Deputy Chief People Officer

About NYC Health + Hospitals

MetroPlusHealth provides the highest quality healthcare services to residents of Bronx, Brooklyn, Manhattan, Queens and Staten Island through a comprehensive list of products, including, but not limited to, New York State Medicaid Managed Care, Medicare, Child Health Plus, Exchange, Partnership in Care, MetroPlus Gold, Essential Plan, etc. As a wholly-owned subsidiary of NYC Health + Hospitals, the largest public health system in the United States, MetroPlusHealth's network includes over 27,000 primary care providers, specialists and participating clinics. For more than 30 years, MetroPlusHealth has been committed to building strong relationships with its members and providers to enable New Yorkers to live their healthiest life.

Position Overview

Reporting to the Chief People Officer (CPO), the Deputy Chief People Officer (DCPO) is directly responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization. Furthermore, the DCPO is responsible for the overall administration, coordination, and evaluation of the HR function. He/she also oversees HR systems and develops HR policies and programs for the entire organization. The major areas covered are employee engagement, succession planning, recruiting, talent

management, change management, organizational and performance management, training and development, compensation and benefits, employee relations, and/or ensuring compliance with regulations. The DCPO provides strategic leadership by articulating human resource needs and plans to the executive, leadership and management teams and the board of directors. In coordination with and at the direction of the , the DCPO performs some or all of the responsibilities set forth below.

Job Description

• Areas of Responsibilities
• Employee Engagement
• Human Resources
• Employee Relations
• Labor Relations
• Talent Management
• Organizational and Performance Management
• Training and Development
• Compensation and Benefits
• HRIS
• Annually reviews and makes recommendations to the CPO and Executive Management for improvement of Agency's policies, procedures, and practices on personnel matters.
• Under the general/strategic direction of the CPO establishes Human Resources Core departmental goals, activities, objectives, and policies; hires and supervises HR staff; aligns the staff competencies and talents, as well as the budget and activities of the department with institutional goals.
• Designs, develops, recommends, and implements strategies to support, improve and strengthen the Human Resources Department and services.
• Regularly meets and consults with managers and supervisors to provide support for recruitment, interviewing and selection of candidates, promoting diversity as a criterion for candidate consideration.
• Advises on work performance matters, including problem resolution, employee discipline, annual performance appraisals and career development opportunities to assist with retention, and organizational design.
• Develops and implements a corporate-wide compensation strategy.
• Analyzes data and produces reports, documents, and surveys. Ensures effective communication between HR and Payroll.
• Maintains knowledge of industry trends and employment legislation and ensures Agency's compliance.
• Responsible for Agency compliance with Federal and State legislation pertaining to all personnel matters.
• In collaboration with the HRIS team, develops and maintains a human resources system that meets personnel information needs.
• Supervises staff
• Manages Human Resources annual department budget.
• Develops strategies and oversees tools that elicit employee feedback through employee engagement surveys, stay surveys, exit surveys, etc.
• Interacts regularly with all levels of staff to establish an understanding of their roles and responsibilities, to determine their HR support needs, and to communicate HR’s services.
• Researches and makes recommendations for salary adjustments, including, equity adjustments, salary adjustments due to increased responsibilities, lump sum payments, etc.
• Oversees discipline for all Group 11 employees, including termination.
• Oversees discipline for all Group 12 employees, including termination.
• In partnership with HRSS, oversees all Leaves of Absence (FMLA, SLOAC, Worker’ Compensation, Child Care Leave, etc.). Maintains a record and provides reports to departments with respect to leave utilization.
• In partnership with HRSS, provides Worker’s Compensation data to PESH annually.
• Interprets contracts and agreements and Labor Relations Orders dealing with wages, hours, working conditions and all other matters within the purview of the agreement affecting employee relations and personnel management activities.
• Investigates and processes employees’ complaints to be handled at the corporate level.
• Meets with Union representatives in Labor Management meetings to discuss and seek resolution of Corporation system-wide or local issues.
• Maintains liaison with Office of Labor Relations, Office of Collective Bargaining and other City, State or Federal agencies relating to various employee relations matters.
• Trains and guides supervisors and managers in all employee relations and labor relations matters.
• Chairs the Occupational Health and Safety Committee for the Plan.
• Acts as a liaison between the Plan and EEO.
• Acts as a liaison between the Plan and Central Office Legal Affairs.
• Responds to various legal matters, including, but not limited to, subpoenas, lawsuits, small claims court inquiries, discovery requests, etc.
• Participates on committees and special projects and performs additional responsibilities as directed by the CPO, or as needed by the organization.
  

Minimum Qualifications

• Bachelor’s degree required, Master’s or JD preferred
• A minimum of 8 years of progressively responsible experience in the field of Human Resources, Labor and Employee Relations, HR Analytics, talent acquisition and management, training and organizational development, etc.
• A minimum of 5 years of experience managing staff
• Proven experience in building a strong, highly skilled, and engaged workforce
• Strong knowledge of labor and employment law and practices
  
  

Professional Competencies

• Integrity and Trust
• Customer Focus
• Functional/Technical skills
• Written/Oral Communication
• Labor Relations
• HR
• Employee Relations
• HRIS
• Ability to read, analyze and interpret common scientific and technical journals, financial reports, and legal documents
• Ability to respond to common inquiries or complaints from customers, regulatory agencies, and outside entities
• Ability to write speeches and articles/position papers
• Ability to effectively present information to top management, public groups and/or board of directors
  
  

Hybrid