Director of Human Resources (HYBRID)

Care Compass Network•City of Binghamton, NY

9d•$101,395 - $122,345•Hybrid

About The Position

The Director of Human Resources provides strategic leadership for Care Compass’s human resource function, developing a scalable HR infrastructure, and fostering a culture that attracts, develops, and retains exceptional talent. This role partners with executive leadership in a high paced innovative work environment while also serving as a trusted HR advisor to community agencies. The Director of Human Resources reports directly to the Executive Director. Care Compass is a growing organization operating in an innovative space of upstate New York’s dynamic healthcare environment. The successful candidate will be energized by building new programs, developing new processes, improving existing workflows, and adapting quickly as organizational priorities and programs evolve. This role is best suited for someone who enjoys creating structure for new programs (e.g., where it does not yet exist), is able to quickly pivot and change direction, and partners with leadership to shape the future of the organization.

Requirements

A bachelor’s degree in human resources, labor relations, organizational development, business or related area; relevant work experience may be a substitute
3-5 years experience as HR Manager
Expert in labor laws set by governing authorities and organizations.
In-depth knowledge of HR best practices.
Excellent active listening, negotiation, and presentation skills
Ability to foster healthy employee relations
Demonstrable experience with Human Resources metrics
Knowledge of HR systems and databases
Ability to architect strategy along with leadership skills
Competence to build and effectively manage interpersonal relationships at all levels of the company
Effective verbal and written communication skills
Demonstrated proficiency in the Microsoft Office suite
Facilitation of meetings either in person or via virtual platforms such as Zoom

Nice To Haves

Professional in Human Resources (PHR) certification preferred but not required.
Progressive experience in a variety of HR roles.

Responsibilities

Develop and execute the organization’s human resource strategy in alignment with Care Compass’ strategic plan.
Serve as a trusted advisor to the CEO and senior leadership team on workforce planning, organizational effectiveness, succession planning, compensation strategy, and long-term talent development.
Anticipate emerging organizational needs and proactively develop HR strategies, policies, and processes that support a rapidly evolving organization.
Develop the capabilities of supervisors and managers through coaching, mentoring, performance management, leadership development, and management training.
Foster a culture of accountability, continuous improvement, adaptability, and employee engagement while helping leaders successfully navigate organizational growth and change.
Provide strategic oversight of recruitment, onboarding, retention, career development, succession planning, and performance management.
Evaluate workforce trends and develop staffing models that support sustainable organizational growth while balancing executive, management, and staff resources.
Design and implement scalable recruitment, onboarding, and talent management processes as organizational needs evolve.
Provide oversight for all HR functions, including employee relations, compensation, benefits administration, policy development, labor law compliance, leave administration, investigations, and performance management.
Establish, refine, and continuously improve HR workflows, policies, and operational procedures to support organizational growth while maintaining compliance and operational excellence.
Serve as Care Compass’ regional subject matter expert for HR by supporting partner organizations, participating in statewide workgroups, presenting at regional forums, and developing HR toolkits, templates, and best practices that strengthen workforce capacity throughout the Southern Tier.
Promote innovation and thought leadership by identifying emerging workforce trends and translating them into practical solutions.
Develop and utilize workforce metrics to monitor employee engagement, turnover, recruitment effectiveness, staffing ratios, leadership development, and organizational performance.
Use workforce analytics to evaluate organizational effectiveness, identify opportunities for improvement, and recommend strategic adjustments that support long-term sustainability and changing business priorities.
Partner with senior leadership, Compliance, Finance, IT, and operational leaders to support enterprise initiatives, grant implementation, organizational change, workforce development, and strategic priorities.
Operate with flexibility in a dynamic environment where priorities may shift rapidly, demonstrating sound judgment, initiative, and the ability to develop new processes or solutions when existing frameworks do not exist.