AMENDED
Position Summary: Under the executive direction of the First Deputy Chancellor, the Chief Talent Officer (CTO), Division of Human Resources (DHR) serves as the school system’s chief personnel administrator, invested with authority to act on or direct personnel actions taken by the New York City Department of Education (NYCDOE) with respect to instructional staff and managerial and administrative employees in classified service. The CTO leads the Division of Human Resources and plays a lead decision-making role in the development and implementation of comprehensive human resources policies and procedures. Leads the implementation and management of programs and initiatives related to teacher and other staff recruitment and hiring support; employee information services; employee compensation and benefits management, and field/central support services. Promotes the development, implementation and evaluation of human resource related policies and activities to promote staff diversity, equity, and inclusion. Performs related work.
Reports to: First Deputy Chancellor
Direct Reports: Executive Support team; Executive Director (ED), Field and Information Services; ED, HR School Support; ED, HR Connect; ED, Classification, Compensation and Civil Service; ED, Office of Teacher Recruitment and Quality; ED, HR Systems Research and Data; and, ED, Employee Relations.
Key Relationships: Maintains regular and ongoing contact with top executives across various offices and divisions of the Department of Education (DOE), as well as with the New York State Education Department (NYSED) and the New York City Department of Citywide Administrative Services (DCAS).
Responsibilities
Human Resource Strategy and Policy
- Leads the development and implementation of recruitment and retention strategies for instructional, managerial and administrative staff.
- Develops and recommends to the First Deputy Chancellor and the Chancellor personnel policies and regulations for all employees throughout the DOE and administers related implementation
- Advises and coordinates with other instructional and operational offices including for related work with including Finance, Budget, Legal/Labor, DEI, and Information Technology,
- Advises on policies to promote employee engagement and development and human resources practices that promote diversity, equity, inclusion, and belonging.
- Plays a decision-making role in union negotiation sessions and the crafting of collective bargaining agreements.
Commitment to Equity, Diversity, Inclusion, and Belonging
- Adopts a lens of equity and inclusivity in decision-making to tackle inequities in all forms throughout the system
- Engages in inclusive recruitment and hiring practices based in and consistent with DOE policy and guidance
- Fosters a work environment of equity, diversity, inclusion, and belonging
- Promotes and supports an inclusive environment where diverse experiences and ideas are valued
- Participates and encourages team members to engage in equity, diversity, inclusion, and belonging opportunities, activities, and programs
- Acts with ethics and integrity
- Understands how implicit bias impacts relationships and processes in the workplace
- Is sensitive to cultural diversity, race, class, nationality, disability, language, sexual orientation, gender identification, and other individual differences
- Challenges assumptions, microaggressions, and/or the status quo by engaging in meaningful dialogue
- Acts as catalyst and paves the way for change by building relationships and practicing the DOE core values of integrity, courage, perseverance, interdependence, justice, and empathy
- Builds a culture of trust and inclusion by embracing unpracticed/difficult conversations, and identities and experiences different from their own
Talent Management
- Effectively delegates projects and/or tasks to leverage team members’ strengths and provide development opportunities
- Devotes time to identify and develop talent aligned to the organizational succession planning strategy
- Aligns and manages resources effectively
- Creates sustainable systems/structures that support the cycle of assessment, planning, implementation, and accountability
Employee Recruitment
- Implements local, national, and international recruitment of teachers and other non-supervisory pedagogical personnel for instructional and clinical programs
- Manages the recruitment activities and initiatives to support hiring of high-quality, diverse teachers to meet the staffing needs of NYC public schools especially in high need areas; leads initiatives to promote the diverse, equitable and quality distribution of teachers across all schools
- Oversees and plays an active role in all aspects of teacher recruitment and quality work, including policy and program development, implementation, and evaluation
Oversees implementation of civil service recruitment and appointments for classified employees
- Provides support for the implementation of the Chancellor’s Regulation C-30, the system-wide procedure for the selection, assignment, and appointment of principals and assistant principals
Information Services and Communications
- Oversees the ongoing development and management of the HR service center that supports employees and applicants for the DOE. The service center is responsible for responding to human resources-related inquiries from DHR’s employees and applicants, supports on-boarding and other transactional support for HR functions
- Oversees the development and implementation of strategies to provide essential human resources related information to employees in a clear, accurate, and timely manner including through websites, newsletters, and emails
- Fosters close cooperation with field operations and schools to implement programs and processes in a customer service-oriented environment
- Provides HR related reports, data and analysis to inform Departmental work and to fulfill reporting requirements
Employee Staffing and Support Services
- Directs staffing and transaction activities for all school-based instructional, supervisory, and non-instructional positions, and central/field based supervisory, administrative, and managerial positions
- Adopts and directs the implementation of guidelines related to verification of employment eligibility, background checks, civil service list appointments, and other personnel actions such as evaluation of salary entitlements, leave requests, reasonable accommodation requests, transfers, and terminations
- Oversees the evaluation and classification of all support positions in classified service, including the proper determination of job title, assignment level, and salary for positions in the Management Pay Plan
- Administers work to recruit and assign substitutes for absent teachers and paraprofessionals
- Oversees the investigative and fingerprint process for all active employees and prospective candidates that seek employment with the NYCDOE
Staff Development and Training
- Provides training, technical assistance, and support to human resource directors, districts and divisions on human resources policies and practices including recruitment, candidate hiring and screening, compensation, promotion, leaves and benefits, etc.
- In coordination with other divisions, identifies, creates and promotes employee development and engagement opportunities.
- Develops and implements compliance procedures and training programs for Occupational Safety and Health Administration (OSHA) and Right-to-Know laws; conducts site investigations of complaints of hazardous substances in schools.
- Administers the Career Training Program (CTP) which authorizes payment of college tuition for over 13,000 paraprofessionals yearly.
Qualification Requirements:
Minimum
- Graduation from an accredited college with a master’s degree and six (6) years of full-time paid experience in an administrative, executive, or consultative capacity in the field of personnel management, or as a principal executive officer in a governmental agency or business organization; or
- A satisfactory equivalent combination of education and experience; however, all candidates must have a baccalaureate degree.
Preferred
- Management experience in operations and human resources
- Ability to identify and evaluate issues, to bring together information from a variety of sources, and to determine acceptable solutions to complex or controversial human resources issues
- Experience with schools and/or school districts
- Ability to solve organizational roadblocks
- Experience with large-scale operations and administration management
- Knowledge and understanding of overall organizational strategy
- Extensive and successful experience in all aspects of organizational management
- Ability to prepare written reports and presentations clearly and concisely
- Demonstrated capability in implementation of policies and procedures on a department wide scale
- Success and talent when building a team and the ability to manage in a fast-paced environment where customer needs are first
- Superior ability to make written and oral presentations clearly and concisely
- Excellent interpersonal skills in dealing with education and non-education personnel, internal and external to the NYCDOE
Salary: $192,135 - 233,142
(Internal candidates who are selected for this position and who currently hold comparable or less senior positions within the DOE will not earn less than their current salary.)
Please include a resume and cover letter with your application.
NOTE: The filling of all positions is subject to budget availability and/or grant funding. |
DOE Non- Discrimination Policy
It is the policy of the Department of Education of the City of New York to provide equal employment opportunities without regard to actual or perceived race, color, religion, creed, ethnicity, national origin, alienage, citizenship status, age, marital status, partnership status, disability, sexual orientation, gender (sex), military status, unemployment status, caregiver status, consumer credit history, prior record of arrest or conviction (except as permitted by law), predisposing genetic characteristics, or status as a victim of domestic violence, sexual offenses and stalking, and to maintain an environment free of harassment on any of the above-noted grounds, including sexual harassment or retaliation. For more information, please refer to the DOE Non-Discrimination Policy. |
