Chief Human Resources Officer

NYCSBUS (New York City School Bus Umbrella Services Inc.) is a newly formed not-for-profit corporation that provides school bus transportation services to New York City public and private school students, the majority of whom have Individual Education Plans. It operates approximately 800 school bus routes with a staff of approximately 1,800 people from six locations with a budget of $190 million. NYCSBUS’s goal is to radically improve student bus transportation by innovating in all areas and by providing unprecedented transparency in bus operations to school districts that outsource this service.

Reporting to the Chief Executive Officer, the Chief Human Resources Officer is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the NYCSBUS Leadership team.

HR Supervisory Responsibilities

• Provide daily operational oversight of the Human Resources team and function
• Recruit, interview, hire, and train new HR members 
• Oversee the daily workflow of the HR department.

Primary Responsibilities

Strategic Leadership & Business Partnering:

• Develop and implement a forward-thinking HR strategy aligned with NYCSBUS's mission and strategic vision.
• Provide HR leadership to the NYCSBUS Leadership Team, ensuring alignment between business needs and workforce strategies.
• Identify emerging trends, laws, and best practices in labor relations, ensuring the company stays proactive and compliant.

Labor Relations & Union Management:

• Establish and maintain constructive relationships with union leaders to foster a cooperative work environment.
• Lead collective bargaining negotiations, grievance resolutions, and arbitration processes.
• Ensure compliance with labor laws, collective agreements, and policies.
• Mitigate potential labor disputes while maintaining a balance between employee and organizational needs.

Organizational Development & Culture:

• Design talent management programs, including recruitment, retention, succession planning, and leadership development.
• Lead efforts to drive employee engagement, performance, and well-being.
• Champion change management initiatives to support business transformation and workforce adaptation.
• Promote diversity, equity, and inclusion (DEI) initiatives across the organization.

Compliance & Risk Management:

• Oversee compliance with local, state, and federal employment laws and regulations.
• Implement policies, procedures, and systems to reduce HR-related risks.
• Oversee the timely and accurate processing and reporting of employee payroll.
• Monitor workforce metrics and HR analytics to guide decision-making and continuous improvement

Key Success Measures

The Chief Human Resources Officer will know that he or she is successful based on the following measures

• NYCSBUS maintains a roster of qualified staff necessary to satisfy its customer requirements for bus staffing.
• NYCSBUS is rated a highly desirable place to work by outside rating organizations.
• NYCSBUS reduces and controls its cost of payroll and HR services while minimizing complaints from staff and union concerns.
• Client departments acknowledge the company’s HR department as a helpful ally in achieving NYCSBUS’s goals.

Education and/or Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Minimum of 5 years’ experience in an executive Human Resources function for a company with unionized, blue collar workers in a regulated environment
• HR Certification (PHR, SPHR, SHRM-CP or SHRM-SCP) is required.

Qualifications

• Excellent verbal and written communication skills. 
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Google productivity applications or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.