The New York Foundling
Vice President, Human Resources, New York, NY
VICE PRESIDENT, HUMAN RESOURCES
The New York Foundling, in the tradition of openness and compassion of its sponsors, the Sisters of Charity, helps children, youth, adults, and families in need through services, supports, and advocacy that strengthen family and community and help each individual reach their full potential.
In 1869, three Sisters of Charity opened their doors to save the lives of babies being abandoned on the streets of New York, beginning the legacy of The New York Foundling. Over the past 150 years, the Sisters' ministry has continued evolving from a respite home for abandoned children to a comprehensive spectrum of community support services designed to provide opportunities to the children and families of New York. While social situations and the organization's approach to its mission have evolved, The Foundling continues to share its founders' belief that all children deserve the right to grow up in loving and stable environments.
Today there are 14 programs under the umbrellas of child welfare, developmental disabilities, education, health and behavioral health, and juvenile and criminal justice. The following Four Centers of Excellence provide services at various sites around the city.
- Home of Integrated Behavioral Health
- The Implementation Support Center
- Strong Families and Communities Training Center
- The Vincent J. Fontana Center for Child Protection
The Foundling serves approximately 30,000 people through Foundling programs by a staff of more than 3,000. The 2022 budget is $225 million, with the large majority coming from federal, state, and city governments and the remainder from private individuals, corporations, and foundations.
Reporting to the Chief Administrative Officer, working closely with the senior leadership team and collaboratively throughout the organization, the Vice President, Human Resources leads and implements an HR strategy focused on maximizing the alignment of The Foundling's people with its mission. They will also partner with other key stakeholders to ensure the development and advancement of an empowered, inclusive, values-driven workplace culture. They will forecast, actively plan for, and address future talent and culture needs. Working with the CEO and DEI consultant, the VP will help ensure that equity, diversity, and inclusion remain at the forefront of the organization's HR goals and activities. They will direct the effective delivery of all human resource services across the organization's various locations including talent acquisition, onboarding, employee engagement and relations, safety and health, compensation and benefits, and professional development. They will also ensure compliance with legal and corporate requirements. Overall, the VP will promote an environment of transparency to drive sound HR practices and policies throughout the organization.
It is critically important that the VP gain the trust and confidence of all staff, especially the key decision-makers, and serve as their partner in all human resources aspects of The New York Foundling's operations. It is of the highest priority, therefore, that the individual have the technical as well as personal skills necessary to lead strategically and compassionately in a complex setting.
In this capacity, it is expected that the Vice President, Human Resources will:
- Quickly get to know The New York Foundling as a whole its history and culture, purpose and programs, structure and organization, finances, funding, policies, and the current and future major issues critical to the organization;
- Have a deep knowledge of HR trends and best practices, particularly in the human services arena, including the leverage of technology and data analytics and anticipating the changes and opportunities in the field;
- Learn The Foundling's business and strategic plans to provide HR data and forecasting that will help inform organizational decision-making and long-range strategic planning;
- Establish a strong working partnership with the Chief Executive Officer and all hiring managers. Function as a strategic business advisor to and collaborate with them regarding key organizational and management issues.
Leadership and Organizational Effectiveness
- Collaborate with key stakeholders across the organization to develop, integrate, and implement workforce planning and analysis, talent acquisition, learning and development, performance management, succession planning, and rewards.
- Lead the organization's employee engagement and retention initiatives to increase organizational, departmental, and individual performance.
- Identify and recommend opportunities to improve and align supporting systems; create and implement an integrated approach to talent and culture management, partnering with the DEI consultant and all managers to implement key diversity, equity, and inclusion initiatives and with the Director of Communications to communicate systems and processes.
- Work with appropriate stakeholders to implement people-related goals in The Foundling's strategic plan.
- Influence organizational decision-making with the use of relevant, value-added metrics and analyze and report on same in a manner that aligns with and supports The Foundling's strategic and short- and long-term business objectives.
- Work with appropriate partners to ensure that The Foundling is in compliance with government employment regulations and that safe work practices are reinforced as a part of organizational culture.
Talent Acquisition and Management
- Oversee, develop, and execute talent acquisition and retention strategies and plans, including directing the design and implementation of candidate identification and selection methods that reflect DEI strategies and measurements.
- Develop and lead integrated talent management solutions including individual development planning, talent reviews, succession planning, and leadership development.
- Lead and develop results-driven performance management tools and processes that integrate with The Foundling's values and core competencies.
- Oversee the development and delivery of comprehensive training and development programs that are aligned with The Foundling's key competencies and enable employees at all levels to successfully meet personal, professional, and organizational goals.
- Develop and implement a plan to address staffing needs using a variety of tools including employment and temporary employment agencies.
- Oversee new-hire onboarding/orientation program to enable new employees to quickly and effectively adapt to the organization's culture.
- Develop appropriate policies and programs to support a safe and engaging environment in alignment with The Foundling's values and people-focused culture including but not limited to a complaint resolution process, harassment free workplace, positive employee relations, transparency, job training, and safety training.
- Provide confidential guidance and advice to employees and managers regarding a broad range of employee relations issues (e.g., performance issues, manager-employee communications, complaint resolution, employee engagement, attendance, etc.).
- Interpret, explain, and apply various HR practices and programs and relevant employment and labor laws to employees and managers.
- Develop and maintain progressive HR programs and practices that allow for flexibility to accommodate employees' needs while enabling the organization to remain competitive in the external business environment.
- Partner with relevant leadership in response to any employment litigation, including the collection of relevant evidence, the drafting of responsive documents, and close coordination with legal counsel as necessary.
- Oversee labor relations process and collective bargaining negotiations.
Compensation and Benefits Management
- Oversee, develop, and implement a progressive total compensation program balancing organizational resources with the need to maintain the organization's competitive position in the talent marketplace.
- Manage and implement the annual compensation review process (e.g., merit pay process and market pay rates).
- Manage and implement the annual performance management cycle.
- In partnership with the Chief Administrative Officer, oversee the management and delivery of all benefits programs; work with brokers as necessary when placing the organization's employee benefits programs out for competitive bidding.
- Manage workers' compensation claims to ensure a quick and appropriate return to work and to minimize costs.
- Work in cooperation with claims adjusters, loss control representatives, and risk managers in investigating claims, analysis of potential hazards, and development of methods to reduce losses.
IDEAL EXPERIENCE AND QUALIFICATIONS
The ideal candidate should have the following:
- At least seven years of executive level HR experience;
- Proven senior-level strategic thinking, problem solving, planning, and implementation capability to partner with leadership in a large and complex nonprofit organization (required) and knowledge of the human services sector (strongly preferred);
- Demonstrated ability to work in partnership with a strong CEO and an experienced and results-oriented senior staff, and in a multi-union environment;
- A record of success as a thoughtful and respectful manager who recognizes and appreciates staff knowledge and talent, believes that good ideas can come from anywhere, and leads by example;
- Analytical and forecasting experience, particularly to anticipate business and talent opportunities and challenges; knowledge of and experience with various HRIS and other information technology;
- A mature level of judgment, decision making, and sensitivity in a human services-oriented environment;
- Excellent interpersonal and conflict resolution skills; strong supervisory and leadership skills;
- The skills to communicate effectively, articulately, and persuasively verbally and in writing;
- Excellent organizational skills and attention to detail;
- A master's degree in business management, HR, and/or related field; P&L orientation to understand financial implications and tradeoffs in HR and in the organization more broadly;
- Thorough knowledge of employment-related laws and regulations;
- Strong proficiency with Microsoft Office Suite; technological savvy to drive efficiencies and engage the workforce through technology solutions.
The ideal candidate will be:
- Committed to The Foundling's mission to provide life-changing support to vulnerable children and families;
- A dedicated leader/manager, collaborative and team-oriented, who can take charge, build consensus, and affect change; someone who must impart credibility, trust, enthusiasm, and integrity, and who must motivate others in the same vein;
- Outgoing, straightforward, and decisive with the skills to share information, listen, and learn as well as give advice;
- Decisive and innovative; tough-minded yet flexible; able to compromise effectively, when necessary, in a fast-paced and complex organization;
- Emotionally mature, with an intact ego.
For additional information, please visit https://www.nyfoundling.org/.
The New York Foundling provides equal opportunities to all individuals without regard to race, religion, national origin, disability, age, marital status, sex, sexual orientation, gender, gender identity or expression, veteran status, or any other status protected by law. It does not discriminate based on any status protected by law. This policy applies to all employment-, education-, volunteer-, and clinical care-related activities or in any other aspect of The Foundling's operation. Black, Indigenous, and people of color; trans, non-binary, and intersex people, especially trans women; those from poor and working-class backgrounds, immigrants, and people with disabilities; as well as people at the intersections of these experiences are highly encouraged to apply.
Applications, including cover letters and r sum s, and nominations should be sent to the attention of G. Angela Henry and Paul Spivey at TheFoundling@PhillipsOppenheim.com.