Director of Human Resources

Finger Lakes Community Health•City of Geneva, NY

5d•$90,000 - $110,000•Hybrid

About The Position

Finger Lakes Community Health (FLCH) was founded in 1989 with an original mission of serving the region's agricultural workers by linking individuals to area resources and providing essential health services. In 2009 the organization expanded to become a Federally Qualified Health Center (FQHC), serving patients of all incomes, ethnicities and walks of life. Over the last decade, FLCH has grown to provide medical, dental, and behavioral health services to over 28,000 patients at eight health centers. With over 200 employees, we strive to provide high-quality and innovative health care services to the Finger Lakes Region. This position will be based out of our Geneva, NY facility, with the option for a hybrid remote/onsite arrangement.

Requirements

Bachelor’s degree in human resources, business administration, or related field is required.
10+ years in human resources required.
Track record of transitioning from a contributor to senior-leadership roles in project management or program coordination required.
A valid government-issued photo identification document is required.
A valid New York State driver’s license in compliance with FLCH driver’s policy is required.
Current New York State automobile insurance in compliance with FLCH underwriting agreement is required. Policy limits should reflect $100,000/$300,000/$100,000 coverage.
Knowledge of budgeting, financial forecasting, and labor cost management related to wages and benefits.

Nice To Haves

Master’s degree in human resources, business administration, or related field is preferred.
PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.
Experience in healthcare or non-profit environments preferred.

Responsibilities

Serve as a strategic advisor to the Chief Executive Officer and executive leadership team on workforce, organizational culture, and related matters
Translate organizational priorities into HR strategies, initiatives, and performance expectations.
Provide oversight of workforce planning, staffing models, and labor utilization to align workforce capacity with operational and financial goals.
Use workforce data and analytics, in partnership with Finance, to monitor staffing trends, productivity, and benefit costs to support forecasting and long-term sustainability.
Lead the development and governance of compensation structures, salary ranges, and pay equity initiatives.
Oversee the organization’s self-funded health plan, including cost trends, utilization patterns, vendor performance, and risk management strategies, in partnership with Finance and plan administrators.
Participate actively in final decision-making related to compensation and benefits while ensuring competitiveness and compliance.
Provide executive oversight of employee relations and workforce experience functions through delegation to HR leadership roles.
Review trends related to employee concerns, investigations, leave utilization, and workplace climate.
Ensure employee relations strategies promote fairness, consistency, and alignment with organizational values.
Share responsibility with Finance for development, monitoring, and management of the HR department budget.
Oversee HR operating expenses, including consulting services, training programs, and HR systems.
Assess the cost-effectiveness of HR initiatives and investments to support alignment with organizational priorities and responsible resource use.
Oversee organizational development, leadership training, engagement, and change management initiatives.
Partner with the Organizational Development Manager to strengthen leadership capability, performance management systems, and culture-building efforts.
Ensure engagement, training, and development strategies support retention, succession planning, and organizational effectiveness.
Provide coaching and strategic support to leaders on workforce management, organizational structure, and change management.
Ensure HR compliance with federal, state, and local employment laws, and regulatory requirements, including Health Resources and Services Administration (HRSA) and Occupational Safety and Health Administration (OSHA).
Oversee the development, implementation, and consistent application of HR policies and procedures.
Serve as the final escalation point for complex or sensitive HR matters, providing governance-level guidance and risk-informed decision-making.
Monitor organizational risk related to employment practices, workforce trends, and compliance indicators.
Provide leadership for HR audit, regulatory review, and compliance monitoring activities.
Provide oversight of HR operations, benefits administration, and HRIS functionality.
Ensure HR systems support accurate reporting, compliance, and workforce analytics
Review HR metrics and analytics to assess workforce trends, identify risks, and guide improvement efforts.
Supervise the performance of human resources staff, including conducting evaluations, auditing data entry, providing counseling, training, and administering disciplinary actions as needed.
Ensure staff are trained and performing in alignment with departmental standards.
Foster a collaborative and supportive culture that promotes communication, accountability, and continuous improvement.
Perform other related duties as assigned by the supervisor.