Who we are:  The Police Athletic League (PAL) of New York City is an independent youth development nonprofit organization and has been a vibrant and vital institution, serving as an effective, critical bridge between police and communities across all five boroughs of the City since 1914. PAL operates diverse programs for children as young as 2 years old to young adults. Programs include Head Start, after-school programs and summer day camps for elementary, middle and high school youth, and summer Playstreets. PAL also runs evening teen centers and college readiness programs, youth employment, and juvenile justice programs. Staying true to PAL’s roots, a cornerstone of our youth development strategy includes offering competitive and recreational sports for children of all ages.  At PAL, we’re devoted to empowering communities and building the best places to work, and that goes for our own teams too. 

 

Position Summary: 

Reporting to the Human Resources Director, the Human Resources Manager will play a pivotal role in fostering a supportive, efficient, and legally compliant work environment within our youth development organization. The HR Manager will oversee certain aspects of human resources practices and processes, including the development and implementation of talent management/human resources policies, plans and services, including recruitment, selection, legal compliance, compensation, employee relations, employment practices and procedures, and employee communications. The HR Manager will supervise 2-3 employees in the HR department.  

What you’ll do:  

Recruitment and Staffing: 

Work with recruiters to develop and implement recruitment strategies to attract and retain qualified candidates. 

Oversee the full recruitment cycle including job postings, screening, interviewing, and hiring processes. 

Ensure diversity and inclusion in hiring practices. 

Monitor and evaluate the “candidate experience,” using feedback to continually improve the recruitment process.  

Train and guide hiring managers and recruiters on best practices for candidate engagement and communication.  

Conduct market analysis to ensure competitive compensation structures. 

Employee Onboarding, Development, and Offboarding: 

Design and conduct onboarding programs to integrate new employees into the organization. 

Identify training needs and organize professional development programs to enhance employee skills and knowledge. 

Review, track, and document compliance with required training, continuing education, and work assessments to ensure all staff meet regulatory standards. 

Performance Management: 

Oversee performance evaluation systems to ensure consistent and fair appraisals. 

Provide guidance to supervisors on performance issues and improvement plans. 

Facilitate employee recognition programs to boost morale and productivity. 

Employee Relations: 

Serve as the resource for employee inquiries and concerns. 

Foster a positive work environment through conflict resolution, mediation, and counseling. 

Promote open communication and a culture of feedback within the organization. 

Provide comprehensive support in employee relations, performance management, progressive discipline, policy interpretation, and addressing employee grievances. 

 

Compliance and Policy Management: 

Ensure compliance with local, state, and federal employment laws and regulations. 

Develop, update, and implement HR policies and procedures. 

Conduct regular audits to ensure organizational practices adhere to legal and ethical standards. 

Ensure consistent adherence to company policies and procedures and compliance with relevant federal, state, and municipal laws. 

Stay current with trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.