Supervisor of Human Resources Recruitment

Applicants must be either permanent in the Administrative Manager civil service title or reachable on the current civil service exam #1195 list or be permanent in a comparable title eligible for 6.1.9 title change (e.g. Administrative Staff Analyst) or eligible for the 55-a program.
**** Please indicate your civil service status on your cover letter and / or resume.
The Office of the District Attorney, Bronx County (“BXDA”) is charged with the twin goals of ensuring public safety and striving for equal justice for the over 1.4 million members of the Bronx County community. By “Pursuing Justice with Integrity,” the BXDA places a focus on assistance for crime victims while simultaneously ensuring fairness to defendants. Moreover, the BXDA aims to balance the need to seek appropriate punishment for certain crimes while recognizing when punitive measures do not adequately advance justice. By recognizing these significant distinctions and acting accordingly, BXDA has established a standard of excellence in the representation of the Bronx community at large, which continues to grow stronger every day. In furtherance of this mission, the BXDA seeks a skilled and highly engaged Supervisor of Human Resources Recruitment.
Human Resources (HR) is an integral part of the Bronx District Attorney’s Office, playing a crucial role of shaping the agency culture, promoting career growth, driving strategic initiatives and ensuring the sustainability of the agency. The Supervisor of Human Resources Recruitment support the agency’s Human Resources functions including personnel services, classification, recruitment, civil service administration. The Supervisor of Human Resources Recruitment will provide professional recruitment expertise and support in the design, development, and management of the BXDA HR recruitment process. The Supervisor of HR Recruitment will supervise the recruitment and onboarding processes of all professional staff vacancies.
Job Responsibilities:
Specific duties include but not limited to the following:
- Assist the Director of Recruitment in proposing and implementing creative, low-cost or no-cost strategies to recruit prospective candidates in light of budget constraints, including the effective use of advertising, job sites, career fairs, professional networks, and other online platforms to identify and attract qualified candidates.
- Assist the Director of Recruitment and leadership team in assessing staffing needs and coordinating recruitment and hiring activities to ensure positions are filled expeditiously and in accordance with established policies and procedures.
- Work closely with hiring managers to support the development and execution of recruitment plans based upon established workforce plans, staffing needs, and agency policies.
- Assist in establishing and maintaining relationships with partner associations, community groups, educational institutions, professional organizations, and other potential sources of candidates to help build and maintain a pipeline of qualified applicants.
- Supervise, train, and provide guidance to recruitment staff under the direction of the Director of Recruitment. Set and monitor work priorities, productivity, and performance; assess the effectiveness of unit procedures and processes; and recommend and assist with implementing improvements.
- Ensure that recruitment staff respond to candidate inquiries in a timely, professional, courteous, and consistent manner and provide appropriate follow-up throughout the recruitment process.
- Assist the Director of Recruitment in preparing comprehensive management reports regarding the status of recruitment actions under the unit's purview, including the utilization of civil service titles and the status of positions that have been filled or remain vacant.
- Assist in evaluating recruitment and hiring processes to support the Agency's objectives and goals related to diversity, equal employment opportunity, and other employment initiatives.
- Assist the Director of Recruitment in managing and facilitating human resources operations, including, but not limited to, the Agency's hiring process, personnel transactions, civil service administration, recruitment activities, title classification, employment processing, background investigations, and related personnel matters.
- Monitor recruitment activities and provide the Director of Recruitment with updates, recommendations, and information regarding recruitment challenges, staffing needs, candidate pipelines, and opportunities to improve the efficiency and effectiveness of recruitment operations.
- Serve as a liaison between the Recruitment Unit, hiring managers, leadership, candidates, and other stakeholders to facilitate communication and ensure that recruitment activities are coordinated and completed in accordance with Agency policies and established timelines.
- Assist the Director of Recruitment in reviewing and verifying the accuracy of required civil service titles, salary information, position justifications, minimum qualifications, and appropriate coding to ensure compliance with established policies, procedures, and civil service requirements.
- Oversee and assist with the processing of civil service transactions, including DP-72 and DP-189 forms, ensuring that documentation is accurate, complete, and submitted in a timely manner.
- Assist the Director of Recruitment with special projects and initiatives, as assigned, and represent the Recruitment Unit at unit-level and citywide meetings as needed.
- Oversee and maintain the unit's recruitment tracker/database, ensuring that recruitment activity, vacancies, candidate status, hiring actions, and related information are accurately and consistently documented and updated.
- Hold weekly or bi-weekly staffing meetings with division leaderships who have vacancies to provide updates.
- Provide the Director of Recruitment with regular updates and reports regarding recruitment activity, pending actions, staffing needs, and other matters tracked within the unit's recruitment database.
ADM MANAGER-NON-MGRL FRM M1/M2 - 1002C

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.

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.