Senior Vice President, Human Resources

Job DetailsJob Location: Brooklyn Navy Yard - Brooklyn, NY 11205Position Type: Full TimeSalary Range: $185,000.00 - $200,000.00 Salary/yearJob Title:                                   Senior Vice President, Human Resources Employment Status:                Exempt Department:                              Human Resources Reports To:                               Chief Impact Officer, EVP   Summary The Brooklyn Navy Yard Development Corporation (BNYDC) is a not-for-profit corporation that serves as the real estate developer and property manager of the Yard on behalf of its owner, the City of New York. BNYDC strives to provide an environment in which innovative companies can take root and grow. The Senior Vice President of Human Resources serves as the organization's senior human resources leader and strategic advisor to executive leadership. This position is responsible for developing and executing a comprehensive people strategy that aligns with organizational priorities while ensuring operational excellence across all areas of Human Resources. They provide leadership over workforce strategy, labor relations, employee relations, talent acquisition, total rewards, talent development, HR operations, compliance, and employee engagement. The role partners closely with executive leadership to align workforce planning and compensation strategies, strengthen organizational effectiveness, develop leaders, foster a positive workplace culture, and position the organization for future growth and change.   Areas of Responsibility Executive Leadership •  Develop and execute an enterprise-wide Human Resources strategy aligned with organizational goals and business priorities •  Serve as a trusted advisor to executive leadership on workforce planning, organizational effectiveness, culture, succession planning, change management, and talent strategy •  Lead, develop, and mentor the Human Resources team while establishing departmental goals, performance metrics, and continuous improvement initiatives •  Develop HR metrics and dashboards to support executive decision-making and organizational planning •  Identify and mitigate workforce-related risks while promoting sound governance, compliance, and organizational effectiveness •  Manage the Human Resources budget, ensuring effective stewardship of departmental resources Labor and Employee Relations •  Lead the organization’s labor relations strategy across multiple collective bargaining agreements, serving as the chief spokesperson during collective bargaining negotiations •  Oversee contract administration, grievance management, arbitration preparation, labor-management partnerships, and contract interpretation •  Provide executive guidance on complex employee relations matters, including investigations, disciplinary actions, and performance management •  Build collaborative relationships with union leadership while balancing operational objectives and positive employee relations Total Rewards, Compensation, Benefits & Workforce Planning •  Lead the organization’s total rewards strategy, including compensation philosophy, salary structures, market benchmarking, internal equity, and benefits offerings •  Lead the annual compensation planning process, including merit increases, promotional adjustments, equity reviews, and executive compensation recommendations •  Develop, and manage the organization’s annual staffing budget process in partnership with Finance, C-suite, and department heads •  Oversee all employee benefit programs and manage relationships with brokers, retirement administrators, insurance carriers, and other applicable vendors •  Lead annual benefits renewals, open enrollment, vendor evaluations, contract negotiations, and ongoing plan administration •  Ensure compliance with all applicable benefit regulations and reporting requirements Talent Management & Organizational Development •  Lead performance management, leadership development, succession planning, and employee engagement initiatives •  Partner with department leaders to assess organizational structure, workforce planning, and talent needs •  Oversee talent strategies to attract, retain, and develop a high-performing workforce •  Champion initiatives that foster an inclusive, respectful, and high-performing workplace culture rooted in continuous learning and professional development HR Operations & Compliance •  Oversee all Human Resources operations, policies, procedures, records management, and ensure compliance with all Federal and New York State / City employment laws •  Develop, implement, and communicate HR policies and organizational practices •  Represent the organization in administrative hearings, arbitrations, legal proceedings, audits, and regulatory matters, as needed •  Stay current on employment trends, legislation, and HR best practices to proactively position the organization for future success HR Technology & Process Improvement •  Serve as executive sponsor for the Human Resources Information System (HRIS), ensuring effective administration, reporting, and process optimization •  Leverage HR technology and automation to enhance the employee experience •  Utilize HR analytics and workforce data to support strategy and business decisions The above duties and responsibilities are not intended to limit the specific duties and responsibilities of this position. It is not intended to limit in any way the authority of supervisors to assign, direct, and control the work of employees under their supervision.   Required Skills & Abilities •  Experience developing Human Resources strategy and initiatives, with strong Executive Leadership capabilities •  Business acumen with the ability to align people strategy with organizational objectives •  Exceptional judgment, problem-solving, and decision-making skills •  Ability to build trusted relationships and influence leaders at all levels •  Demonstrated organizational development and change management capabilities •  Excellent written, verbal, interpersonal, and presentation skills •  Analytical mindset with the ability to interpret workforce data and HR metrics •  High degree of professionalism and discretion, with the ability to maintain confidentiality at all times •  Demonstrated experience overseeing employee benefits administration, vendor management, and total rewards programs •  Experience leading workplace investigations and managing complex employee relations •  Comprehensive knowledge of federal, New York State, and New York City employment law Qualifications•  Bachelor’s Degree in Human Resources, Business Administration, Public Administration, or related field required; Master’s Degree preferred •  10+ years of progressive Human Resources leadership experience, including oversight of benefits administration & total rewards programs •   7+ years of experience managing people and leading Human Resources teams •   Significant experience leading Human Resources within a unionized environment, including collective bargaining, contract administration, grievance management, and labor relations •   Experience in nonprofit, real estate, property management, public sector, or similarly complex organizations preferred •   Experience administering Paycom or a comparable HRIS preferred •   SHRM-SCP, SPHR, or comparable professional certification preferred