Senior Manager, Operations (Employee Relations & Talent Development )

Build your career while building NYC schools!

Job Description Summary

The Senior Manager, Employee Relations & Talent Development serves as a strategic human resources leader responsible for fostering a positive workplace culture, mitigating employee relations at risk, and advancing organizational talent strategies. This role oversees complex employee relations matters, workplace investigations, conflict resolution, performance management consultation, training and development initiatives, and the interpretation and development of HR policies and practices. Additionally, the role leads strategic initiatives designed to strengthen employee capabilities, enhance leadership effectiveness, build talent pipelines, and support succession planning.

Job Description

Responsibilities include:

• Plans, assigns, monitors, reviews and evaluates work performed by assigned staff. As a leader motivate staff and create environment where employees thrive.
• Makes recommendations regarding recruitment, hiring, promotion, reassignment and discipline of staff.
• Recommends policies and procedures related to their assigned area(s).
• Participates in making division, department, and organization-wide recommendations to the appropriate Director.
• Accountable for developing and implementing plans, programs, and projects for their area(s) of responsibility.
• Performs the duties of assigned staff when necessary.
• Performs related tasks as assigned.

Human Resources:

Employee Relations Leadership

Talent Development & Organizational Effectiveness

• Design and implement enterprise talent development strategies aligned with organizational goals.
• Establish and maintain leadership development programs for supervisors, managers, and emerging leaders.
• Develop and implement competency models, career pathways, and succession planning frameworks.
• Partner with department leaders to identify workforce capability gaps and create development plans.
• Develop, implement, and support mentoring, counseling, coaching, job shadowing, and cross-training initiatives to increase organizational capability and readiness.
• Monitor effectiveness of talent initiatives through measurable outcomes and key performance indicators.
• Support organizational change management efforts through targeted training and stakeholder engagement strategies.
• Partner with Talent Acquisition to align workforce planning and talent development strategies.
• Utilize workforce analytics and employee feedback data to identify trends and recommend improvements.

HR Policy Development, Review & Interpretation

• Lead the development, review, and revision of HR policies, procedures, and administrative guidelines to ensure alignment with organizational objectives, employment laws, regulatory requirements, and evolving workplace practices.
• Interpret and provide guidance on HR policies and procedures to promote consistent, equitable, and legally compliant application across the organization.
• Assess existing policies and practices to identify gaps, inconsistencies, and opportunities for improvement; recommend and implement revisions as needed.
• Provide guidance and consultation to executives, managers, and HR staff regarding policy application, interpretation, and implementation.
• Lead communication and change management efforts associated with new or revised HR policies to support organizational understanding and consistent implementation.

Minimum Qualifications

• Baccalaureate Degree.
• Ten years of full-time diverse experience in area of discipline; Five years experience must have been in supervisory or management capacity; or a satisfactory combination of education and experience.

Preferred Qualifications

• Baccalaureate Degree or higher in Human Resources Management, Labor Relations, Organizational Development, Industrial/Organizational Psychology, or related fields.
• Seven years of progressively responsible Human Resources experience.
• Five years leading complex employee relations programs and investigations.
• Thorough understanding of human resources and labor relations principles, practices, and procedures.
• Ability to compose and present comprehensive reports.
• Ability to develop and maintain positive relationships with employees, boards, officials, directors, and other stakeholders.
• Working understanding statistical concepts and methods of data collection.
• Demonstrated experience developing and implementing talent, leadership and succession planning initiatives.
• Expertise in handling complex, sensitive, and confidential workplace issues.
• Successfully leading and managing teams.
• SHRM-SCP, SPHR, Certified Employee Relations Professional
• Talent and/or Organizational Development certifications.

Civil Service Classification: Non-Competitive

Salary Range: $122,358 – $158,000

POSTING END DATE: 12/06/2026

Education

Baccalaureate

Certifications (if required)

Work Experience

Ten years of full time diverse experience in area of discipline; five years experience must have been in supervisory or management capacity; or a satisfactory combination of education and experience. Preference: Weighted consideration may be given to New York State Professional Engineers, Registered Architects or candidates with knowledge or experience in: government safety or construction standards; managing complex personnel and technological issues; working effectively on a wide range of subjects, including policy formulation, budgetary control, scheduling and making highly technical operations decisions; dispute resolution, management and communications skills.

We offer exceptional benefits including:

• Medical (100% employer paid for basic coverage available)
• Prescription Drug Options
• Dental & Vision Coverage
• NYC Qualified Pension Plan (QPP)
• Optional Retirement Savings Plans including 401K, 457 and IRA options
• Transit Check Program
• Public Loan Forgiveness Program
• Competitive Paid Time Off (PTO) Benefits

As part of our ongoing commitment to employee growth and development, the SCA’s Learning and Development (L&D) program offers a variety of valuable benefits. These include tuition reimbursement for continued education that is directly related to your current role, as well as access to a broad range of individual and organizational training opportunities. Trainings on leadership development, technical skill-building, compliance, personal and professional growth. These programs are designed to strengthen performance, boost engagement, and ensure our workforce is fully equipped to meet both current and future organizational goals.