Office Manager II or Sr. Office Manager, Human Resources

Overview

As a leader in advancing New York’s energy transition, the New York State Energy Research and Development Authority (NYSERDA) has remained a credible, objective and trusted partner in our State’s energy planning as well as deploying new and innovative technologies to expand New York’s economy. NYSERDA has worked for the past 50 years to protect the environment and help New Yorkers increase energy efficiency, lower energy costs and reduce reliance on fossil fuels.

NYSERDA engages with stakeholders including residents, business owners, developers, community leaders, local government officials, universities, utilities, investors, entrepreneurs, and more, to develop, invest, and foster conditions that:

• Attract the private sector capital investment needed to expand New York’s clean energy economy.
• Overcome barriers to using clean energy at a large-scale in New York.
• Enable New York’s communities and residents to benefit equitably in the clean energy transition.

The Sr. HR Office Manager/ Office Manager II serves as the operational "air traffic controller" for the HR function, coordinating schedules, meetings, communications, documentation, and administrative workflows so the HR Governance & Leadership Development and HR Operations & Experience teams run smoothly, predictably, and on time. This role blends HR knowledge with high-end project coordination and administrative execution, ensuring HR operations, governance, and leadership development workflows move from request to completion with speed and accuracy.

The Sr. HR Office Manager/ Office Manager II anticipates conflicts, tracks next steps through closure, maintains strong documentation discipline, and ensures the right information, materials, and people are in the right place at the right time. This position has extensive interaction with IT, Contracts/Procurement, Communications, Facilities, and Finance, and is trusted with sensitive information requiring discretion and sound judgment.

General responsibilities:

• Cadence, Scheduling, and Team Coordination
• Monitor and maintain HR team schedules (hybrid schedules, out-of-office coverage, key deadlines) to ensure continuity of support and predictable execution.
• Coordinate meetings end-to-end (scheduling, room/Teams logistics, agendas/pre-reads, attendee coordination) across both HR departments and cross-functional partners.
• Take meeting minutes/notes and distribute clear decisions, owners, due dates, and follow-ups; communicate reminders and ensure next steps close on time.
• Support Directors in monitoring and maintaining OKRs and team performance metrics, including cadence tracking, status rollups, and follow-through against commitments.
• Provide high-trust "managing up" support to HR leaders by anticipating needs, preparing materials, surfacing risks early, proactively closing loops, and ensuring leaders have what they need ahead of deadlines and meetings.
• Presentations, Drafting, and HR Communications
• Develop and format executive-ready PowerPoint presentations; compile inputs, build drafts, manage versions, and prepare final materials.
• Draft and coordinate HR communications (employee notices, program updates, reminders, event communications), ensuring alignment with HR leadership and Communications as needed.
• Maintain trackers for commitments, action items, approvals, and key deliverables; escalate risks and slippage proactively.
• HR Documentation, Governance, and Knowledge Management
• Support development, updates, and maintenance of Job Description s, HR policies, procedures, SOPs, templates, and other HR documentation across both departments.
• Coordinate review cycles, incorporate edits, and route documents for required stakeholder review/approval; maintain approvals and version control.
• Maintain "source of truth" storage, naming conventions, permissions, and file structure for HR documentation and shared work products.
• Perform all managerial and supervisory responsibilities with respect, fairness, consistency, and inclusion.

• Create and manage employee personnel files (digital and/or paper) with confidentiality and…