRBP) who will. - Initiate and complete online Personnel Action Request (ePAR) Form to effectuate the hiring process for their respective chief/program head. - Employ delegated authority and accountability for transactions and transmittals affecting hiring, promotions, salary adjustments, as assigned. - Perform budget and headcount analyses and work productively with designated HRS staff to ensure budget and headcount reconciliation; alert/advise the HRBP of any issue. - Draft specifications for Comprehensive Personnel System (CPS) action, to be reviewed and approved by the HRBP, as well as ensure budgetary and headcount approval. - Facilitate, submit, and troubleshoot all necessary actions when interacting with Recruitment, Classification, Salary Administration, Timekeeping/Payroll, Employee Discipline, Customer Service, Employee Benefits, Training, or other HRS area responsibility. - Assist the HRBP in creating, writing, and submitting job descriptions and organization charts, submit, as directed, to Classification and Organizational Development for delineation, finalization, and classification. - Follow up daily on HR transactions to onboard, secure leaves of absence, address payroll or labor relations matters/other and utilizes HR Information System (HRIS)/ and other available systems and HRS contacts, to ascertain status. Monitor and track from initiation to conclusion. - Facilitate staff moves from and to program areas and assures that the appropriate receiving and losing program areas acquire the individual’s documents. Secure and provide any additional or clarifying information. - Serve as the assigned program areas’ primary interface for the HRS transfer initiative, acting as the designated program area’s agent in the smooth and timely execution of any agreed upon transfer (swap). - Prepare and provide monthly/other periodic status and ad hoc reports for the HRBP, Chief/Program Head, to notify of the reconciliation of human resource issues and concerns. - Acquire and maintain a knowledgebase for all HR disciplines; keep abreast of all existing, revised and new business practices, policies and procedures. Analyze rules and regulations and recommends to the HRBP needed modification of current operations to accommodate these changes. - Represent the HRBP at meetings and other fact-finding sessions, as directed; explore all options in securing and relaying information. - Plan and execute employee recognition and cultural diversity/awareness programs under the leadership of HRS’s Employee Initiatives Program and the HRBP Work Location: 4 World Trade Center, New York, NY Hours/Schedule: 9 to 5 ASSOCIATE STAFF ANALYST - 12627 1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, public health, 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 Juris Doctor degree from an accredited law school, and one year 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, labor 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; or 2. A baccalaureate degree from an accredited college and three years of satisfactory full-time professional experience in the areas described in "1" above. 3.An associate degree or completion of 60 semester credits from an accredited college and five years of satisfactory full-time professional experience as described in “1” above. 4. A four-year high school diploma or its educational equivalent approved by a State’s department of education or a recognized accrediting organization and seven years of satisfactory full-time professional experience as described in “1” above. 5.A combination of education and/or experience equivalent to “1”, “2”, “3”, or “4” above. College education may be substituted for professional experience at the rate of 30 semester credits from an accredited college for one year of experience. However, all candidates must have a high school diploma and at least one year of experience as described in “1” above. 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.