Job Description APPLICANTS MUST BE PERMANENT IN THE ADMINISTRATIVE DIRECTOR OF SOCIAL SERVICES CIVIL SERVICE TITLE, OR BE PERMANENT IN A COMPARABLE TITLE ELIGIBLE FOR 6.1.9 TITLE CHANGE The Department of Social Services (DSS) is comprised of the administrative units of the New York City Human Resources Administration (HRA) and the Department of Homeless Services (DHS). HRA is dedicated to fighting poverty and income inequality by providing New Yorkers in need with essential benefits such as Food Assistance and Emergency Rental Assistance. DHS is committed to preventing and addressing homelessness in New York City by employing a variety of innovative strategies to help families and individuals successfully exit shelter and return to self-sufficiency as quickly as possible. The Office of Human Resources Solutions (HRS) is the central human resources department of the Department of Social Services, the Human Resources Administration, and the Department of Homeless Services (DSS-HRA-DHS) that supports the human resources needs of the agency through strategic partnership and collaboration, with the goal of creating an inclusive, motivated, and client-centered workforce. Using a strategic approach and defined goals and objectives, HRS's mission is to provide DSS-HRA-DHS programs and employees with the most effective human capital tools and resources to realize their goals. This position supports the executive team, the Executive Director for Strategy and HR Innovation works as an advisor, sounding board, and gatekeeper to the Chief People Officer (CPO) and possesses in-depth knowledge of daily operations. The Executive Director for Strategy and HR Innovation is responsible for relaying information between executive team members and other staff members. The Executive Director for Strategy and HR Innovation attends executive-level meetings, provides an overall picture of productivity to CPO and stakeholders, and then transmits information to the department heads. In the ED management role, the incumbent is responsible for determining performance indicators for the CPO’s portfolio, then delivering those metrics to the leadership team. The Human Resources Solutions (HRS)/Executive Office is recruiting for one (1) Administrative Director of Social Services M-III, to function as the Executive Director for Strategy and HR Innovation, who will: - Ensure information flows appropriately into and out of the CPO's office. i.e. emails, phone calls, memos, meeting agendas, or minutes; provide a quick triage and route the information accordingly. - Manage the flow is about getting the right information in front of the right people in the most effective way. - Assist the Chief People Officer (CPO) to maximize time by focusing on those areas where they add the most value. These include sharing the organizational vision, long-term strategic planning, mentoring their leadership team, and engaging with employees at every level to build morale and alignment. - Protect the schedule of the CPO and will minimize the time spent on activities outside of those deemed most critical. - Serve as the gatekeeper of the CPO's schedule, the ED will also do the upfront legwork to ensure the CPO is prepped ahead of each engagement. They'll provide background information to the meeting and, if necessary, who will be in the room, they'll pull out any key talking points, and they'll make sure there's a well-thought-through agenda. - Facilitate the strategic planning process. This involves scheduling all pertinent discussions, working with subject matter aspects to compile the necessary data and research ahead of time, and documenting all key outputs. - Upon the completion of strategy plans is set, develop implementation and communication cadence of quarterly, monthly, and weekly meetings for the CPO and leadership team. track all goals, KPIs, and the progress of key initiatives, as well as any agreed-upon shifts in strategy or direction. - Collaborate with leadership the leadership team ahead of these meetings to ensure all necessary pre-work has been completed and the appropriate data is available to create a positive, engaged discussion. - Facilitate project management meetings and take responsibility to circulate and track all next actions, allowing the CPO to participate fully in the discussions without focusing on the structure or flow. Hours/Schedule: Managerial Hours Qualifications 1. A baccalaureate degree from an accredited college or university and four years of progressively responsible experience, in a large governmental agency, business firm, civic or community organization operating in the area of social services, including one year at the administrative or managerial level; or 2. Education and/or experience equivalent to "1" above. Graduate education or a license may substitute for up to a maximum of three years of experience in the area of social services, but not for the one year of experience at the administrative or managerial level as described in "1" above, as follows: (A) A master’s degree from an accredited college or university in accounting, business, child welfare, counseling, economics, education, finance, human resources, labor relations, management, management science, nursing, operations research, organizational behavior, personnel or public administration, political science, psychology, sociology, social work, statistics, and/or urban studies may substitute for two years of experience; and/or (B) Graduate education beyond the baccalaureate degree may be substituted at the rate of 30 semester credits from an accredited college or university in the area(s) listed in “2(A)” above for each year of experience up to a maximum of three years; or (C) A valid New York State Registration as a Licensed Clinical Social Worker (LCSW) or Licensed Master of Social Work (LMSW) may substitute for three years of experience. However, all candidates must have a baccalaureate degree from an accredited college and one year of experience at the administrative or management level as described in "1" above. Additional Information 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.