Director of Human Resources

Spectrum Health & Human Services Agency Profile: Spectrum Human Services respectfully partners with adults, children and families as they recover from behavioral, emotional, mental health and/or substance related disorders by offering individualized and meaningful opportunities of hope, empowerment and support to achieve self-defined improvements in their quality of life. Full-time: 227 Thorn Avenue, Orchard Park, NY SUMMARY OF POSITION FUNCTION: The Director of Human Resources is responsible for the day-to-day leadership, management, and administration of the agency's Human Resources function. Reporting to the Senior Vice President of People, Culture, and Compliance, this position oversees recruitment, employee relations, benefits administration, HR compliance, performance management, onboarding, training, HR systems, and personnel operations. The Director serves as the primary operational leader of the Human Resources department, ensuring effective delivery of HR services, consistent implementation of agency policies, and compliance with applicable employment laws and regulatory requirements. MAJOR DUTIES AND RESPONSIBILITIES: Human Resources Operations Directs the day-to-day operations of the Human Resources department. Oversees departmental workflow, priorities, and service delivery. Ensures HR practices are implemented consistently across all agency programs and departments. Implements strategic initiatives and departmental goals established by the Senior Vice President of Human Resources. Develops and maintains HR procedures that support efficient and effective operations. Recruitment, Onboarding, and Retention Directs agency-wide recruitment and hiring activities. Oversees job postings, applicant tracking, interviewing processes, and hiring workflows. Develops and implements recruitment strategies to address vacancies and workforce needs. Oversees employee onboarding and orientation programs. Partners with managers to improve retention and employee engagement efforts. Monitors recruitment metrics, vacancy rates, and time-to-fill data and recommends operational improvements. Employee Relations and Performance Management Serves as the primary HR resource for managers regarding employee relations, performance concerns, corrective action, investigations, workplace issues, and policy interpretation. Conducts or oversees workplace investigations and ensures appropriate resolution and documentation. Supports supervisors with performance management, employee coaching, corrective action, and disciplinary processes. Ensures employee relations matters are addressed consistently, fairly, and in compliance with agency policy and employment law. Tracks and analyzes employee relations trends and provides recommendations to the Senior Vice President. Compliance and Employment Administration Oversees personnel records, background checks, exclusion screenings, license verification, leave administration, accommodations, and workforce compliance requirements. Ensures compliance with employment laws, agency policies, accreditation standards, and regulatory requirements. Coordinates HR-related audits and regulatory reviews. Maintains required documentation and compliance tracking systems. Compensation, Benefits, and HRIS Administration Administers compensation and benefits programs in accordance with agency policies and approved strategies. Coordinates annual open enrollment and ongoing benefits administration. Maintains relationships with benefit providers, brokers, carriers, and vendors. Oversees HRIS administration, employee records, reporting, and system functionality. Collaborates with Payroll and Finance to ensure accurate employee data and workforce reporting. Training and Organizational Development Administers performance evaluation processes and systems. Coordinates required training, leadership development activities, and compliance-related education. Identifies training needs and works with leadership to develop workforce development initiatives. Monitors training completion and regulatory requirements. HR Reporting and Continuous Improvement Develops and maintains HR dashboards, reports, and workforce metrics. Analyzes operational trends involving recruitment, turnover, engagement, employee relations, training compliance, and workforce demographics. Recommends improvements to HR processes, systems, and service delivery. Supports strategic workforce initiatives through data collection and reporting. Department Supervision Directly supervises Human Resources staff. Establishes work priorities, performance expectations, and accountability measures. Supports staff development, coaching, and performance management. Fosters a responsive, service-oriented, and collaborative HR team. Note: This job description is not intended to be all-inclusive. Employee may perform other related duties as needed to meet the ongoing needs of the organization. SKILLS/COMPETENCIES: Proven experience as a strategic HR leader, with a deep understanding of HR functions, best practices, and workforce development within a mission-driven or human services environment. Strong analytical and problem-solving skills, with the ability to use data to inform decisions and advocate for organizational improvements. Excellent organizational and project management skills; able to balance long-term strategic initiatives with day-to-day operational responsibilities. A collaborative and team-oriented leader who inspires trust and builds positive working relationships across all levels of the organization. High ethical standards and professionalism, with a commitment to confidentiality and fairness. Outstanding communication skills, both verbal and written, and the ability to effectively convey complex information in a clear and approachable manner. A strong educator and mentor, fostering staff development and promoting a culture of continuous learning. Decisive, innovative, and adaptable, with the ability to navigate complex situations and support organizational change. Proficient in Microsoft Office Suite and HR technology platforms. A champion of diversity, equity, and inclusion, integrating these principles into all HR practices and fostering a respectful workplace. EDUCATION REQUIREMENTS: Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related field preferred. Professional HR certifications (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. EXPERIENCE: A minimum of 5 years of progressively responsible HR leadership experience, including experience in a senior HR role managing diverse HR functions. Experience in a human services or not-for-profit organization preferred. Must possess a valid New York state Driver’s License with an acceptable driving record COMPENSATION: $69,000/yr - $87,000/yr