Human Resources Director New York Operations

Position Summary: The Human Resources Director, New York Operations serves as the senior HR leader supporting PRD's New York operations. Working across multiple facilities, programs, and shifts, the Director partners closely with executive and operational leaders while remaining connected to the day-to-day employee experience. This role requires an experienced HR leader who can move comfortably between strategy and execution: advising executives, coaching managers, navigating complex employee relations matters, developing talent, strengthening HR practices, and being physically present where the work happens. The ideal candidate brings strong HR expertise, sound situational judgment, operational credibility, and the ability to build trust across a diverse workforce.

What You'll Do: Partner with Leaders & Operations Serve as the senior HR partner for New York operations. Advise executive and operational leaders on workforce, organizational, and people matters. Maintain a visible presence across facilities and shifts and translate operational realities into practical people strategies. Strengthen Managers & Leadership Capability Coach managers through complex people situations and strengthen their confidence as people leaders. Design and deliver practical manager training in performance management, feedback, documentation, conflict resolution, employee relations, interviewing, and employment practices. Identify leadership capability gaps and provide targeted coaching, tools, and development support. Lead Employee & Labor Relations Provide leadership on complex employee relations matters, investigations, corrective action, performance concerns, complaints, and workplace conflict. Apply policy and employment practices consistently while exercising appropriate judgment based on the facts and circumstances of each situation. Lead Talent & Workforce Effectiveness Partner with operations on workforce planning, recruiting, selection, onboarding, retention, succession, and talent needs. Use workforce trends and employee experience signals to identify emerging issues and opportunities. Ensure HR & Compliance Excellence Ensure HR practices comply with applicable employment requirements and organizational policies. Strengthen HR processes, documentation, reporting, controls, and effective use of ADP/HR systems. Partner with enterprise HR leadership and external counsel when appropriate. Build a Trusted HR Presence Create an HR function that employees and leaders experience as accessible, credible, responsive, fair, and accountable. Lead and develop local HR resources while maintaining strong coordination with enterprise HR.Knowledge, Skills & Abilities Deep HR knowledge: Strong command of employee relations, investigations, performance management, talent acquisition, workforce planning, HR operations, compliance, and manager development. New York employment experience: Demonstrated experience applying New York State and New York City employment requirements in day-to-day HR practice. Situational judgment: Ability to assess incomplete or competing information, ask the right questions, distinguish urgency from importance, evaluate organizational risk, and make sound recommendations. Operational acumen: Ability to understand how staffing, scheduling, leadership behavior, service delivery, employee experience, and operational performance intersect. Manager enablement: Demonstrated ability to coach and develop managers rather than simply taking employee issues away from them. Relationship credibility: Ability to earn trust with frontline employees, supervisors, senior leaders, and external partners while maintaining appropriate independence and confidentiality. Communication: Ability to navigate difficult conversations clearly, respectfully, and directly, including situations involving conflict, accountability, or competing perspectives. Execution: Strong follow-through, documentation, organization, and ability to manage multiple priorities across locations. Experience That Will Matter Here Ideal candidates will have significant HR leadership experience in one or more environments characterized by: Multi-site, field-based, or distributed operations. Frontline and hourly workforces. Operations spanning multiple shifts or nontraditional working hours. Human services, social services, behavioral health, healthcare, housing, community-based services, nonprofit services, or similarly people-intensive operations. High-volume employee relations and manager coaching. Regulated, publicly funded, contract-driven, or compliance-intensive environments. Workforces serving vulnerable or historically underserved populations. Organizations experiencing growth, professionalization, or significant operational change. Direct social-services experience is highly valued but is not an absolute requirement. Experience in healthcare, behavioral health, residential services, hospitality, transportation, or another complex frontline environment may provide the operating experience needed to succeed at PRD.Qualifications Bachelor's degree in Human Resources, Business, Organizational Leadership, or related field preferred. Approximately 10+ years of progressive Human Resources experience, including meaningful HR leadership responsibility. Demonstrated experience supporting multi-site or operational workforces. Significant employee relations and workplace investigation experience. Demonstrated experience coaching and developing managers. Experience leading or supervising HR professionals. Strong working knowledge of federal, New York State, and New York City employment practices. HRIS experience; ADP Workforce Now strongly preferred. SHRM-SCP, SPHR, or comparable senior HR certification preferred. The Environment You'll Need to Thrive In PRD is not a headquarters-only HR environment. Our employees and leaders work across facilities, programs, and shifts, serving people and communities with complex needs. The HR Director must be comfortable being present in those environments, listening before reaching conclusions, responding when circumstances change, and building credibility through consistency and follow-through. Some days will involve executive consultation and workforce planning. Others may involve visiting a facility, coaching a supervisor, addressing an employee concern, supporting an investigation, or helping resolve an immediate operational issue. Success requires someone who can move between those worlds without losing perspective, judgment, or connection to PRD's mission.

What Success Looks Like: Within the first year, the HR Director will have established credibility across New York operations; strengthened manager capability; improved consistency and quality in employee relations, recruiting, and HR practices; increased HR visibility across facilities and shifts; and built a stronger bridge between people, operations, and mission.