Deputy Director of Human Capital (Labor, Discipline, & Talent)

Deputy Director of Human Capital (Labor, Discipline, & Talent)

The Office of Chief Medical Examiner investigates cases of persons who die within New York City from criminal violence, by accident, by suicide, suddenly when in apparent health, when unattended by a physician, in a correctional facility or in any suspicious or unusual manner or where an application is made pursuant to law for a permit to cremate a body of a person. The core values of CARES guide our work for communities and inform our behavior toward each other and all those we serve. - Commitment : Dedicated to the mission at all times - Accountability : Responsible to each other and the community - Resilience : Adapt in the face of adversity - Excellence : Achieve and maintain the highest quality - Service : Innovate to meet evolving needs The Deputy Director of Human Capital will oversee labor relations, disciplinary processes, and talent management initiatives within the agency. They will supervise staff involved in Labor, Discipline, and Talent Acquisition functions. This role requires providing expert guidance on labor laws, collective bargaining agreements, and disciplinary procedures, as well as managing talent acquisition, retention, and workforce planning efforts.

• Conduct research & provide guidance on collective bargaining agreements, civil service laws, labor laws, and other relevant materials for effective labor relations.
• Liaise with internal & external stakeholders, including the NYC Office of Labor Relations, Department of Citywide Administrative Services, Department of Health & Mental Hygiene, Office of Administrative Trials & Hearings, unions, and other partners.
• Review disciplinary actions and labor-related issues, providing guidance to supervisors and managers.
• Collaborate with the DOHMH Employment Law Unit, draft charges, and handle disciplinary cases.
• Manage all aspects of the agency's performance management process, including tracking performance evaluations, assisting in creating evaluative documents, and conducting related training sessions.
• Serve as hearing officer for disciplinary appeals, draft decisions, stipulations, and prepare research for Step I, Step II, and Step III hearings.
• Develop standard operating procedures and policies related to labor and employee relations.
• Collaborate with hiring managers to review job vacancies, ensuring proper staffing and alignment with agency needs.
• Maintain accurate records of headcount, attrition, and workforce metrics.
• Communicate with the Office of Management and Budget (OMB) to secure approval for new positions and staffing changes.
• Support and manage talent acquisition efforts, onboarding, and retention strategies.
• Work on special projects as assigned.
• Review, research, and draft memos to the agency and external entities as needed to communicate policies, updates, and relevant HR information.
• Develop and implement new HR processes and procedures to enhance labor management, discipline, and talent acquisition and retention.
• Lead meetings and oversee HR staff in the absence of the Director of HR Operations and Assistant Commissioner of HR to ensure smooth unit functioning.
• Monitor and manage personnel data, including reviewing spreadsheets related to labor & talent management.
• May serve a tertiary oversight for Human Resources & Labor Relations Unit - Perform other duties as assigned to support the overall human capital strategy.

SPECIAL NOTE : - Selected candidates will be required to provide a DNA sample by swabbing. WORK AUTHORIZATION : Authorization to work in the United States is required for this position. Office of Chief Medical Examiner does not provide sponsorship for international employees for visa applications, extensions, or status changes, including STEM / OPT visas. Applicants are responsible for ensuring that they meet all qualifying requirements for this position at the time of application.

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.