Hetrick-Martin Institute, home of the Harvey Milk High School, believes that all young people, regardless of sexual orientation or identity, deserve a safe and supportive environment in which to achieve their full potential. HMI provides LGBTQ (lesbian, gay, bisexual, transgender, questioning) youth the safety and skills they need to reach their full potential.
Hetrick-Martin is the oldest and largest organization dedicated to serving at-risk LGBTQ (lesbian, gay, bisexual, transgender, and questioning) youth 12 to 24 in a safe and supportive environment.
This is it’s a 2-3 month interim position with an opportunity for permanent hire.
- Monitor and manage all employee-related risk-management/conflict issues, engaging COO, Chief Executive Officer and pro bono legal counsel as required.
- Identify issues of potential risk and address with the appropriate support systems (legal counsel, liability insurance carrier, etc.).
- Manage background clearance process and issues for new and current staff.
- Investigate harassment, discrimination, and whistleblower complaints.
- Coach managers in the handling of their departmental grievances as requested.
- Advise and coach employees with questions or concerns related to their employment with HMI.
- Mediate conflict amongst staff members towards mutually agreeable resolution.
- Manage employee corrective and disciplinary processes.
- Coach managers on handling performance or behavioral issues amongst their staff.
- Review of/ advisement around content of written warnings and corrective action memos before they are shared with employees.
- In collaboration with the Executive Team (ET), ensure HMI’s compliance with federal, state and local employment law, as well as HMI’s Personnel Policies & Procedures.
- Continuous review, and creation/updating as needed, of HMI’s Personnel Policies & Procedures, keeping abreast of recent legal developments, legislative changes and best practice.
- Manage compliance around EEO, AAP, and other mandatory Federal reporting as required by applicable laws.
- Vet all independent contractor proposals and agreements before signature to assure compliance with applicable laws.
- Review all new job descriptions for content, clarity, and compliance with employment law including appropriate FLSA classification.
- Consult with managers around major employee activities (hire, promotion, disciplinary action, termination) to ensure compliance with agency policy and employment law.
- Manage HMI’s fringe benefits selection and administration, including 401(k) plan.
- In conjunction with Chief Financial Officer (CFO), manage annual Benefits Renewal/selection and Open Enrollment processes.
- Oversee benefits enrollments, terminations, and day-to-day administration of the plans, ensuring compliance with applicable existing and emegering laws and regulations.
- Create and send correspondence and documents for employees that explain the plans, particularly as related to plan changes, deadlines, etc.
- Address plan issues in conjunction with brokers.
- With support of CFO, manage 401(k) reporting processes.
- Plan and oversee delivery of onsite wellness activities for staff (health fairs, onsite health assessments, etc.)
- Audit benefit invoices to ensure that enrollments and terminations are processed.
- Manage COBRA enrollment via vendor.
- Oversee 1094-1095-C reporting processes.
- HR Budget
- Monitor and annually propose HR departmental budget.
- Manage annual employee Performance Appraisal Process.
- Train managers in appraisal process
- Review of/ advisement around appraisal content with managers in advance of delivery to employees, for content, clarity, and compliance with employment law.
- Oversee HMI’s new employee onboarding processes and employee separation processes.
- Oversee maintenance of HMI’s recruitment and applicant database.
- Ensure steps of HMI’s hiring process are complied with (e.g., appropriate forms submitted; background clearance received before employment commences, etc.)
- Oversee maintenance of personnel files in good order, ensuring that agency- and legally required documents are included (e.g., I-9; W-4; application for employment; resume; credentials; etc.)
- Design and deliver HR-related New Employee Orientation with regard to policies and benefits, updated as changes require.
- Ensure proposed involuntary separations are vetted for legal issues before action is taken; attend all involuntary separation meetings as HR representative.
- Offer and conduct exit interviews with voluntarily separating employees.
- Ensure closeout of terminated employees in payroll and on HMI benefit plans; ensure staff (particularly IT and Facilities) are informed of separations so that their appropriate steps may be taken.
- In conjunction with COO, CEO, and legal counsel, manage post-termination issues including but not limited to contested terminations, legal action undertaken by a separated employee, and severance requests.
- Participate in HR-related aspects of semimonthly ADP Workforce Now payroll processing
- Create records for new employees and update as needed, as related to employment or personal changes (e.g., raises/promotion, change of address, termination, etc.)
- Ensure that events affecting the payroll such as new hires, separations, salary increases, and vacation accruals are reported to Finance timely for payroll processing.
- Update payroll benefits set-up and HR-related validation tables as needed.
- Create and run reports in payroll for internal and external purposes.
- Manage all-staff activities for professional development and team-building/morale.
- Identify agency-wide training and development needs; make suggestions to ET and identify training sources within agency budget.
- Plan and oversee delivery of all-staff training activities.
- Manage New Employee Orientation regarding personnel policies and procedures and benefits enrollment; oversee employee participation in orientation modules managed by other departments.
- Oversee planning of annual Pride and Holiday staff parties and other recreational/social staff activities, such as goodbye parties for separating staff, for employees throughout the year.
- Oversee Volunteer & Alumni Services department.
- Supervise Director, Volunteer & Alumni Services.
- Monitor all risk management issues of the Volunteer Program; oversee ongoing creation and management of Volunteer Policies and Procedures.
- Other duties as assigned by supervisor.
Knowledge, Skills and Abilities Required:
- Masters degree in human resources management, business, public administration, labor relations or related field; HRCI and/or SHRM certification strongly preferred.
- Five years’ Human Resources Management experience in a generalist role, preferably in a not-for-profit environment.
- Strong knowledge of employment law, including but not limited to Affirmative Action Plans; FMLA; PFL; ADA; and federal, state and local EEO laws.
- Knowledge of lesbian, gay, bisexual and transgender communities and issues, as well as multicultural competence.
- System design and evaluation experience.
- Strong oral and written communication skills.
- Excellent organizational skills.
- Excellent interpersonal communication skills.
- Ability to exercise independent judgment when appropriate; strong decision-making skills
- Computer Skills: Strong with proficiency in all programs of the current Microsoft Office suite.
Additional Desirable Qualifications:
Conflict mediation experience.
Interim Senior Director, Human Resources Hetrick-Martin Institute (HMI) New York, NY