Full Job Description
Who we are?
Ethical Culture Fieldston School is a progressive PreK-12 independent school that has been serving students from throughout New York City and the surrounding suburbs since 1878. ECFS offers a rich curriculum in the arts, sciences, and humanities. A co-ed, nonsectarian school, it serves a diverse community of about 1,700 students on two campuses - one in the Riverdale section of the Bronx and the other in Manhattan.
What is essential about working at our school?
The Ethical Culture Fieldston School has a long history of equity and inclusion deeply rooted in our mission and the educational philosophy of our founder, Felix Adler. We embrace diversity of ancestry, family, identity, culture, and beliefs and seek a student body and faculty that reflect the pluralism and socio-economic diversity of metropolitan New York. We affirm both our differences and commonalities, and strive to balance individuality and community. In keeping with our progressive tradition, we are dedicated to increasing our students’ cultural literacy to help them understand multiple perspectives, and see the world beyond the self.
We expect members of our community to engage in open dialogue about living and learning in a diverse environment inside and outside the classroom. We see this work, with its creative tensions, as a catalyst for individual and collective growth. On a daily basis, we are committed to making this vision of a democratic, pluralistic, and progressive school a reality.
The Assistant Director of Human Resources is responsible for aligning the School’s objectives with employees through the management of various HR-related functions. The role serves as a consultant to divisional and departmental leadership on HR issues. The successful Assistant Director of Human Resources will act as an employee champion and change agent; assess and anticipate HR-related needs; and develop integrated solutions. This role is also responsible for the administration and execution of compliance and policy applications.
SCOPE OF INFLUENCE
Formulate partnerships across the Human Resources function to deliver value-added service to divisional and departmental leadership and employees that reflect the objectives of the School and its mission.
Partner with internal and external constituents
Maintain an effective level of organizational literacy about the divisional or departmental budgetary position, staffing plans, and culture.
Serve as a visible and vital member of the School community.
KEY RESPONSIBILITIES AND ACCOUNTABILITIES
Conduct regular meetings with respective constituents and provide HR guidance when needed.
Analyze trends and metrics in best practices Human Resources to develop solutions, programs, and policies.
Manage and resolve complex employee relations issues.
Conduct effective, thorough, and objective investigations into sensitive matters.
Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, legal risks, and regulatory compliance.
Provide performance management guidance to line management (coaching, counseling, career development, and disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provide policy guidance and interpretation.
Develop contract terms for new hires, promotions, and transfers.
Identify and implement training and coaching needs for individuals.
Evaluate and monitor the success of training and development programs, ensuring that training objectives are met.
Maintain in-depth knowledge of collective bargaining agreements within the School.
Develop and administer various plans and procedures for all employees.
Participate in developing department strategies, goals, objectives, and systems.
Implement and annually update compensation programs, reviewing position descriptions as necessary, and conducting annual salary surveys.
Develop, recommend, and implement employee policies and procedures.
Prepare and maintain the Employee Handbook on including an annual re-evaluation of policies and procedures.
Manage recruitment efforts including onboarding and offboarding.
Conduct new hire orientation and other workshops aiding in the professional development of employees.
Perform other incidental and related duties as required and assigned.
Bachelor’s degree in a related area of equivalent experience.
Minimum of 4-6 years of experience in Human Resources.
Proven track record of project management, handling multiple tasks with competing priorities, and the ability to handle a high-pressure environment.
Outstanding written and oral communication skills and the ability to collaborate with employees across multiple departments to develop strategies and execute programs.
Patience, empathy, trustworthiness, and decisiveness are necessary for success in this role.
Respect for confidentiality and appreciation of diversity in all of its forms is required.
Possessing a high degree of professionalism, stress tolerance, and ability to manage conflicts is needed.
The ability to serve as a calming, logical, and rational voice among key partners.
Exuding a high degree of energy, adaptability, innovation, creativity, and drive.
A commitment to collaborative work among the Human Resources team and other key stakeholders.
Demonstrated resourcefulness and self-reliance in working without constant supervision.
Professional in Human Resources certification is required.
A Masters degree in an HR-related field/discipline is strongly desired.
The initiative to study changing trends, analyze data, and present to various constituencies is highly desired.
Only complete applications will be reviewed. Applications will be reviewed as they are received, and the position will remain open until filled.
ECFS is an equal opportunity employer. Our goal is to be a diverse community of professionals that broadly reflects the people of the metropolitan New York City area, our students, and families. We aim to align our hiring process with our mission and institutional goals. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion or religious practices, sex, gender identity or expression, sexual orientation, citizenship status, national origin, age, ability status, military status, unemployment status or any other category protected by applicable local, state, or federal laws. ECFS takes affirmative action in support of its policy to employ and advance all qualified candidates.