Director Of Human Resources

Since 1848, The New Jewish Home has helped older New Yorkers live full and meaningful lives by providing outstanding health care and innovative programming. The New Jewish Home is a comprehensive, mission-driven nonprofit health care system serving older adults of all faiths, ethnicities, and income levels.

We proudly partner with leading hospitals to provide specialized short-stay rehabilitation and we house our own research institute to inform and enhance our care and also disseminate our findings nationally. We offer long-term (nursing home) care in Manhattan and Westchester, which is person-directed and caters to the preferences of our residents. We focus on creating a real home, full of engaging therapeutic recreation programs. For community-based older adults, we offer adult day health care and home care services to help them remain in the community with the care and support they need. Both our Manhattan and Westchester facilities are accredited by the Joint Commission, and last year, our Manhattan facility earned the highest possible assessment by U.S. News & World Report for its rehabilitation program. Our Manhattan skilled nursing facility is the only one in NYC to staff full-time Mount Sinai physicians and nurse practitioners.

The TNJH provides a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, and other benefits to best fit the needs and personal situations of our diverse workforce. TNJH is also excited to announce it’s partnership with RAIN, which allows employees to access a portion of their paycheck before payday!

The New Jewish Home (TNJH) provides a salary range to comply with the New York City Law on Salary Transparency in Job Advertisements. Actual salaries depend on a variety of factors, including experience, education, and organizational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.

As the Director of Human Resources, you will provide end-to-end operational HR leadership to employees and management team. You will manage employee support, leadership development, accountability, and achievement of overall goals. You will also foster relationships with department leadership and provide counsel and guidance on issues relevant to employee and department goals and objectives; ensure Skilled Nursing Facility (SNF)/Organizational entities are in compliance with Joint Commission, Department of Health (DOH) and all other regulatory governing bodies; and lead and support efforts to increase employee and patient/resident satisfaction, as well as the overall strength of the workplace; and constructively interact with union representation and employees regarding employee and labor relations. The Director must understand and act upon trends within the industry, best practices policies, and with focus on standardization, consistency and equity across facilities, service lines, and departments.

Reports To: Senior Director HR, with a matrixed reporting relationship to the SVP/Chief Human Resources Officer and sit leaders.

HYBRID – This role will start off onsite for first one to three (1-3) months moving to a hybrid model of three (3) days onsite and two (2) days offsite, which can changed based on the needs of the organization.

Key Responsibilities:

• The Director is a key member of the local sites executive structure, working closely with other executives, directors, and line staff to ascertain the pulse of the organization, prioritize business goals, cultivate diversity, equity, inclusion and belonging, boost employee retention and ensure an effective organizational design and infrastructure.

• Manages operational projects and initiates value-added projects to increase employee engagement and patient/resident satisfaction.

• Serves as key participant in creating, planning, and implementing strategic initiatives with accountability for the effectiveness of programs and processes.

• Partners with leadership to help strengthen the overall work environments and to ensure decisions affecting employees are based on data in alignment with our strategic goals. Develops strong relationships at all levels to facilitate attainment of goals.

• Provides generalist support with limited direction from HR leadership; implements, interprets, communicates and, where appropriate, recommends HR policies and procedures for implementation.

• Provides consultation and coaching to department heads regarding HR and business issues from a strategic standpoint to include coaching on effectively leading their teams, navigating, and resolving employee relations issues and managing talent development programs. Makes recommendations to meet department needs and mitigate any potential risk.

• Serves as a key change leader and champion of Organization and facility culture and values.

• Coordinates and assists with planning and execution of a broad range of HR programs including employee relations, compensation, organization design/change, performance management, recognition programs, workforce planning/headcount management, talent management, learning and development and manager engagement.

• Proactively manages HR systems and reporting vehicles to maintain high integrity of employee and organizational data; provides management information, data analysis, metrics and tools that give insight on people issues including retention and career development.

• Collaborates with HR colleagues to ensure the delivery of high-quality HR services to the organization.

• Partners with Corporate and all organizational entities to drive people development and results oriented performance.

• Fosters and maintains relationships with department leadership and provide counsel and guidance on issues relevant to employee and department goals and objectives; ensure organization compliance with Joint Commission and other regulatory agencies; and lead and support efforts to increase employee and patient/resident satisfaction, as well as the overall strength of the workplace; and constructively interact with union representation and employees regarding employee and labor relations with 4 different unions (1199 SEIU, NYSNA, UFT, AND DC 37).

• Participates and/or leads investigations of employee grievances, claims of violations of facility policies and procedures and works with department heads to take appropriate actions.

• Prepares documentation for and participates in contract negotiations and arbitration hearings, as needed. Monitor implementation of policies and ensures compliance with terms of collective bargaining agreements. Advises managers in interpreting collective bargaining agreements and policies and mediates between employees and union representatives, identifying legal issues.

The New Jewish Home (TNJH) provides a salary range to comply with the New York City Law on Salary Transparency in Job Advertisements. Actual salaries depend on a variety of factors, including experience, education, and organizational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.

Requirements:

• Bachelor's Degree in Human Resources, Business Administration, or related field, required.

Master's Degree, or Juris Doctorate degree, preferred.

• Minimum of five (5) years Human Resource generalist experience in a union environment, required; at least three (3) years of HR management experience leading an HR team or the equivalent through appropriate and comprehensive experience in healthcare, acute hospital or other health care setting greatly preferred.

• Knowledge of labor laws (EEOC, FLSA, FMLA, PFL, ADA, NLRA) and HR fundamentals, required.

• Proficient PC and Microsoft application skills, required. Knowledge of Lawson and ADP preferred.

• Exceptional negotiation skills and strong interpersonal skills to support, advise, coach and influence others, required.

• Proven time management and decision-making stills, while handling competing timelines, effectively.

• Demonstrated success as a key influencer of Human capital decisions in a fast-paced, matrixed reporting environment.

• Proven leadership, people and change management experience.

• Strong planning, communication, and organization skills.

• Demonstrated track record of leading an environment and culture of accountability, while also fostering a positive employee experience through the life of team member and beyond the walls of the organization.

The TNJH provides a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, and other benefits to best fit the needs and personal situations of our diverse workforce, including:

• Medical/Dental/Supplemental Vision plans

• 401 (k)

• Vacation/Holiday/Sick

• Short & Long Term Disability

• Basic Life & Accidental Death Insurance

• Tuition Reimbursement

• Health Care/Commuter/Dependent Care Flexible Spending Accounts

Equal Opportunity Employer:
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, or disability status. EEO/AA/M/F/Disabled/Vets

Pay Range: $100,000 - $150,000 Per Annum (Rate of pay will be dependent upon candidates’ relevant skills and experience)

We recognize that attracting the best talent is key to our strategy and success as a company. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we are able to attract the best candidates. The quoted salary range is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining a team member's base salary and/or rate, several factors may be considered as applicable (e.g., location, specialty, service line, years of relevant experience, education, credentials, negotiated contracts, budget and internal equity).