New York City Emergency Management (NYCEM) helps New Yorkers before, during, and after emergencies through preparedness, education, and response. NYCEM is responsible for coordinating citywide emergency planning and response for all types and scales of emergencies. We are staffed by more than 200 dedicated professionals with diverse backgrounds and areas of expertise, including individuals assigned from other City agencies.

The Office of the Chief Operating Officer (COO) is comprised of Human Capital Management (HCM), Information Technology (IT), Support Services and Geographic Information Systems (GIS). The Office of the COO is focused on implementing agency initiatives and strategies into daily operations to meet agency objectives and goals.
The Human Capital Management (HCM) team coordinates all aspects of employee relations and organizational culture, which includes but is not limited to the areas of talent management, employee relations, payroll and timekeeping, benefits, HRIS and analytics, HR compliance, change management, organizational and performance management.

Under the direction of the Chief Human Capital Officer (CHCO), the Deputy Director, Employee Relations and Compliance will have two key intersecting portfolios and will be responsible for technical support to the unit and the agency’s employees, as well as for driving and executing new initiatives within these two workstreams. Employee relations will include leading our Wellness portfolio; working with staff members on employee-specific matters; and working with staff to ensure policies and procedures are clear, available, and accessible. The compliance aspect of the portfolio ensures we are properly tracking, reporting, and maintaining records on employee relations issues including extended leave, civil service title issues, and worker’s compensation, as well as general mandated reporting, complying with civil service and other applicable City, State, and Federal laws.

Duties may include, but may not be limited to, the following:

Employee Relations:
- Partner with the Chief Human Capital Officer to promote employee-centered initiatives that foster an equitable and inclusive environment.
- Drive the Wellness portfolio for the agency, including representing NYCEM as the WorkWellNYC Ambassador to the Office of Labor Relations.
- Drive the agency’s events program, which includes but may not bi-monthly employee recognition events, an annual Award ceremony, challenges and competitions, and the annual Take Your Kids to Work Day.
- Act as the liaison for various employee relations roles such as veteran's liaison and EAP coordinator.
- Collaborate with the CHCO, the Recruitment and Onboarding unit with HCM, and all agency divisions to implement a comprehensive and integrated onboarding program for the agency.
- Develop communication plans for the implementation of large-scale policy and process changes.
- Develop and manage content for the HCM SharePoint, continuing HCM’s work to transition employee-facing documentation into plain language policies.
- Facilitate, support, and advise on improvement of the annual employee performance cycle, goal development and tracking, managerial feedback, and other HR processes.
- Develop comprehensive strategic retention plans to meet the human capital strategic goals

Compliance:
- Data reporting: Track and manage the timing of various mandated reports, and prepare and/or act as the point person for the timely submission of such reports; work with the Chief Human Capital Officer, the Deputy Chief Operating Officer, and HCM’s data strategist (forthcoming), as well as other units, to ensure compliance with data reporting requirements.
- Work Authorization: Oversee the agency’s work authorization portfolio, including proper filing of I-9 paperwork; work closely with NYCEM’s Chief Counsel’s office on matters of employee work authorization, including tracking, messaging, and providing support and information to candidates, employees, and hiring managers/ supervisors.
- Extended Leave: Work with staff on their extended leave needs, including maintaining accurate tracking of various leave balances; liaise with timekeeping and payroll to ensure transactions accurately support the various types of leave taken; prepare leave letters for employees; troubleshoot where necessary.
- Department of Investigation (DOI): Oversee DOI compliance, ensuring employees receive and return required paperwork, and that packages are sent to DOI in a timely manner.
- Work-Related Injuries: Support employees who report on-the-job injuries, and work with them on required information gathering; enter information in the Worker’s Compensation System; and act as the primary liaison with the Law Department and our internal Counsel’s office on all worker’s compensation-related matters. Maintain compliance with annual filing of NYS DOL SH900 forms reporting work-related injuries.
- Health and Safety: Represent HCM on our Health and Safety Committee.
- Annual Financial Disclosure: Act as the NYCEM liaison to the Conflicts of Interest Board during the annual financial disclosure reporting period, ensuring updated information and closing out termination records.
- Records Management: Act as the HCM liaison to the Records Management unit, advising on records retention per City policy and ensuring compliance.
- Civil Service: Act as the primary liaison with DCAS on civil service title matters; execute DP-72s as necessary; advise on additions to gross and other technical adjustments driven by employee CS titles; play a key role in strategy, communication, and technical support should any of our titles become represented by a union in the future.
- COOP: Lead the HCM continuity of operations plan, including quarterly reporting and enhancing documented standard operating procedures.
Other:
- Advise on streamlining and improving HCM processes and operations.
- Performs other duties as requested.


*PLEASE NOTE THE FOLLOWING:
o The selected candidate will be assigned to an on-call Emergency Operations Center (EOC) team and will be expected to work non-business hours during some emergencies. These non-business hours include nights, weekends, holidays, and extended week hours outside of a 9AM-5PM schedule. The selected candidate will also participate in trainings to build skills and competencies in emergency response; will participate in drills and exercises associated with the on-call EOC team; and may volunteer to assist with Ready NY emergency preparedness presentations to external groups. EOC teams are on call for three weeks at a time, with six weeks off in between.
o This position will be eligible for limited remote work; the selected candidate will be required to be present in a NYCEM location a minimum of three days per week.
o This position is grant funded through 8/24/2027 with the possibility of an extension.
o IN ORDER TO BE CONSIDERED FOR THIS JOB, PLEASE SUBMIT A SEPARATE COVER LETTER IN THE ATTACHMENTS SECTION OF THE APPLICATION PORTAL.


PREFERRED SKILLS

A minimum of five years of NYC HR experience.
Strong analytical and problem-solving skills; proven ability to dig in and do what’s necessary to find answers.
Proven ability to conceptualize, plan for, track, and drive project implementation from start to finish, and to drive change.
Strong organizational skills and operational excellence, to accurately track issues and records, and keep information up to date.
Knowledge of and experience with varied human resource information systems.
Proficiency with Microsoft Office Suite.
Experience with CHRMS, WCS, and reporting functions of NYCAPS a plus.
Familiarity with relational databases, such as Access, Airtable, or Quickbase a plus.
Knowledge of NYC and civil service employment-related laws and regulations.
Excellent interpersonal and conflict resolution skills.
Excellent verbal and written communication skills, including consistent responsiveness and ensuring closure with employees on any outstanding issues.
Excellent attention to detail.
Enthusiasm and a strong work ethic.
Strong leadership skills.
SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification a plus.

In addition, the selected candidate will be able to demonstrate a proven ability in the following areas, from the agency’s performance management model:

Knowledge, skills, and abilities – the candidate will be able to execute on the following:
o Lead an initiative from start to completion.
o Facilitate effective meetings including clear agendas, desired outcomes, and follow up.
o Evaluate processes and identify areas for improvement.
o Foster good working relationships with division heads and hiring managers.
o Communicate effectively with all unit members and external partners.
o Develop skills and professional growth in staff.
o Oversee and enforce unit and agency policies with staff.
o Complete performance evaluations for staff.
o Develop and track progress on annual goals with staff.
o Support leadership as needed to ensure the unit is as effective as possible.

Competencies:
o Knowledge – possesses appropriate subject matter expertise.
o Work Ethic and Productivity – produces consistently high quality, accurate, and on-time deliverables; takes responsibility, is dependable, and accountable, and follows through; is responsive to requests from leadership.
o Strategic Problem Solving and Innovation – is thoughtful and deliberate in approach to solving problems; demonstrates innovation and creative thinking.
o Effective Communication – communication is clear, precise, and timely; understands their audience and display confidence in delivering their message.
o Teamwork – encourage collaboration and motivate others; is able to both lead and follow when necessary; is an active listener and consider a broad range of perspectives.
o Strategic Planning – creates a strategic vision and plan for the unit and communicates a path toward it; ensures unit activities contribute to the articulated vision; aligns the unit’s goals with the broader HCM and agency goals.
o Decision Making – demonstrates confidence, decisiveness, adaptability, and good judgement; brings solutions not problems; makes informed, equitable, and sometimes difficult decisions.
o Relationship Building – values and seeks diverse perspectives by demonstrating awareness, sensitivity, and acceptance of cultural differences.
o Giving and Receiving Feedback – delivers specific and growth-centered feedback whenever the opportunity presents; listens and receives honest and open feedback without defensiveness; provides actionable and constructive suggestions, resources, and guidance on how to improve, enhance, or expand efforts.

**Studies have shown that women, people of color, and other under-represented groups are less likely to apply for jobs unless they believe they are able to perform every task in the job description. We are interested in finding the best candidate for the job and will consider any equivalent combination of knowledge, skills, education, and experience to meet qualifications. If you are interested in applying, we encourage you to think broadly about your background and skill set for the role.**

EMERGENCY PREPARDNESS MANAGER - 94611

1 . A four-year high school diploma or its educational equivalent and eight years satisfactory full-time professional experience in one or a combination of the following: emergency management, fire or police services, public safety, public health, public administration, urban planning, engineering, or another specialized area to which the appointment is to be made. 18 months of this experience must have been in an executive, managerial, administrative, or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or

2. A baccalaureate degree from an accredited college and four years of satisfactory full-time professional experience in one or a combination of the areas listed in "1" above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in "1" above; or

3. A master' s degree from an accredited college in emergency management, public administration, urban planning, engineering, economics, political science, the physical sciences, or related field, and three years of satisfactory full-time professional experience in one or a combination of the areas described in "1" above, including the 18 months of executive, managerial, administrative, or supervisory experience, as described in "1" above; or

4. Education and/or experience equivalent to "1", "2", or "3" above. However, all candidates must have a four-year high school diploma or its educational equivalent and the 18 months of executive, managerial, administrative, or supervisory experience, as described in "1" above.

As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education’s website at https://studentaid.gov/pslf/.

New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with the agency representative at the time of interview.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.