ASSISTANT DIRECTOR, SALARY ADMINISTRATION - NYC Department of Social Services : Job Details

Human Resources Solutions (HRS) support the human resources needs of the Department of Social Services, the Human Resources Administration, and the Department of Homeless Services through strategic partnership and collaboration, with the goal of creating an inclusive, motivated, and client-centered workforce.With wide latitude for independent initiative and judgment, functions as the Assistant Director, Salary Administration by managing staff responsible for calculating and monitoring all salary changes for the Agency's 14,500+ employee population and performs Salary Administration activities in accordance with the Collective Bargaining Agreement and the Managerial Pay Plan.Human Resources Solutions (HRS) is recruiting for one (1) Deputy Director Labor Relations DSS MI to function as an Assistant Director, Salary Administration, who will:

Audit salary adjustments by reviewing the salary history of employees in accordance with the collective bargaining agreements of the unions and by administering and interpreting the Office of Labor Relations (OLR) orders and analyses of union contracts and personnel orders to ensure accuracy in authorizing data entry into the New York City Automated Personnel System (NYCAPS) and the Payroll Management System (PMS) for payments.

Review and recommend managerial salary offers for Program Areas to ensure fairness and equity by using the agency's Managerial Quartile Report and Comprehensive Personnel System (CPS) actions; calculate and monitor Managerial salary changes to ensure accuracy.

Manage the review/audit of employees' city/agency start dates and Time in City Service (TICS) adjustments to ensure employees' time and leave accruals are posted accurately.

Coordinate and review the Salary Contract Specialists recommendations on all personnel action requests via the Comprehensive Personnel System (CPS).

Communicate with the Office of Payroll Administration (OPA) and OLR and interpret over 50 union contracts, and provide staff training on matters regarding grievance determinations, assignment differentials, equity and longevity payments.

Stay abreast of all existing salary ranges for each Civil Service title, bargaining unit, and their appropriate title jurisdiction (i.e. managerial versus non-managerial, open-competitive or non-competitive etc.). Engage in market research to acquire data on compensation practices and competitive salary rates for hard-to-recruit titles.

Communicate with all Human Resources Business Partners (HRBPs), providing them with information regarding salary decisions for salary offers to candidates.

Review and respond to payroll complaints and assist in the implementation of salary adjustments for employees covered under the Managerial Pay Plan. Develop and maintain an access database to track the processing of each managerial action. Provide recommendations for reducing or eliminating tracking errors.

Work with the Personnel Action Request (PAR) Unit to track managerial actions pending Office of Management & Budget (OMB) approval and/or City Hall vetting.

Prepare statistical reports to keep HCM's Executive Deputy Commissioner and HRS' Deputy Commissioner informed on the status of each managerial action.

Hours/Schedule: 9:00 AM to 5:00 PMMinimum Qualifications

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a closely related field, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area. 18 months of this experience must have been in an executive, managerial, administrative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or2. A baccalaureate degree from an accredited college and four years of professional experience in the areas described in 1 above, including the 18 months of executive, managerial, administrative or supervisory experience, as described in 1 above.

Preferred Skills

Proficient in Word, Excel, PowerPoint presentations abilities. Excellent analytical and organizational skills. Excellent written, verbal, and interpersonal communication skills. Strong experience in preparing comprehensive qualitative and quantitative analytical reports.

Public Service Loan Forgiveness

As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education's website at

Residency Requirement

New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with the agency representative at the time of interview.

Additional Information

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.

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