Essential Job Duties and Responsibilities: - Provide strategic leadership for human capital, overseeing labor relations, compliance, talent acquisition, benefits administration, training, performance management, and workforce development for a diverse unionized and administrative workforce
- Partner with executive leadership to develop and implement HR strategies and initiatives that advance the organization's mission, long-term goals, and continuous improvement efforts.
- Lead CBA negotiations with unions, including 32BJ SEIU, Local 153 AFL-CIO, Local 94 International Union of Operating Engineers, Local 282 Building Material Teamsters, PBA, and District Council No. 9.
- Interpret and apply CBA provisions related to seniority, benefits, wage rates, and work hours.
- Oversee the organization's talent acquisition function, establishing strategic direction and ensuring recruitment, selection, onboarding, and retention activities are appropriately delegated to HR staff to meet current and future workforce needs.
- Implement onboarding initiatives focused on safety, customer service, and administrative functions.
- Foster an inclusive culture balancing strict regulatory accountability with high employee morale.
- Oversee labor and employee relations ensuring appropriate delegation and advising management on guidance of investigations, dispute resolution, and disciplinary actions including up to terminations.
- Resolve employee grievances, manage arbitrations, and maintain stable labor-management relationships.
- Research, develop, and maintain HR policies, procedures, and employee handbooks in compliance with federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, and OSHA.
- Oversee employee benefits programs, including health insurance and workers' compensation, ensuring appropriate management and delegation and compliance.
- Spearhead the design and rollout of performance management frameworks to monitor, evaluate, and improve employee performance.
- Manage professional development initiatives to drive employee growth and succession planning, while establishing targeted corrective action plans to address underperformance.
- Drive initiatives to shape and maintain a positive, inclusive, and healthy workplace culture that boosts employee morale and engagement.
- Oversee HRIS strategy, leveraging workforce analytics and recommending technology solutions that enhance organizational effectiveness, growth, and employee experience.
- Develop and manage the annual budget for the human resources department and related programs.
- Other duties as assigned.
Required Qualifications:- Education: Bachelor's degree in Human Resources, Labor Relations, or Business Administration. Master's degree or JD preferred.
- Work Experience: 10-15+ years of progressive HR leadership, with at least 7 years in a unionized property management setting highly desirable.
- Certifications: SHRM-SCP or SPHR designation is highly desirable
Testing:- Drug screening, as permitted by, and consistent with, applicable law.
Physical Requirements: Persons performing service in this position classification may routinely exert up to 25 pounds of force to lift, carry, push, pull, or otherwise move objects. This type of work will involve regular walking or standing for extended periods of time. It may involve stooping or bending. Handling and working with various materials and objects are important aspects of this job.
Reasonable accommodations may be made to enable a person to perform the essential functions of the job. 
