Human Resources Manager

Coordinated Care Services, Inc.; City of Rochester (NY); On-site; USD 65,000 - 75,000; Part time

Job summary

Coordinated Care Services, Inc. is seeking an Human Resources Manager to serve as a strategic partner to the President & CEO and leadership team.

The role leads HR across the full employee life cycle, including talent acquisition, total rewards, performance management, engagement, and development. The HR Manager will champion a diverse, inclusive, and resilient workplace, mitigate risk through policy and compliance practices, and build scalable HR systems to support growth in a part-time,

Qualifications

• Outstanding customer service, interpersonal communication, and listening skills.
• Strong organizational skills and attention to detail.
• Ability to build and maintain positive working relationships within all levels of staff, community members, and vendors.
• Proven track record of leading and sustaining an engaged team.
• Respect for diversity and a commitment to providing culturally competent and inclusive services.
• A passion for building a diverse and inclusive workplace.
• Expert-level understanding of human resource principles, compliance, practices, and procedures.
• Excellent time management and multi-tasking skills with a proven ability to meet deadlines.
• Ability to function well in a high-paced and at times stressful environment.
• Proficient with Microsoft Office Suite and Acrobat/Adobe.
• Hands-on, working knowledge of HRIS and applicant tracking systems.

Responsibilities

• Develops and executes a multi-year HR strategic plan aligned with the organization’s mission, strategic priorities, and budget.
• Partners with the President & CEO and leadership team on workforce planning, organizational design, and succession planning to build bench strength for key roles.
• Establishes HR metrics (e.g., turnover, time-to-fill, engagement, training completion) and delivers regular workforce analytics and recommendations to leadership.
• Leads change management for organizational initiatives, ensuring clear communication and staff readiness.
• Keeps the President & CEO informed of HR-related risks, trends, and opportunities, and recommends proactive solutions.
• Develops a culture that mitigates risk and supports an inclusive work environment.

Skills

Customer service

Interpersonal communication

Organizational skills

Team leadership

HR policies

Time management

Education

Bachelor's degree in business or HR

SHRM-SCP credential preferred

Tools

HRIS

Applicant tracking system

Microsoft Office

Job description

POSITION TITLE: Human Resources Manager

REPORTS TO: Vice President of Finance & Administration

FLSA STATUS: Part-time (32hrs), Exempt

SALARY RANGE: $65,000 – $75,000

GENERAL DESCRIPTION:

The Human Resources Manager serves as a strategic partner to the President & CEO and leadership team, aligning people strategy with the Child Advocacy Center’s mission and organizational goals. This role leads the HR function across the full employee life cycle, including talent acquisition, total rewards, performance management, engagement, and development, and uses workforce data to guide decisions on staffing, retention, and organizational design. The HR Manager champions a diverse, inclusive, and resilient workplace culture, mitigates organizational risk through sound policy and compliance practices, and builds scalable HR systems that support the agency’s growth.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

HR Strategy & Organizational Effectiveness

• Develops and executes a multi-year HR strategic plan aligned with the organization’s mission, strategic priorities, and budget
• Partners with the President & CEO and leadership team on workforce planning, organizational design, and succession planning to build bench strength for key roles
• Establishes HR metrics (e.g., turnover, time-to-fill, engagement, training completion) and delivers regular workforce analytics and recommendations to leadership
• Leads change management for organizational initiatives, ensuring clear communication and staff readiness
• Keeps the President & CEO informed of HR-related risks, trends, and opportunities, and recommends proactive solutions

Talent Acquisition & Onboarding

• Designs and leads a talent acquisition strategy that attracts diverse, mission-aligned candidates and strengthens the organization’s employer brand
• Partners with hiring managers to forecast staffing needs, define role requirements, and improve selection quality and time-to-fill
• Establishes standardized, equitable recruitment practices, including structured interview guides, current job descriptions, and applicant tracking
• Ensures compliant pre-employment screening, including background checks, and oversees offer and turndown communications
• Builds an onboarding program that accelerates new-hire productivity and connection to the mission, coordinating with the MDT Director on quarterly orientation

Employee Relations & Performance Management

• Serves as a trusted advisor to leadership on employee relations, corrective action, performance management, and terminations, balancing organizational risk with fair and consistent treatment
• Builds a performance management framework, including the 90-Day and Annual Performance Review processes, that links individual goals to organizational objectives
• Coaches supervisors to address performance and conduct issues effectively and consistently
• Leads workplace investigations and conflict resolution, escalating when appropriate, and participates in personnel-related hearings as needed
• Uses exit interview and separation data to identify root causes of turnover and recommend improvements

Culture, Engagement & Retention

• Develops and leads retention strategies that reduce turnover and strengthen a mission-driven, inclusive workplace culture
• Leads the annual employee engagement survey, analyzes results, and guides the leadership team’s action planning to close engagement gaps
• Champions diversity, equity, and inclusion in HR policies, practices, and programs
• Supports staff wellness and resilience initiatives that address the demands of child advocacy work
• Oversees staff recognition programs, including service anniversaries and milestones

Total Rewards: Compensation, Benefits & Payroll

• Develops a competitive and equitable total rewards strategy; maintains the position matrix and salary ranges using market benchmarking data
• Evaluates benefits offerings with the broker for cost-effectiveness and employee value, and leads the annual open enrollment process
• Processes and ensures the accuracy and integrity of benefits billing, bi-weekly payroll, year-end W-2s, and third-party sick pay reporting
• Partners with Vice Presidents to provide accurate, timely payroll and personnel cost data for grant applications, reporting, and reimbursement
• Oversees Leave of Absence programs and annual benefit statements

Compliance, Policy & Risk Management

• Mitigates organizational risk by monitoring changes in federal, state, and local employment law and proactively resolving compliance issues
• Owns the employee handbook and HR policies, conducting an annual review and updating policies to reflect law, best practice, and organizational needs
• Ensures compliance with legal postings, OSHA recordkeeping, I-9 requirements, and personnel record retention
• Develops and maintains an HR Procedures Manual that documents and standardizes HR processes

Learning & Leadership Development

• Develops a training and leadership development strategy based on assessed employee and supervisor needs
• Builds supervisory capability through manager training on employee relations, performance management, and inclusive leadership
• Ensures completion of required training, including annual sexual harassment prevention training for all employees
• Partners with the Vice President of Programs & Services to support CAC accreditation compliance-related training
• Present HR updates and training at staff and leadership meetings

HR Operations & Department Leadership

• Manages the HR department budget and identifies cost-saving opportunities and process efficiencies
• Leverages the HRIS and HR technology to automate processes, improve data integrity, and enable workforce reporting
• Supervises and develops HR Interns, delegating administrative tasks while ensuring the highest level of quality and confidentiality
• Serves as the back-up contact to the Vice President of Finance & Administration for vendor issues in Operations, IT, or Facilities
• Performs other related duties as assigned

QUALIFICATION REQUIREMENTS:

To perform this job successfully, an individual must be able to demonstrate proficiency in meeting competencies required for position; able to perform each essential duty satisfactorily with or without reasonable accommodations. The requirements listed below are representative of the knowledge, skill and/or ability required.

EDUCATION AND EXPERIENCE:

• Bachelor’s degree in business, human resources, or related field and/or equivalent experience
• 3+ years in HR Generalist, Business Partner, or Manager roles with broad HR responsibilities
• SHRM-SCP credential and/or advanced degree preferred

SKILLS, KNOWLEDGE, AND ABILITIES:

• Outstanding customer service, interpersonal communication, and listening skills
• Strong organizational skills and attention to detail
• Ability to build and maintain positive working relationships within all levels of staff, community members, and vendors
• Proven track record of leading and sustaining an engaged team
• Respect for diversity and a commitment to providing culturally competent and inclusive services
• A passion for building a diverse and inclusive workplace
• Expert-level understanding of human resource principles, compliance, practices, and procedures
• Excellent time management and multi-tasking skills with a proven ability to meet deadlines
• Ability to function well in a high-paced and at times stressful environment
• Proficient with Microsoft Office Suite and Acrobat/Adobe
• Hands-on, working knowledge of HRIS and applicant tracking systems

PHYSICAL REQUIREMENTS:

• Prolonged periods of working at a desk and on a computer
• Ability to communicate verbally and in written form

A review of this position has excluded the marginal functions of the position that are incidental to the performance of fundamental job duties. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities.