Chief Human Resource Officer

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,

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

Essential Duties:

1. HR Operations and Execution

• 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,…