Associate Director of HR

The Associate Director of Human Resources provides senior-level operational leadership for the HR department of one of the most visible and historied not-for-profit theaters in the country. This position will work directly with the employees of The Public Theater, translating departmental strategy into effective daily practices and ensuring continuity across employee services, compliance, payroll, benefits, and employee relations. The role manages complex operational workflows and employee matters, supervises specialized managers, and partners closely with the Senior Director on labor-management questions and organizational priorities. This position combines experienced HR judgment with hands-on administration in a dynamic, unionized, live-performance based environment. This position is part of a broader restructuring of the Human Resources department, consolidating responsibilities previously held by vacant and part-time positions into a single, more senior role. The new structure is intended to strengthen operational oversight, improve efficiency, and provide the level of HR expertise needed to support the organization’s increasingly complex workforce needs, while making more effective use of existing staffing resources. Reports to: Senior Director of Human Resources Key Responsibilities HR Operations & Department Leadership Manage day-to-day HR operations, coordinate priorities and ensure timely, consistent service across employee populations. Supervise and support the functional Managers (Payroll Manager; Manager, Benefits & Safety; Senior Manager, Workforce Development and Organizational Talent) in the department while preserving their ownership of specialized programs. Identify workflow gaps, improve standard operating procedures, strengthen internal controls and coordinate implementation of HR policies. Provide operational continuity and escalate significant legal, labor, financial or reputational risks to the Senior Director. Act as cover to the Payroll department as required. . Employee Relations & Labor Relations Independently advise managers on day-to-day employee relations, performance concerns, and issue resolution. Conduct or coordinate employee relations investigations, including documentation, findings and recommended follow-up, with appropriate escalation of sensitive or high-risk matters. Respond to labor-management questions, support interpretation and application of collective bargaining agreements, and liaise with union representatives as needed. Partner with the Senior Director on complex cases, precedent-setting contract questions and organizational risk mitigation. . HRIS, Data & Operational Reporting Oversee HRIS-related operational workflows, employee data quality and recurring reporting needs in collaboration with the Payroll Manager, the department’s ADP subject-matter expert. Produce and analyze workforce data, employee lists and management reports to support decision-making, compliance and operational planning. Manage high-volume unemployment insurance claims and employer responses associated with short-term, seasonal and production-based employment. Coordinate data-intensive administrative projects and improvements to information-sharing and documentation practices. . Cross-Functional Partnership & Compliance Partner with Finance, Production, Operations and department leaders to resolve cross-functional HR issues and align processes. Support implementation of employment policies, required documentation and compliance procedures; monitor gaps and escalate issues appropriately. Support employee onboarding workflows and coordination across departments, partnering with existing specialists on benefits, production onboarding and technical employee records. Coordinate essential departmental meetings, scheduling and administrative follow-through, while developing efficient, sustainable shared processes rather than relying on extensive executive calendar support. . Performance Management and Employee Engagement Manage operational administration of the performance management process, including cycle timelines, system configuration coordination and user support. Develop employee and manager communications, training materials, standard operating procedures and platform guidance. Coordinate training sessions, monitor completion and data quality, and identify process improvements. . Experience & Qualifications 7+ years of substantial progressive professional HR Generalist experience, including direct employee relations work and investigations. Demonstrated ability to manage complex HR operations, sensitive information and competing deadlines. Working knowledge of employment law, HRIS/data reporting and performance management systems; experience with a unionized workplace strongly preferred. Strong supervisory, communication, analytical and process-improvement skills. Comfort with both strategic problem-solving and hands-on administrative responsibilities. Spanish language ability strongly preferred, but not required. Compensation and Work Arrangement This is a full-time, exempt position under the Fair Labor Standards Act. Minimum salary: $105k. The Public Theater offers a robust slate of benefits for full-time employees, which currently include: A range of excellent health, dental, and vision insurance coverage options Employee Assistance Program and Work-Life Services Flexible paid time off One paid “day of service” each year Flexible work arrangements Commuter benefits for parking and transit Flexible spending accounts for healthcare Pension 403(b) Retirement Savings Plan Life and disability coverage Discounted gym memberships Free and discounted theater tickets This is an onsite position, and the administrative hours of the department are 10am-6pm M-F. Specific scheduling needs can be discussed during the interview process. The Public is committed to creating a diverse and inclusive environment and is proud to be an equal opportunity employer. Applicants from populations underrepresented in the theater field are strongly encouraged to apply. All qualified applications will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, familial status, sexual orientation, national origin, ability, age, or veteran status.