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About the Role

The Assistant Director of Human Resources, People & Culture is a key member of the HR team, supporting the Director in developing and implementing HR strategies, programs, and policies. This role provides strategic and operational HR support, acting as a trusted advisor to managers and employees on various HR matters including employee relations, investigations, performance management, talent acquisition, and compliance. This is an exciting opportunity for someone passionate about people to join a mission-driven organization making a lasting impact in New York City.

Responsibilities

Partner with leaders to understand operational priorities, workforce challenges, and organizational needs and recommend appropriate HR solutions.
Advise managers and leaders on employee relations, staffing, performance, organizational structure, and other workforce matters.
Support the Director in implementing organization-wide HR strategies, policies, and initiatives.
Provide HR guidance during organizational changes, restructuring, program transitions, and leadership changes.
Promote consistent, equitable, and effective HR practices across Greenwich House.
Serve as a trusted HR advisor to managers and employees regarding workplace concerns, performance issues, conflict resolution, and HR policies.
Independently assess and manage employee relations matters and recommend appropriate courses of action.
Conduct timely, thorough, objective, and appropriately documented workplace investigations involving misconduct, harassment, discrimination, retaliation, policy violations, and other employee concerns.
Guide managers through coaching, disciplinary action, performance improvement plans, and other corrective actions.
Partner with the Director on complex, sensitive, high-risk, or precedent-setting employee relations matters.
Maintain productive and professional relationships with union representatives and leadership.
Develop and maintain working knowledge of applicable collective bargaining agreements (CBAs) and advise managers on their interpretation and application.
Partner with union leadership and management to address employee concerns, workplace disputes, grievances, and other labor relations matters.
Participate in grievance and labor-management meetings and assist in developing appropriate resolutions.
Support disciplinary and performance matters involving represented employees in accordance with applicable CBAs, policies, and employment laws.
Support the organization’s performance management process, including evaluations, coaching, feedback, and performance improvement.
Coach managers on effective supervision, documentation, communication, accountability, and employee development.
Assist managers in proactively identifying and addressing performance concerns.
Identify management development needs and support appropriate training and development initiatives.
Partner with leadership to assess staffing needs and support workforce planning.
Support hiring managers throughout recruitment and selection, including job descriptions, interviews, candidate selection, and offers.
Support effective onboarding and integration of new employees.
Monitor turnover, vacancies, and workforce trends and recommend appropriate retention strategies.
Support succession planning and internal talent development.
Interpret and administer HR policies and procedures consistently.
Assist with the development, review, implementation, and communication of HR policies and practices.
Maintain knowledge of applicable federal, New York State, and New York City employment and labor laws.
Identify potential compliance or employee relations risks and recommend appropriate action.
Support HR audits, documentation requirements, and other compliance initiatives.
Maintain appropriate confidentiality and documentation of sensitive HR matters.
Partner with leaders to promote a positive, respectful, inclusive, and high-performing workplace.
Support employee engagement, retention, recognition, and organizational culture initiatives.
Utilize employee feedback, turnover information, and HR data to identify trends and recommend improvements.
Support leaders and employees through organizational changes and workforce transitions.
Partner with the Director on compensation reviews, salary recommendations, job evaluations, and internal equity considerations.
Provide guidance to managers and employees regarding compensation and benefits practices within established organizational guidelines.
Monitor HR metrics, including turnover, vacancies, employee relations trends, and other workforce indicators.
Prepare reports and provide workforce insights to support leadership decision-making.
Utilize HRIS and other HR systems to support accurate reporting, documentation, and HR operations.
Identify opportunities to improve HR processes, service delivery, and employee experience.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent relevant experience may be considered.
Minimum of 7 years of progressive Human Resources experience, including significant experience in employee relations, investigations, performance management, and compliance.
Demonstrated experience working in a unionized environment and supporting labor relations matters involving represented employees.
Working knowledge of collective bargaining agreements, grievance procedures, progressive discipline, and labor-management relations.
Experience partnering with union representatives and management to resolve employee concerns, grievances, and workplace disputes.
Strong knowledge of federal, New York State, and New York City employment and labor laws.
Excellent written and verbal communication skills and the ability to build productive relationships at all organizational levels.
Ability to manage sensitive and confidential matters with professionalism, discretion, and fairness.
Experience with HRIS systems, HR metrics, and workforce reporting.
Experience within a nonprofit, healthcare, education, social services, or community-based organization preferred.
SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification preferred.

Skills

Employee Relations
Workplace Investigations
Performance Management
Compliance
Labor Relations
Collective Bargaining Agreements (CBAs)
Grievance Procedures
Progressive Discipline
Labor-Management Relations
Talent Acquisition
Workforce Planning
Employee Engagement
Organizational Development
HRIS Systems
HR Metrics
Workforce Reporting
Written Communication
Verbal Communication
Relationship Building
Confidentiality Management
Discretion
Fairness

Location

623 Broadway, New York, NY 10012

Work Type

Hybrid
Full-Time

Experience Level

7+ years progressive Human Resources experience

Education Level

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field
Equivalent relevant experience may be considered
SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification preferred

Salary/Compensations

$95,000 - $100,000 annually

Benefits

Medical/dental/vision insurance
403(b) plan
Generous paid time off
Other benefits in accordance with applicable plan documents
Exclusive perks and discounts for Greenwich House programs and services

About the Company

Greenwich House empowers communities through transformative programs.
Founded in 1902 as a settlement house supporting New York City's immigrant population, Greenwich House has evolved into a dynamic nonprofit organization dedicated to fostering wellness, creativity, and connection across the city.
Offers a diverse range of programs in health, human services, education, and the arts, serving thousands of New Yorkers each year.
Learn more at www.greenwichhouse.org

Equal Opportunity

Greenwich House is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, veteran’s status, disability, or any other characteristic protected by applicable law.
Committed to providing reasonable accommodations to qualified individuals with disabilities to ensure they can successfully perform the essential functions of their roles.
If you require assistance or an accommodation during the application or interview process, please contact us.