Senior Manager, Operations (Employee Relations & Talent Development )

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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

• Leads and facilitates the employee relations program and related functions. 
• Maintains, develops, recommends, and implements program objectives, policies, and procedures.
• Lead and manage complex employee relations matters, including workplace conflicts, policy violations, employee complaints, misconduct allegations, and performance concerns.
• Conduct or oversee impartial workplace investigations and ensure compliance with federal, state, and local employment laws.
• Coordinate and process employee termination and separation actions in accordance with established HR policies and procedures.
• Provide strategic consultation to executives and managers on employee relations issues, disciplinary actions, performance management, and employee engagement.
• Analyze employee relations trends and recommend proactive solutions to minimize organizational risk.
• Develop and implement employee relations programs that promote a respectful, equitable, and inclusive workplace.
• Ensure consistency in the application and interpretation of policies, procedures, collective bargaining agreements, and employment practices.
• Partner with Legal, Labor Relations, Equal Employment Opportunity (EEO), Compliance, and HR Business Partners on sensitive and high-risk matters.
• Prepare executive reports and presentations regarding employee relations, metrics, trends, and recommendations.

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.

It is the policy of the New York City School Construction Authority (NYCSCA) to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, veteran status, or any other characteristic protected by federal, state, or local law. In addition, the NYCSCA will provide reasonable accommodations for qualified individuals.

 

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.

 

The SCA is interested in qualified candidates who are eligible to work in the United States. The SCA is not able to sponsor or take over sponsorship of an employment Visa at this time.  We participate in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: https://www.e-verify.gov/employees