Executive Director, Conflict Resolution Alternative Dispute

• full-time
• agency: hra/dept of social services
• job category: administration & human resources
• salary band: $150,000+
• compensation: usd 136,013 - usd 153,704

applicants must be permanent in the administrative director social services 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.

the office of human resources solutions (hrs)/labor relations division is recruiting for an administrative director of social services m3 to function as the executive director of conflict resolution, & alternative dispute resolution officer, (adr) who will:

• direct the planning, implementation, oversight, and assessment of the conflict resolution, alternative dispute resolution, dss wellness, and provide assessment for incorporating employee relations functions.
• develop and implement agency-wide initiatives consultation strategies, and training programs addressing workplace conflict, employee relations, behavioral health and wellness, leadership skills, diversity appreciation, and safe and respectful workplaces.
• assess program effectiveness, emerging organizational needs, and service trends, and recommend modifications to programs, protocols, policies, and resource priorities to improve outcomes and align with agency objectives.
• provide overall operational leadership for employee relations activities supporting an approximately 12,000-employee organization and establishes consistent approaches to address complex workplace concerns, early intervention, conflict prevention, and appropriate referral of matters to labor relations, eeo, legal affairs, or other responsible offices.
• serve as internal consultant to managers, supervisors, hrbps, and ra/rc heads on complex or sensitive employee relations and workplace matters. Evaluates issues, identifies organizational implications, develops resolution strategies, and recommend to management.
• oversee the assessment and resolution of matters received through multiple entry points, including the commissioner’s mailbox, anonymous communications, non-eeo referrals, management referrals, and other channels, and determines the appropriate intervention, coordination, or escalation path.
• respond to significant workplace crises and direct or coordinates management responses. When established procedures are insufficient, develop or recommend protocols and preventive practices for future use.
• supervise conflict resolution staff and the dss wellness coordinator. Establishes work priorities, assigns and reviews work, provides technical and managerial direction, evaluates performance, coaches and develop staff, and ensures the quality and timeliness of unit deliverables.
• provide directions to staff responsible for researching, analyzing, reviewing, and disseminating information on agency policy and procedures, employees’ work-life matters, and organizational responsibilities.
• review agency policies, procedures, and practices within assigned areas to assess their operational applicability, consistency, and impact on organizational performance. Develop recommendations for policy, procedural, or practice changes for executive consideration.
• consult with hr business partners, managers, and program leadership on the practical application of employee relations and workplace policies and identifies opportunities to strengthen consistent, fair implementation across the agency.
• use information from conflict resolution, employee relations, wellness, and management consultations to identify recurring or systemic workplace issues and to recommend…