Director of Administration

Director of Administration

The Office of Labor Relations (OLR) represents the Mayor in the conduct of all labor relations between the City of New York and labor unions representing employees of the City. The Commissioner serves on behalf of the Mayor as the City's liaison with both labor and management in the private sector. The office is authorized by Executive Order 38 (February 7, 1967), amended by Executive Order 13 (July 24, 1990). Additionally, OLR administers the Health Benefits Program, Management Benefits Fund, Employee Assistance Program, Work Well NYC, Medicare Part B Reimbursement and Pre-Tax Benefits & Citywide Programs including the Deferred Compensation Plan and NYCE IRA. In addition to negotiating collective bargaining agreements, OLR serves as a resource to agencies with regard to workforce labor issues and works with the Municipal Labor Committee (MLC) to pursue innovations in a variety of areas, particularly regarding City health insurance programs. The staff at OLR assist their fellow agencies in handling personnel and payroll issues, conducting labor-management meetings, representing the City at representation hearings, and handling all employee grievances and arbitration matters while also negotiating collective bargaining agreements with the City's 149 bargaining units.

The office of Labor Relations Administration Division is seeking to hire Associate Labor Relations Analyst, reporting directly to the Assistant Commissioner of Administration and Employee Development. The Associate Labor Relations Analyst will be responsible for the following : Implement Personnel Actions for new hires, rehires, transfers from other agencies, and current employees in compliance with citywide requirements and DOI policies utilizing City HRIS system, such as NYCAPS, PMS, PRISE, Pi and CHRMS. Perform human resources management and personnel, activities involving responsibility for the interpretation and application of civil service rules, laws and policies and oversight of the agency's pre audit hiring and post audit promotions / salary adjustments plans. Administering civil service hiring pools based on the agency's needs while adhering to civil service hiring rules and ensuring all list actions appointments are completed within the prescribed DCAS timeframe. Review new hire and salary adjustments / promotions by evaluating and analyzing justification memos; prepares recommendations and requests for employee terminations; approve salary adjustments - Authorized new appointments, promotions, civil service pick up and transfers and reinstatement in NYCAPS with approval of Assistant Commissioner of Administration. Works closely with Assistant Commissioner of Administration on DCAS personnel on job analysis for civil service examinations - Work closely with the Equal Employment Opportunity (EEO) team on various EEO matters. Liaison for OLR on ensuring that staff meet COIB filing and deadlines. Work closely with OMB on OLR personnel actions - Prepares, process, review and approve employee personnel transactions and job vacancy notices using NYCAPS. Handle ePerformance roll-out and Absence Control Program for the agency. Ensure prompt evaluation, review and response to all employees' concerns and inquiries. Work closely with the timekeeper, payroll, and human resources staff. Monitor the entire agency weekly time-sheets, adjust, and re-approving timesheets which may require corrective actions; approving pay and leave events, creating and assigning employees' schedules, overriding existing schedules, when necessary. Prepare and review Payroll, Pay Cal, FMLA, PFL reports to ensure that the information is accurate and complete. Process and review Workers Compensation documents for OLR employees. Attend meetings with Senior staff and on behalf of the agency. Process retros, lump sum payments, collective bargaining etc. Prepare presentations for the agency on human resources matters.

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.