Human Resources Solutions (HRS) support the human resources needs of the Department of Social Services, the Human Resources Administration, and the Department of Homeless Services through strategic partnership and collaboration, with the goal of creating an inclusive, motivated, and client centered workforce.
Under the general direction of the Executive Director, Recruitment and Onboarding with latitude for independent initiative and action, the Director of Onboarding manages the day-to-day activities of a team performing screening of employment work experience and background verifications for potential agency candidates.
Human Resources Solutions (HRS)/Recruitment and Onboarding Administration is recruiting to fill one (1) Administrative Manager NM-II to function as the Director of Onboarding, who will:
• Manage activities and operations performed in Onboarding, candidate qualifications and background check processes, to ensure adherence to governing citywide and agency-wide rules and regulations, to fulfill its responsibility and role in the final stage of the recruitment and onboarding processes.
• Approve personnel transactions entered by staff into NYCAPS after auditing/signing off on every personnel action coming through the Work Force Screening Unit; ensures the accuracy and completion of these entries. Return all incomplete and incorrect actions to the Credentials/Background Verification Associate for corrective actions such as COIB, DOI, DCAS, etc.
• Approve personnel actions completed by staff prior to data entering into NYCAPS. Track and audits the completion of all, including background investigations, educational background, and employment work experience. Ensure that all scheduled candidates have been processed and seen. Manage the coordination, scheduling and processing of actions including new hires, promotions, record updates demotions and other actions.
• Troubleshoot with NYCAPS on any actions (C.S. Title change, promotions, pay information, etc.) that do not get accepted into PMS and NYCAPS; liaise with DCAS to remedy the issue immediately to prevent delays in hiring and promoting staff, paycheck issues, transfers, retirement, etc.
• Track and monitor work visas and certifies 1-9 activity for all stuff with expiring work authorizations by checking with the State Clearance Registration (SCR) system. Ensures that a system generated letter has been send to those employees with expiring/expired work visas.
• Ensure that the record in the HR Tracking System (HRTS) are created timely and accurately. Oversees the verification process of promotional records in PMS by supervising the staff responsible for this activity.
• Oversee the preparation of Managerial and Non-Managerial Notices of Employee Personnel actions confirming that documents are accurate, prepared in a timely manner, and routed to appropriate parties.
• Conference candidates with negative CPD/DCAS Fingerprints results to determine if candidate knowingly and falsely filled out paperwork; review the issue and determine if the omitted information has a bearing on the duties of the job they are/ will be performing; make recommendation about the employee’s work future with HRA.
• Advise and make recommendations and decisions regarding candidates who are under administrative review (i.e. individuals with pending criminal cases, court dispositions); screens the employee’s traveling personnel folder (TPF) to determine if they are eligible for employment in HRA; consults with the Executive Director, Office of Legal Affairs, and Investigation unit when warranted.
• Review and sign-off on transmittals of checks and important documents going to oversight agencies including fingerprinting checks, OATH checks and Charter letter must be submitted accurately and within the prescribed deadlines to DCAS and the Office of the City Clerk.
• Collaborate with the Executive Director on developing operational processes and guidelines.
• Respond to any issues and concerns that may compromise the agency’s compliance with The Fair Chance Act and employment law; communicate potential issues to Executive Director and senior management before serious hiring errors occur.
• Revise and create new agency letters based on the need for updates (deferrals letters, workforce screening unit documents, not selected and not qualified letters); monitors terminations and ensure that all parties are notified (402E to timekeeping, etc.).
Minimum Qual Requirements
1. A baccalaureate degree from an accredited college and four years of satisfactory, full-time progressively responsible clerical/administrative experience requiring independent decision-making concerning program management or planning, allocation for resources and the scheduling and assignment of work, 18 months of which must have been in an administrative, managerial, executive or supervisory capacity. The supervisory work must have been in the supervision of staff performing clerical/administrative work of more than moderate difficulty; or
2. An associate degree or 60 semester credits from an accredited college and five years of satisfactory, full-time progressively responsible experience as described in “1” above, 18 months of which must have been in an administrative, managerial, executive or supervisory capacity. The supervisory work must have been in the supervision of staff performing clerical/administrative work of more than moderate difficulty; or
3. A four-year high school diploma or its educational equivalent and six years of
satisfactory, full-time progressively responsible experience as described in “1”
above, 18 months of which must have been in an administrative, managerial,
executive or supervisory capacity. The supervisory work must have been in the
supervision of staff performing clerical/administrative work of more than
moderate difficulty; or
4. Education and/or experience equivalent to “1”, “2” or “3” above. However, all
candidates must possess the 18 months of administrative, managerial, executive or supervisory experience as described in “1”, “2” or “3” above. Education above
the high school level may be substituted for the general clerical/administrative
experience (but not for the administrative, managerial, executive or supervisory
experience described in “1”, “2” or “3” above) at a rate of 30 semester credits
from an accredited college for 6 months of experience up to a maximum of 3½
years.
Additional Information
In addition, the Human Resources Administration/Department of Social Services offers competitive salaries and the following benefits:
Generous Pension Plans (The New York Employees’ Retirement System);
401(k) and Roth 457 Retirement Savings Programs;
U.S. Savings Bonds Flexible Spending Program;
Health Benefits, Dental, Vision Coverage, Prescription Drug Program;
Training and Professional Development;
Opportunity for Scholarship; College Savings Program;
Paid Holidays and Generous Annual Leave.
To Apply
APPLICANTS MUST BE PERMANENT IN THE ADMINISTRATIVE MANAGER CIVIL SERVICE TITLE, OR BE REACHABLE WITH THE SCORE OF 100 ON THE PROMOTIONAL ADMINISTRATIVE MANAGER EXAM (# 1552)
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55-a Program
This position is also open to qualified persons with a disability who are eligible for the 55-a Program. Please indicate at the top of your resume and cover letter that you would like to be considered for the position through the 55-a Program.
Public Svc Loan Forgiveness
As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education’s website at StudentAid.gov/PSLF .
Hours/Shift
9-5
Work Location
4 World Trade Center
Residency Requirement
New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with the agency representative at the time of interview.
POSTING DATE
07/21/2023
POST UNTIL
Until Filled
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.