Head of HR Business Operations

Human Resources Director
New York Operations
On-site and field-based across PRD's NYC facilities and operating shifts

Enterprise HR Partnership
Head of Human Resources

About Project ReDirect
Project ReDirect (PRD) is a mission-driven organization dedicated to helping individuals successfully transition to stable, productive lives through housing, employment, supportive services, and community partnerships. We are strengthening our Human Resources function to ensure leaders and employees have the support, systems, and leadership capability needed to deliver PRD's mission.

The Human Resources Director, New York Operations serves as the senior HR leader supporting PRD's New York operations. Working across multiple facilities, programs, and shifts, the Director partners closely with executive and operational leaders while remaining connected to the day-to-day employee experience.

This role requires an experienced HR leader who can move comfortably between strategy and execution: advising executives, coaching managers, navigating complex employee relations matters, developing talent, strengthening HR practices, and being physically present where the work happens. The ideal candidate brings strong HR expertise, sound situational judgment, operational credibility, and the ability to build trust across a diverse workforce.

Partner with Leaders & Operations
Serve as the senior HR partner for New York operations.
Maintain a visible presence across facilities and shifts and translate operational realities into practical people strategies.

Design and deliver practical manager training in performance management, feedback, documentation, conflict resolution, employee relations, interviewing, and employment practices.
Identify leadership capability gaps and provide targeted coaching, tools, and development support.

Lead Employee & Labor Relations
Provide leadership on complex employee relations matters, investigations, corrective action, performance concerns, complaints, and workplace conflict.
Apply policy and employment practices consistently while exercising appropriate judgment based on the facts and circumstances of each situation.

Partner with operations on workforce planning, recruiting, selection, onboarding, retention, succession, and talent needs.
Ensure HR & Compliance Excellence
Ensure HR practices comply with applicable employment requirements and organizational policies.
Strengthen HR processes, documentation, reporting, controls, and effective use of ADP/HR systems.
Partner with enterprise HR leadership and external counsel when appropriate.

Build a Trusted HR Presence
Create an HR function that employees and leaders experience as accessible, credible, responsive, fair, and accountable.
Lead and develop local HR resources while maintaining strong coordination with enterprise HR.

Deep HR knowledge: Strong command of employee relations, investigations, performance management, talent acquisition, workforce planning, HR operations, compliance, and manager development.
Demonstrated experience applying New York State and New York City employment requirements in day-to-day HR practice.
Ability to assess incomplete or competing information, ask the right questions, distinguish urgency from importance, evaluate organizational risk, and make sound recommendations.
Ability to understand how staffing, scheduling, leadership behavior, service delivery, employee experience, and operational performance intersect.
Ability to earn trust with frontline employees, supervisors, senior leaders, and external partners while maintaining appropriate independence and confidentiality.
Strong follow-through, documentation, organization, and ability to manage multiple priorities across locations.

Ideal candidates will have significant HR leadership experience in one or more environments characterized by:

Multi-site, field-based, or distributed operations.
Frontline and hourly workforces.
Operations spanning multiple shifts or nontraditional working hours.
Human services, social services, behavioral health, healthcare, housing, community-based services, nonprofit services, or similarly people-intensive operations.
High-volume employee relations and manager coaching.
Regulated, publicly funded, contract-driven, or compliance-intensive environments.
Workforces serving vulnerable or historically underserved populations.
Direct social-services experience is highly valued but is not an absolute requirement. Bachelor's degree in Human Resources, Business, Organizational Leadership, or related field preferred.
Approximately 10+ years of progressive Human Resources experience, including meaningful HR leadership responsibility.
Demonstrated experience supporting multi-site or operational workforces.
Significant employee relations and workplace investigation experience.
Demonstrated experience coaching and developing managers.
Experience leading or supervising HR professionals.
HRIS experience; SHRM-SCP, SPHR, or comparable senior HR certification preferred.

PRD is not a headquarters-only HR environment. Our employees and leaders work across facilities, programs, and shifts, serving people and communities with complex needs. The HR Director must be comfortable being present in those environments, listening before reaching conclusions, responding when circumstances change, and building credibility through consistency and follow-through.

Some days will involve executive consultation and workforce planning. Others may involve visiting a facility, coaching a supervisor, addressing an employee concern, supporting an investigation, or helping resolve an immediate operational issue. Within the first year, the HR Director will have established credibility across New York operations; strengthened manager capability; improved consistency and quality in employee relations, recruiting, and HR practices; increased HR visibility across facilities and shifts; and built a stronger bridge between people, operations, and mission.

#J-18808-Ljbffr Project Redirect