Chief Human Resource Officer

Chief Human Resource Officer

Administration - New York, NY

Overview

Salary Range $175,000.00 - $200,000.00 Salary/year

Description

Intro/Program Description: Goddard Riverside Community Center (GRCC) is a well-established Manhattan Community-based agency with an annual operating budget of approximately $90 million. GRCC is one of New City's leading human service organizations meeting the basic needs of children, youth and families, homeless people and older adults through 30 plus programs at 26 sites across Manhattan and Queens.

Purpose of Position: The Chief Human Resources Officer (CHRO) will play an integral role as Goddard Riverside continues to grow. Serving as a vital member of the senior management team and the key resource on all human resources matters, this role will work in partnership with the COO and President to establish and deliver upon people elements that drive and contribute to institutional performance and organizational culture. Further, this role ensures compliance with relevant laws and ordinances (policy and procedure development), while championing a positive and vibrant workplace culture. The CHRO will directly oversee a team of 8 HR professionals across, Talent Acquisition, HRIS, Employee Relations, and related functions, supporting a workforce of more than 850 employees across multiple sites and operational functions throughout New York City.

The CHRO will be critical in ensuring that the organization attracts, hires, and retains top talent. The CHRO will foster organizational development, a healthy and engaged workforce, and the ongoing alignment of the organization's objectives with its strategic plans. It is critical that the person in this role be a hands-on, collaborative team player, willing and able to participate in doing the work. The CHRO should be naturally inclined to build a people-first, high-performance culture that emphasizes quality, productivity, fun, and the ongoing development of an inclusive workforce. The CHRI is also directly responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization.

Schedule: Monday to Friday (9:00am to 5:00pm)

Salary Range: $175,000- 200,000

Candidates must have the required qualifications to be considered for the position. The salary offer will be based on the candidate's number of years experience in the exact or comparable position and additional preferred qualifications will be taken into account.

Roles, Responsibilities, and Essential Duties

Roles, Responsibilities and Essential Duties

Essential Duties:

• Lead end-to-end HR service delivery across all sites and departments.
• Ensure consistency, quality, and responsiveness across employee relations, performance management, time and attendance practices, leave administration, benefits coordination, and related HR functions.
• Streamline HR processes and strengthen accountability across HR and operational leadership.
• Partner closely with leadership to ensure HR decisions, employee relations practices, and workforce strategies are operationally informed, consistently applied, and supportive of effective site operations and staff retention.
• Improve the employee experience by ensuring HR is responsive, transparent, solutions-oriented, and service driven.
• Oversee HR systems and technology platforms

2. Talent Acquisition

• Oversee Talent Acquisition, onboarding, and retention strategies to strengthen workforce stability, hiring outcomes, and employee experience across the organization.
• Develop and implement effective recruitment strategies to attract and retain top talent.
• Oversee the full recruitment life cycle, from job posting and candidate sourcing to interviewing, hiring, and onboarding.
• Build strong relationships with hiring managers to understand their staffing needs and provide strategic recruitment support.
• Establish partnerships with universities, professional networks, and other organizations to create a pipeline of future talent.
• Work closely with senior leadership to align HR and recruitment strategies with the overall goals of the institution.
• Support leadership development and internal growth across the organization.

3. Strategic HR and Workforce Planning

• Provide insights and recommendations on structuring teams, planning workforce needs, and identifying future leaders within the organization.
• Lead HR projects and initiatives that drive organizational effectiveness and support institutional growth.
• Ensure accurate employee data, reliable workforce reporting, and clean organizational structures.
• Strengthen workflow discipline related to approvals, documentation, and use of systems of record.
• Drive adoption and accountability across managers and departments.
• Ensure HR data and reporting can be relied upon for operational, executive, and Board decision-making.

4. Workplace Culture and Employee Engagement

• Develop and implement initiatives to enhance employee engagement, to create a vibrant workplace culture, and to encourage retention.
• Work with members of the senior team to plan and host events, such as brown bag lunches, team-building activities, and social gatherings, to foster camaraderie and strengthen the community.
• Organize workshops for employees to promote continuous learning and professional development.
• In partnership with the Development team, manage employee communications, including internal newsletters.
• In partnership with the President, drive diversity, equity, and inclusion (DEI) initiatives to create a culture of belonging where all employees feel respected and supported. Implement programs and policies to promote diversity at all levels of the organization.

5. Workforce Analytics & Board Reporting

• Own HR data, workforce metrics, and reporting with a focus on accuracy, consistency, and decision usefulness
• Deliver regular workforce reporting and executive summaries related to turnover, workforce stability, hiring trends, employee relations activity, and organizational risk indicators.
• Identify workforce trends and operational risks and provide practical recommendations to executive leadership and the Board.
• Translate workforce data into actionable insights and operational priorities.

6. Performance Management

• Develop, implement, and oversee performance management process, including, performance evaluations, feedback mechanisms and goal setting
• Provide guidance and support to managers in conducting performance reviews and facilitating development plans
• Build a clear and consistent management framework across programs, sites, and administrative functions.
• Develop and implement practical management training focused on core supervisory responsibilities, including performance management, employee relations, communication, accountability, documentation, and workforce management practices.
• Create tools, templates, and guidance that help managers address issues early, fairly, and consistently.
• Partner with Program leadership to identify common management gaps and deliver targeted support.
• Establish expectations for manager onboarding and ongoing supervisory development.
• Use workforce trends, employee relations data, and staff feedback to identify areas requiring additional coaching, intervention, or operational support.

7. Compensation and Benefits:

• Administer employee compensation and benefits programs, ensuring competitive and equitable practices.
• Conduct salary benchmarking and analysis to maintain market competitiveness.
• Oversee benefits enrollment, changes, and communications.

8. HR Compliance

• Ensure compliance with all applicable labor laws and regulations.
• Maintain up-to-date knowledge of HR best practices and legal requirements.
• Develop and implement HR policies and procedures in accordance with institution policies and requirements.
• Stay abreast of people systems and related technology applications.
• Maintain a positive relationship with property service workers union, ensure the payment of union dues, and handle grievances/disciplinary action as needed.
• Acts as a liaison between the Plan and EEO.
• Acts as a liaison with legal counsel related to employee matters
• Responds to various legal matters, including subpoenas, lawsuits, small claims court inquiries, discovery requests, etc.

Qualifications/Educational Requirements

• Bachelor's degree in Human Resources, Business Administration, or related field (preferred, but not required)
• Minimum of 10-15 years of experience in Human Resources, with at least 5-10 years in a management position
• HR certification preferred (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP)
• Proven record of accomplishment in talent acquisition, employee relations, performance management, and HR compliance (preferably in a not-for-