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Human Resources Manager, Employee Relations & Recruitment (NYGC)

The New York Genome Center (NYGC) is an independent, nonprofit, academic research organization dedicated to advancing genomic research. NYGC scientists and staff are furthering new approaches to diagnosing and treating neurological diseases and cancer through their unique capabilities in whole genome sequencing, RNA sequencing, state-of-the art analytics, and the development of genomic tools. NYGC concentrates specifically on disease-based research in the following areas: neuropsychiatric disease (autism, schizophrenia, bipolar); neurodegenerative disease (ALS, Alzheimer’s, Parkinson’s, Huntington’s), and cancer.
Located in Lower Manhattan, the New York Genome Center was founded by and remains closely affiliated with twelve leading academic medical centers and research universities in the New York region and beyond, engaging in research projects with and for these institutions. Essential to our collaborative work is an outstanding faculty, whose members typically hold a joint appointment at NYGC and a partner university. They support our scientific mission by conducting independent research in areas of mutual interest to us and the wider scientific community.
The New York Genome Center is a VEVRAA Federal Contractor. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, creed, color, gender, religion, national origin, sexual orientation, age, disability, genetic predisposition or carrier status, protected veteran or military status, domestic violence victim status, partnership status, caregiver status, alienage or citizenship status, marital status, or any other characteristic protected by applicable law. The New York Genome Center takes affirmative action in support of its policy to hire and advance in employment individuals who are minorities, women, protected veterans, and individuals with disabilities.
Position Description
Reporting to the Senior Human Resources Director, the Human Resources Manager is a generalist position with primary responsibility for employee relations, partnering with managers, and recruitment. The Human Resources Manager partners closely with organization leaders and serves as a trusted advisor to both managers and other employees. The incumbent will address and resolve complex employee relations matters, including issues related to job performance, interpersonal relations and career development. The Human Resources Manager also will lead the recruitment process for a wide variety of roles with a primary focus on candidate quality and a secondary focus on time to fill.
Key Responsibilities include, but are not limited to:
  • HR Partnering and Employee Relations
    • Develops and maintains effective relationships with key stakeholders within departments or operational units, serving as a trusted advisor to organization managers;
    • Maintains a thorough understanding of departmental priorities and identifies opportunities to enhance their capabilities through organizational effectiveness;
    • Identifies and responds to current and future human resources needs within departments, and develops and tailors HR programs and processes to address them;
    • Provides guidance and coaching to managers and other employees on people management and human resources topics, such as conflict resolution and the interpretation of organizational policies;
    • Conducts investigations and prepares written reports pursuant to complaints and allegations of employee wrongdoing;
    • Provides guidance on performance and behavioral concerns and corrective action, and partners with managers on creating development plans as needed;
    • Conducts new hire check-ins, stay interviews and exit interviews; and
    • Works with internal and external counsel, as needed, to address employee relations and regulatory issues.
  • Talent Acquisition
    • Builds relationships with hiring managers to understand current needs and objectives;
    • Defines job descriptions and develops and implements recruiting strategies that fit organization needs and budget considerations;
    • Develops talent pipelines through sourcing methods including internet research, networking, employee referrals, associations, and other sources; recommends new sources for active and passive candidate recruiting; develops a pool of diverse qualified candidates in advance of need;
    • Communicates regularly with hiring managers to establish rapport, provide status updates, and determine the effectiveness of recruiting plans and implementation;
    • Collects, analyzes and distributes feedback to candidates, hiring managers and recruiters throughout the recruitment process;
    • Supports and advises hiring managers to ensure effective onboarding and integration of new hires; and
    • Analyzes the effectiveness of the recruitment process and recommends continuous improvements.
  • HR Projects
    • Leads the execution of HR programs, processes, communications, and initiatives such as those related to employee culture, assessing training initiatives, or introducing employee service programs;
    • Leads and coordinates the periodic review and updating of all HR policies and SOPs; and
    • Works collaboratively with the HR team, managers and leaders to ensure coordination, communication and implementation of projects.
  • Other Responsibilities
    • Promotes compliance with all existing and upcoming federal, state and city laws and regulations related to HR;
    • Acts as a back-up for other HR staff, including for payroll and leave administration;
    • Actively contributes to and collaborates with other HR team members, sharing knowledge and practices that will help HR be more effective to the entire organization; and
    • Provides mentorship to other HR staff.
Requirements & Qualifications
  • Bachelor's degree in human resources or a related discipline required;
  • 8+ years of progressive human resources experience required, including:
    • 4+ years HR business partnering experience required, including supporting client areas, coaching managers and managing involuntary terminations;
    • 4+ years employee relations experience required, including managing investigations, handling attendance, behavior, and performance issues, and addressing conflict and interpersonal issues;
    • 6+ years recruitment experience required, including all facets of the recruitment and selection process such as candidate sourcing, diversity, applicant tracking systems and on-boarding;
    • Working knowledge of all human resource disciplines preferred, including compensation and benefits, diversity, performance management, policies, HRIS and analytics; and
    • Proven ability to develop and maintain trustworthy partnerships with managers and employees.
  • Demonstrated understanding of New York City, New York State and federal employment laws and regulations required;
  • Ability to handle extremely sensitive and confidential information with a high degree of professionalism required;
  • Ability to multi-task and manage competing priorities in a fast-paced environment required;
  • Strong interpersonal, communication, organizational, administrative and customer service skills required;
  • Proficiency with Microsoft Office Suite, applicant tracking systems (ATS) and human resource information systems (HRIS) required;
  • Excellent writing skills and a strong attention to detail required;
  • Experience in a scientific or academic organization highly preferred; and
  • PHR or SHRM-CP certification preferred.
  • Job Mastery - Knowledgeable of current role and technical skills, and the impact it has on the Center.
  • Continuous Learning – Strives to expand the depth and breadth of technical and professional skills.
  • Collaborative – Encourages participation from team members and works effectively with all levels.
  • Credible – Works with a high level of integrity.
  • Communicative – Actively listens to others and uses good judgement as to what to communicate to whom; provides feedback.
  • Focused – Utilizes efficient and effective processes.
  • Adaptable – Demonstrate flexibility with changing priorities.
  • Innovative – Develops new insights and pursues improvements.
  • Takes Ownership – Prioritizes tasks, manages time and delivers on commitments.
FLSA Status – Exempt
This position is not eligible for visa sponsorship or relocation assistance.
Click here to apply.