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) unit coordinates all aspects of employee relations and organizational culture, which includes but is not limited to the areas of recruitment, payroll and timekeeping, benefits, performance management, HRIS and analytics, HR compliance, organizational development, and change management.

The Human Capital Management Team is seeking a dynamic and experienced human resources professional who will manage the day-to-day operations of the Recruitment and Onboarding unit. This unit engages with NYCEM staff as their first introduction to the agency. The Deputy Director, Recruitment and Onboarding will have primary responsibility over the agency’s recruitment strategies, new hire onboarding, the employee benefits program, agency internship program, and other special projects, to ensure that incoming NYCEM staff have the best possible experience at the agency.

Reporting directly to NYCEM’s Chief Human Capital Officer, and supervising two Human Capital Specialists, one full-time and one part-time, the Deputy Director will be responsible for the following workstreams:

Creating a vision and strategic plan for the unit; mentoring, coaching, and supporting unit staff members’ growth and unit’s collective ability to realize the goals of the plan.

Internal recruitment – oversight responsibilities include:
o Developing and continuously improving the agency’s recruitment strategy, and shepherding the end-to-end hiring process;
o Coaching hiring managers on development of job descriptions, structured interview questions and scoring rubric, and tasks and standards;
o Reviewing job vacancy notices for consistency, complete information, and accuracy; working with hiring managers to achieve a final format;
o Creating job openings in NYCAPS to track and source candidates in SmartRecruiter;
o Leading a weekly meeting with hiring managers and executive staff for recruitment updates, and proactively connecting with hiring managers individually as the need arises to discuss specific recruitment needs;
o Routing selected candidates through our internal EEO review process;
o Linking candidates to jobs and completing job offers in NYCAPS, troubleshooting as necessary;
o Conducting new hire and promotion processing meetings;
o Creating employee transactions in NYCAPS when needed for internal employee actions;
o Ensuring hiring managers with upcoming vacancies are given necessary backfill information and requirements in a timely fashion.
o Ensuring hiring managers always have access to the latest information and are well-informed on internal recruitment policies and procedures, forms, templates, and other tools to do their jobs effectively.

Onboarding – oversight responsibilities include:
o Conducting new-hire employee orientations, working with hiring managers to ensure new employees’ successful workplace transition.
o Working with staff to ensure timely benefits enrollment, DOI paperwork filings, and to answer all benefits and policy questions.
o Execute the agency Buddy Program including soliciting new buddies, matching buddies with new hires, and coordinating communication with all.

External recruitment – responsibilities include:
o Attending and coordinating in-person and virtual recruitment events, and overseeing staff who will do the same;
o Maintaining relationships with local colleges and professional associations;
o Overseeing the development and maintenance of an internal catalog’ of subject-matter- and affinity-based external posting outlets to connect hiring managers with resources for recruitment specific to their vacancies;

Compliance and Reporting – responsibilities include:
o Maintaining the agency’s vacancy tracking system (internal) related to recruitment and retention activities and ensuring it is always up to date, including all relative OMB dates, approval dates, established start dates, upcoming separation dates, etc.
o Ensuring accuracy of all information presented to NYCEM leadership, OMB, and other agency partners;
o Ensuring job postings on NYC Jobs are always current;
o Preparing the OMB submissions for vacancy and employee transaction approval, including comps and justifications;
o Performing headcount analyses and working productively with Finance to ensure accurate budget and headcount reconciliation;
o Ensuring all Department of Investigation paperwork is filed in compliance with City regulation;
o Maintaining of agency personnel documents and files, including overseeing audits of employee personnel files; oversee agency Traveling Personnel File program
o Collaborating with Records Management staff to comply with state and local laws regarding employee documentation
o Ensuring HRIS entries for new hires and promotions are timely and accurate;
o Serving as the agency’s 55A Coordinator.

Benefits programming oversight – responsibilities include:
o Acting as one of the agency’s subject matter experts on employment policies and health and other benefits; coordinate and conduct agency-wide benefit sessions several times per year;
o Responding to employee inquiries regarding health, dental, vision, and other benefits, as well as retirement programs; resolving employee issues when necessary;
o Overseeing maintenance of the benefits library;
o Ensuring that the agency is kept well informed of benefit changes and open enrollment dates;


Internship program oversight includes:
o Communicating with the agency several times per year to solicit interest;
o Reviewing internship project descriptions from hiring manager and posting to sites such as Handshake; ensuring agency website reflects internship opportunities;
o Providing the new hire experience for interns and coordinating off-boarding with hiring managers;
o Overseeing and coordinating internship programming including professional development sessions, speaker series, and opportunities to interact with other interns.

For all areas above, acting as a subject matter expert to drive policy, knowledge capital, and SOP development.
Perform other duties as assigned.


**PLEASE NOTE THE FOLLOWING:

- 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.

- The selected candidate will be required to be in person in the office location three days per week, with exceptions for extenuating circumstances.

- Applicants with a permanent civil service may be eligible for DP72 whiles serving in the Emergency Preparedness title and are encouraged to apply.

- IN ORDER TO BE CONSIDERED FOR THIS JOB, PLEASE SUBMIT A SEPARATE COVER LETTER IN THE ATTACHMENTS SECTION OF THE APPLICATION PORTAL.

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.

The selected candidate will be able to demonstrate the following: o At least five years of human resources experience. o At least two years of direct supervisory experience. o At least three years of working knowledge of City human resources platforms – including NYCAPS (plus proficiency with SmartRecruiter) and CHRMS PMS and Pi a plus. o Proficient in the MS Suite of applications, specifically Excel, Word, Teams, and PowerPoint, including best practices on preparing and delivering presentations. o Experience with relational databases a plus. o Excellent business writing skills, including sound knowledge of spelling and grammar principles excellent verbal communication skills ability to present in front of large groups of employees and engage with staff from every level of management o High standards, high level of accuracy, and acute attention to detail. o Curiosity, including the ability to ask probing questions, and the drive to understand how something works and how it could be improved. o Ability to prioritize workload and re-prioritize according to urgency. o Ability to be agile and flexible in a fast-paced and unpredictable work environment. o SHRM 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.**

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.