Human Resources Director

Human Resource Director
Human Resources
Rochester, NY or Syracuse, NY - Hybrid (Onsite + Remote)
Exempt, Full-Time 40 Hours
Compensation: $100,000 to $115,000/year

Put the CARE in your CAREER!

At CCSI, our mission is to activate possibilities and spark change in organizations that put people first. Our vision guides us all in the right direction: a world of communities where everyone flourishes. CCSI is a trusted partner to human-centered organizations. We work with government, education, and non-profit institutions to strengthen their day-to-day operations, build successful teams, plan for the future, and increase their impact. We help organizations rise so communities can flourish. If you’re looking for a career with purpose that creates lasting change in the community, we encourage you to apply.

We are seeking a talented Human Resource Director to join our team of nearly 500 employees. The Human Resources Director is a strategic and collaborative leader within the People and Culture Department, reporting to the Chief People and Culture Officer (CPCO). This role provides direction, guidance, and oversight to the Human Resources team while driving continuous improvement and operational excellence across CCSI’s HR service delivery. As part of a highly integrated and mission-driven department (including HR, DEIB, Learning and Development, and Trauma-Informed Practices) the Director actively partners across functions to advance initiatives that support employee wellbeing, engagement, and a deep sense of belonging and community. Guided by the mission to shape a culture of belonging by awakening growth, connectivity, wellbeing, and empowerment, and the vision to serve as a collaborative and strategic partner, the Director models a strong collaborative spirit, champions innovative and people-centered practices, and ensures that HR strategies translate into meaningful experiences that benefit employees and strengthen the organization’s impact.

The top priorities for this position:

• Partners with CPCO to develop strategic Human Resource operational plans that align with and support organizational priorities and leads HR team in executing the plans by managing projects and activities.
• Ensures the HR team creates a positive, people-focused, employee experience with responsive service and support, clear and accessible processes, and collaborative HR programs that enables CCSI to attract, engage, and retain top talent.
• Strategically evaluates and upgrades HR service delivery model and oversees optimization and deployment of employee services (from hire to retire) to support the changing needs of CCSI’s employees, in alignment with CCSI’s culture.

In this role, you will

Human Resources Leadership & Team Development

• Provide leadership, supervision, coaching, and professional development to the Senior Benefits and Wellness Program Manager, Human Resources Manager, and HR team members, with an emphasis on operational excellence, project management, customer service, and continuous improvement.
• Establish clear performance expectations, accountability measures, workplans, and priorities that support timely, accurate, compliant, and high-quality HR service delivery.
• Foster a collaborative, trauma-informed, equity-centered, values-aligned, and continuous learning culture within the HR team.
• Lead departmental planning, goal setting, project prioritization, resource allocation, and implementation follow-through in alignment with People and Culture and organizational priorities.
• Partner with the CPCO to translate People and Culture strategies into HR operational plans, team deliverables, timelines, metrics, and sustainable practices; manage HR team projects.

HR Operations, Service Delivery & Employee Experience

• Lead ongoing evaluation and enhancement of HR service delivery models and employee lifecycle processes, from recruitment and onboarding through development, retention, transition, and separation.
• Establish, oversee, and continuously improve HR operational procedures, workflows, Standard Operating Procedures, documentation practices, and service standards.
• Ensure HR records, documentation, systems, and data are accurate, compliant, current, secure, and accessible to support effective HR operations and decision-making.
• Identify and implement opportunities to streamline processes, improve efficiency, strengthen consistency, reduce risk, and enhance the quality and responsiveness of HR services.
• Oversee effective use of HR systems to support recruitment, onboarding, benefits, performance management, reporting, compliance, employee records, and employee self-service where applicable.
• Manage and monitor HR metrics, dashboards, operational performance indicators, and service delivery reports to identify trends, evaluate progress, inform decisions, and support accountability.

Talent Acquisition, Workforce Planning & Career Development

• Oversee recruitment operations and full-cycle hiring processes to ensure compliance, consistency, equity, efficiency, and alignment with best practices and program, department, and customer needs.
• Partner with HR leadership, hiring managers, program leaders, customer relationship managers, and other stakeholders to support workforce planning, staffing strategies, role design, classification, and talent acquisition priorities.
• Collaborate with Marketing and Communications to strengthen employer branding, recruitment outreach, candidate engagement, and employee retention efforts.
• Lead the development, implementation, and ongoing refinement of career lattice, career progression, and internal mobility frameworks that support employee growth, skills development, succession planning, and talent retention.
• Partner with Learning and Development and other People and Culture leaders to strengthen supervisor capability and employee development through tools, training, coaching, and consistent practices.

Employee Relations, Performance Management & Consultation

• Lead strategic HR advisor support for leaders, supervisors, customer relationship managers, program teams, and customers on a broad range of human resource matters.
• Provide direction and guidance to the HR team regarding employee relations, performance management, policy interpretation, documentation, organizational structure, classification, compensation, and employment practices.
• Conduct workplace investigations involving policy violations, employee concerns, or misconduct allegations; prepare findings and recommendations in accordance with organizational policy and applicable employment laws.
• Support conflict resolution, coaching, corrective action, workforce transitions, separations, and workplace problem-solving efforts that reinforce organizational values, culture, consistency, and compliance.
• Lead review, development, implementation, and communication of HR policies, procedures, and practices to ensure clarity, consistency, compliance, and alignment with organizational values.

Compensation, Benefits & Total Rewards

• Lead the development, administration, and continuous evaluation of compensation structures, salary grades, wage bands, and related practices to support internal equity, external competitiveness, compliance, and organizational sustainability.
• Provide oversight and strategic direction for benefits and wellness functions to ensure alignment with total rewards, employee wellbeing, compliance requirements, and organizational priorities.
• Provide consultative support related to payroll practices, compensation administration, wage and hour matters, job classification, and regulatory compliance.
• Use compensation, benefits, workforce, and market data to identify risks, recommend improvements, and support transparent and sustainable total rewards practices.

Compliance, Risk Management & Organizational Partnership

• Ensure compliance with federal, multi-state, and local employment laws, regulatory requirements, CCSI policies, customer requirements, and applicable employment-related standards.
• Partner with Learning and Development, Compliance, IT, and other departments to ensure required employee training programs are delivered, documented, monitored, and improved as needed.
• Coordinate responses to regulatory inquiries, unemployment hearings, audits, employment-related claims, and agency complaints, including documentation, case preparation, and follow-up.
• Serve as primary point of contact with legal counsel, liability insurance carriers, regulatory agencies, and other external partners as needed.
• Participate as a member of Catalyst Team and other organizational leadership groups to provide strategic HR insight, identify emerging risks, and support organization-wide priorities.
• Lead or contribute to cross-functional initiatives, workgroups, and committees that strengthen culture, engagement, belonging, compliance, employee experience, and organizational effectiveness; designate appropriate HR representation when needed.
• Lead HR-related change management efforts, including stakeholder engagement, communication, training coordination, implementation planning, and evaluation of new or revised practices, systems, policies, and processes.

Fulfill other responsibilities as assigned.

What you bring

• Bachelor’s degree in human resources, Business Administration or a related field and minimum 7 years progressive Human Resource management experience, or equivalent combination of education and experience. ( See CCSI's equivalency chart .)
• Experience streamlining HR processes is required.
• Experience working in a large, matrix-model organization (500+ FTEs) is preferred.
• Professional experience in staffing, business process outsourcing, management services, or HR / business consulting or outsourced/shared services is desired.
• Human Resource management experience in a not-for-profit or highly regulated environment preferred.
• SPHR or SHRM – SCP certification preferred.
• Experience with multi state HR regulations preferred.

Required for this position are:

• Satisfactory completion of required background screenings
• Valid NYS Driver’s License
• Position is hybrid. Must be able to travel between Rochester and/or Syracuse, NY several times each month and on occasion to other parts of Western, Central and Southern Tier region of NYS.
• Respect the confidential nature of all CCSI and CCSI customer information you are exposed to in the course of your work performance. Staff working directly with protected health information /electronically stored protected health information, personally identifiable information, and other patient/consumer/customer data, will abide by the specific procedures and policies outlined by CCSI’s Code of Conduct and CCSI’s Privacy and Security Policies, New York State regulations and Federal regulations.

At CCSI, you’ll enjoy

• Market-competitive compensation
• An award-winning Wellness@Work and employee benefits program.
• An organization that is committed to racial equity and anti-racist practices.
• Continuous professional development opportunities.
• A voice in shaping CCSI’s ever-evolving diverse company culture.

We Are CCSI !

For more than 30 years, CCSI has been a leading non-profit partner to government agencies, schools, and community-based organizations in the mental and behavioral health space. We aim to maximize these organizations’ potential to serve their communities by supporting their business operations and staffing needs. We dream of communities where everyone flourishes, and we are proud to help our customers move towards that goal.

At CCSI, you are not just part of a team, you are part of a community. You do not just fit in, you belong. We are proud of our steadfast commitment to equity, working diligently to remedy the impact of systems of racism and other forms of oppression to ensure that everyone in our employee community can flourish. We encourage applicants from diverse backgrounds to consider joining us.

CCSI does not accept inquiries from third-party recruiters or search agencies.

CCSI participates in E-Verify, a federal program that confirms the employment eligibility of all newly hired employees by comparing information provided on the Form I-9 with records from the U.S. Department of Homeland Security and the Social Security Administration.

Coordinated Care Services, Inc (CCSI) provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.