Review Vacancy
AgencyPeople With Developmental Disabilities, Office for
TitleAssociate Director Human Resources 1 Institution - Downstate
Occupational CategoryOther Professional Careers
Bargaining UnitM/C - Managerial/Confidential (Unrepresented)
Salary RangeFrom $97659 to $122388 Annually
Duties Description Plan, develop, direct, and evaluate the major human resources functional areas, including recruitment, examination, and placement; position classification and compensation; employee services; and labor relations program, of a facility and/or hospital, and collaborate with the cabinet level administrators of the facility in human resources policy formulation at the local level.
Associate Directors Human Resources (Institution) supervise professional and clerical staff in each of the functional areas in human resources management to ensure that a facility recruits and retains a competent workforce that is properly deployed and fully utilized to achieve its goals and objectives and that harmonious relations are maintained with employees and employee organizations.
The factors that determine the level of Associate Director Human Resources (Institution) classified are the number of employees at the facility and the number of facilities for which responsible, regardless of the aggregate size of those facilities. Therefore, positions are classified at Associate Director Human Resources 2 (Institution) level if they manage a single facility with more than 1,000 employees or manage multiple facilities.
DUTIES DESCRIPTON:
• The Associate Director of Human Resources Management 1 Institution serves as a key member of the District’s management team in formulating the overall personnel and labor relations policy. He or she is responsible for implementing such policy and directing all activities in these functional areas.
• Manages and directs all personnel functions including recruitment, retention, classification, staffing services, employee benefits administration, leave and attendance programs and item and authorization management.
• Implements and manages the District’s performance evaluations.
• Liaisons with operations to help develop a recruitment and retention strategy for all direct care, clinical and administrative positions.
• Oversees the employment clearances, including criminal background and Justice Center, Statewide Central Register, reference checks.
• Provides training on personnel and labor relations matters as needed.
• Provides continuous process review, streamlining and quality assurance on processes implemented.
• Manages policy development and implementation.
• Participates on management level committees, as needed.
• Assists with special projects and reports as needed.
• Ensures that appropriate information maintenance systems and processes are in place and that employees’ confidentiality and privacy are maintained.
• Implements goals and objectives of the HR program operations.
• Interacts with Counsel’s Office on matters involving employment law, lawsuits and other sensitive matters.
• Manages local employee and labor relations activities.
• Manages union and any labor relations issues that arise.
• Oversees all DDSO labor relations and labor management committees and policy development.
• Coordinates and oversees a very high volume and complex range of disciplinary activities, that include administering the administrative leave process, conducting interrogations, interviews, and/or investigations, as needed.
• Reviews all agency level grievances, a high percentage which are forwarded beyond first step. Ensures that decisions are consistent with the contract, civil service guideline, rules and regulations, local agreements and local policy and practices.
• Oversees monthly expedited and full arbitrations on behalf of the Director of Labor Management.
• Participates in meetings to discuss the reintegration of staff returning from Administrative Leaves.
• Maintains daily contact with CSEA and PEF leaders on matters that will impact any agreements or practices; pending labor relations issues; disciplinary cases and contract administration.
Minimum Qualifications Promotion: one year of service as a Human Resources Specialist 2 or Human Resources Specialist 2 (Labor Relations).
Transfer: Candidates must have one year of permanent competitive or 55-b/c status in the posted title and be eligible for lateral transfer; OR be eligible to transfer via Section 70.1, 70.4, or 52.6 of Civil Service Law. The transfer cannot be a second consecutive transfer resulting in an advancement of more than two salary grades.
To determine if your current Civil Service title is eligible for transfer to this title, visit the Career Mobility GOT-IT website: https://careermobilityoffice.cs.ny.gov/cmo/gotit/index.cfm.
Additional Comments • Posted Hiring Salary includes the sum of the statutory hiring rate for Grade 61 ($93,659) and Downstate Adjustment ($4,000). Downstate adjustment added to the job rate ($118,388).
• If you are currently a New York State employee serving in a permanent competitive qualifying title and eligible for a transfer via Section 70.1 or 52.6 of the Civil Service Law, you may be appointed to this title as a permanent competitive employee.
• Preference will be given to OPWDD employees impacted by closures. If you are being impacted by closure, please indicate this on your resume.
• All OPWDD employees must be eligible and maintain eligibility for full and unconditional participation in the Medicare and Medicaid programs. Continued employment will depend on maintaining eligibility.
• If you are employed by state government you may be able to receive loan forgiveness under the Public Service Loan Forgiveness Program (PSLF). The PSLF Program forgives the remaining balance on Direct Loans after 120 qualifying monthly payments have been made under a qualifying repayment plan while working full-time for a qualifying employer. For more information on PSLF, please visit www.studentAid.gov/publicservice.
• Employees on long term leave can bid on positions but must be able to report to work within fourteen (14) days and be able to perform the essential functions of their positions with or without reasonable accommodation (RA).
• If an employee or job applicant believes that they need a reasonable accommodation, they should contact the Reasonable Accommodation Unit at (518) 486-7222 or email accommodationrequests@opwdd.ny.gov to obtain information and RA forms.
• Savings programs such as the U.S. Savings Bond and the College Savings Plan.
• Voluntary pre-tax savings programs such as Health Care Spending Account and the Dependent Care Advantage Account offer employees options to pay for uncovered health care expenses or dependent care expenses.
• Access to the Employee Assistance Program (EAP) an assessment and referral service that connects employees with local service providers and support services to address their personal needs.
• Life insurance and Disability insurance.
• The New York State Deferred Compensation Plan is a voluntary retirement plan that offers employees the option to invest a part of their salaries for retirement on a tax-deferred basis.
• Paid Holidays and Leave:
° Thirteen (13) paid holidays each year.
° Thirteen (13) days of paid vacation leave initially.
° Five (5) days paid personal leave each year.
° Paid sick leave each year, which may carry over from year to year.
• Health Care Coverage:
Employees and their eligible dependents can choose from a variety of affordable health insurance programs. Employees are provided family dental and vision plans at no extra cost.
• Paid Parental Leave:
Paid Parental Leave allows eligible employees to take up to 12 weeks of paid leave at full pay for each qualifying event. A qualifying event is defined as the birth of a child or placement of a child for adoption or foster care.
• Retirement Program:
Participate in The NYS Employees’ Retirement System (ERS), which is recognized as one of the best-managed and best-funded public retirement systems in the nation.
• Professional Development and Education and Training:
NYS offers training programs and tuition assistance to eligible employees to maintain and increase their professional skills and prepare them for promotional opportunities. For more information, please visit https://oer.ny.gov/training-and-professional-development.
• Additionally, the Public Service Workshops Program (PSWP) offers certain professional training opportunities for PEF represented and M/C designated employees that may grant continuing education credits towards maintaining professional licensure. For more information, please visit https://oer.ny.gov/public-service-workshops-program-pswp.
• OPWDD is an Equal Opportunity/Affirmative Action employer dedicated to creating and sustaining a culture of inclusion. We believe that we are most effective in managing and improving our service system with a diverse team of employees. With such a large workforce, we rely on the collective individual differences, life experiences, knowledge, self-expression, ideas and talent that our employees bring to their work. This speaks to our culture and is a key part of our successes. As we continuously recruit people for our team, we welcome the unique contributions that applicants bring in terms of their education, culture, ethnicity, race, sex, gender identity and expression, nation of origin, age, languages spoken, veteran’s status, color, religion, disability, sexual orientation and beliefs.
***All people with disabilities are encouraged to apply.***
Some positions may require additional credentials or a background check to verify your identity.
Name NYS Office of People With Developmental Disabilities
Email Address LongIsland.HR@opwdd.ny.gov
Address
Notes on ApplyingAPPLICATION PROCEDURE:
Submit application and resume by 10/23/2025 to:
NYS Office for People With Developmental Disabilities
45 Mall Drive, Ste 1., Commack, NY 11725
Office: 631-326-4482
Fax: 631-493-1784
Email to:LongIsland.HR@opwdd.ny.gov.
Please reference the above EOA# 2025-099 Posting Number and title on all correspondence.