Assistant Director of Human Resources, People and Culture

About the role

At Greenwich House, we believe in empowering communities through transformative programs. We offer more than a job – we offer a mission. When you work with us, you become part of a passionate, collaborative team committed to making a difference in people’s lives. Every initiative, class, and outreach effort we deliver is fueled by a shared commitment to equity and compassion.

Founded in 1902 as a settlement house aimed at supporting New York City’s growing immigrant population, Greenwich House has since evolved into a dynamic nonprofit organization dedicated to fostering wellness, creativity, and connection across the city. Today, Greenwich House offers a diverse range of programs in health, human services, education, and the arts, serving thousands of New Yorkers each year.

Responsibilities

• HR Leadership & Strategic Partnership
  • Partner with leaders to understand operational priorities, workforce challenges, and organizational needs and recommend appropriate HR solutions.
  • Advise managers and leaders on employee relations, staffing, performance, organizational structure, and other workforce matters.
  • Support the Director in implementing organization-wide HR strategies, policies, and initiatives.
  • Provide HR guidance during organizational changes, restructuring, program transitions, and leadership changes.
  • Promote consistent, equitable, and effective HR practices across Greenwich House.
• Employee Relations & Workplace Investigations
  • Serve as a trusted HR advisor to managers and employees regarding workplace concerns, performance issues, conflict resolution, and HR policies.
  • Independently assess and manage employee relations matters and recommend appropriate courses of action.
  • Conduct timely, thorough, objective, and appropriately documented workplace investigations involving misconduct, harassment, discrimination, retaliation, policy violations, and other employee concerns.
  • Guide managers through coaching, disciplinary action, performance improvement plans, and other corrective actions.
  • Partner with the Director on complex, sensitive, high-risk, or precedent-setting employee relations matters.
• Labor & Union Relations
  • Maintain productive and professional relationships with union representatives and leadership.
  • Develop and maintain working knowledge of applicable collective bargaining agreements (CBAs) and advise managers on their interpretation and application.
  • Partner with union leadership and management to address employee concerns, workplace disputes, grievances, and other labor relations matters.
  • Participate in grievance and labor-management meetings and assist in developing appropriate resolutions.
  • Support disciplinary and performance matters involving represented employees in accordance with applicable CBAs, policies, and employment laws.
• Performance Management & Manager Development
  • Support the organization’s performance management process, including evaluations, coaching, feedback, and performance improvement.
  • Coach managers on effective supervision, documentation, communication, accountability, and employee development.
  • Assist managers in proactively identifying and addressing performance concerns.
  • Identify management development needs and support appropriate training and development initiatives.
• Talent Acquisition, Workforce Planning & Retention
  • Partner with leadership to assess staffing needs and support workforce planning.
  • Support hiring managers throughout recruitment and selection, including job descriptions, interviews, candidate selection, and offers.
  • Support effective onboarding and integration of new employees.
  • Monitor turnover, vacancies, and workforce trends and recommend appropriate retention strategies.
  • Support succession planning and internal talent development.
• Policy, Compliance & Risk Management
  • Interpret and administer HR policies and procedures consistently.
  • Assist with the development, review, implementation, and communication of HR policies and practices.
  • Maintain knowledge of applicable federal, New York State, and New York City employment and labor laws.
  • Identify potential compliance or employee relations risks and recommend appropriate action.
  • Support HR audits, documentation requirements, and other compliance initiatives.
  • Maintain appropriate confidentiality and documentation of sensitive HR matters.
• Employee Engagement & Organizational Development
  • Partner with leaders to promote a positive, respectful, inclusive, and high-performing workplace.
  • Support employee engagement, retention, recognition, and organizational culture initiatives.
  • Utilize employee feedback, turnover information, and HR data to identify trends and recommend improvements.
  • Support leaders and employees through organizational changes and workforce transitions.
• Compensation, HR Operations & Data
  • Partner with the Director on compensation reviews, salary recommendations, job evaluations, and internal equity considerations.
  • Provide guidance to managers and employees regarding compensation and benefits practices within established organizational guidelines.
  • Monitor HR metrics, including turnover, vacancies, employee relations trends, and other workforce indicators.
  • Prepare reports and provide workforce insights to support leadership decision-making.
  • Utilize HRIS and other HR systems to support accurate reporting, documentation, and HR operations.
  • Identify opportunities to improve HR processes, service delivery, and employee experience.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent relevant experience may be considered.
• Minimum of 7 years of progressive Human Resources experience, including significant experience in employee relations, investigations, performance management, and compliance.
• Demonstrated experience working in a unionized environment and supporting labor relations matters involving represented employees.
• Working knowledge of collective bargaining agreements, grievance procedures, progressive discipline, and labor-management relations.
• Experience partnering with union representatives and management to resolve employee concerns, grievances, and workplace disputes.
• Strong knowledge of federal, New York State, and New York City employment and labor laws.
• Excellent written and verbal communication skills and the ability to build productive relationships at all organizational levels.
• Ability to manage sensitive and confidential matters with professionalism, discretion, and fairness.
• Experience with HRIS systems, HR metrics, and workforce reporting.
• Experience within a nonprofit, healthcare, education, social services, or community-based organization preferred.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification preferred.

Pay

The expected base salary for this position is $95,000.00 – $100,000.00. This range reflects the anticipated compensation at the time of this posting and may be adjusted based on experience, education, and organizational needs.

Benefits

• Full-time employees are eligible for medical, dental, and vision insurance.
• 403(b) retirement plan.
• Generous paid time off.
• Exclusive perks and discounts for Greenwich House programs and services, including classes, lessons, and events.