Senior Director - HR Operations

Center for Elders' Independence; Oakland (CA); On-site; USD 173,000 - 276,000; Full time

Job summary

Center for Elders' Independence is seeking a Sr. Director, HR Operations to lead CEI’s HR functions, including talent acquisition, compensation, benefits, HR business partners and HR systems. Reporting to the CHRO, this role drives standardized processes, data-driven decision making, and compliant execution across all centers.

The annual salary range for the Sr. Director, HR Operations at Center for Elders’ Independence is $172,508 to $276,013.

Qualifications

• Experience leading HR operations leadership in healthcare or eldercare.
• Strong data analytics and workforce metrics skills.
• Proven ability to build, coach and develop HR teams.

Responsibilities

• Provides overall leadership and oversight of CEI’s HR operations.
• Creates and maintains standardized HR policies, procedures, workflows, and service standards.
• Leads HR managers, partners, and program staff through coaching and development.
• Translates HR strategy into operational plans, metrics, and outcomes.
• Manages HR budgets, vendors, and contracts.

Skills

Change & Growth Mindset

Supervision

Conflict Management

Policy Compliance

Decisiveness

Strategic Focus

Data-Driven Decisions

Health Equity

Job description

The Centerfor Elders'Independenceis a PACE (Program of All- Inclusive Care for the Elderly) organization that uses an interdisciplinaryteam approach tocare planning and care implementation for the purpose of providing high quality, affordable, integrated health care services to theelderly, including an Adult Day Health Center, and promoting autonomy, quality of life and the ability of individuals to live in their communities.

The Position: Under the direction of the Chief Human Resources Officer (CHRO), the Sr. Director, HR Operations provides strategic and operational leadership for CEI’s core human resources functions, including talent acquisition, compensation, benefits, HR Business Partners and HR systems and technology. The Sr. Director serves as a senior operating leader who removes barriers, coordinates across centers, and drives consistent, compliant execution of HR programs and services. This role establishes operational standards and workflows, HR goal attainment through performance management, leads a team of HR professionals, and partners with the CHRO to align HR service delivery with organizational strategy, regulatory requirements, and CEI’s mission.

The annual salary range for the Sr Director, HR Operations at Center for Elders’ Independence is $172,508 to $276,013. Placement within the range is determined based on job-related factors such as relevant experience, skills, abilities, internal equity, and market data, consistent with CEI’s annual compensation review and established compensation practices.

COMPETENCIES:

• Change&Growth Mindset
• Effective Supervision & Coaching
• Conflict Management
• Process, Policy & Compliance
• Decisiveness & Problem Solving
• Strategic Focus
• Data Driven Decision Making
• Health Equity & Culturally Responsive

DUTIES AND RESPONSIBILITIES:

HR Operations Leadership

• Provides overall leadership and oversight of CEI’s HR operations, includingtalent acquisition,benefits,compensations,and HR technology.
• Creates, establishes and maintains standardized HR policies, procedures, workflows, and service standards for consistent, compliant execution across all centers.
• Buildsandleads a high-performingteam of HR managers, business partners, and program staffthrough effective selection, clearperformanceexpectations, ongoing coaching, accountability, succession planning, andtargetedprofessional development.
• Serves as the primary point of day-to-day operational accountability, removing barriers and coordinating HR service delivery across centers and departments.
• Partners with the CHRO and executive team to translate HR strategy into operational plans, metrics, and measurable outcomes.
• Establishes an enterprise approach to HR data-driven decision-making, ensuring leaders receive timely, accurate, and actionable workforce insights to guide planning, resource allocation, risk management, and continuous improvement.
• Defines, tracks, validates, and reports key HR metrics and service-level measures, including workforce levels, vacancies, hiring, turnover, retention, employee relations activity, compensation, benefits, compliance, HR service delivery, and progress toward HR goals.
• Develops recurring dashboards and executive reports, analyzes trends and variances, identifies emerging workforce risks and opportunities, and recommends clear actions with accountable owners and measurable follow-through.
• Manages HR operational budgets, vendors, and contracts to ensure cost-effective, high-quality service delivery.

Talent Acquisition

• Oversees TA Manager and recruiters.
• Leads an enterprise talent acquisition strategy aligned with CEI’s growth plans, workforce priorities, service delivery needs, and commitment to a diverse and culturally responsive workforce.
• Partners with center and functional leaders to forecast staffing needs, identify critical and hard-to-fill roles, develop recruiting plans, and maintain effective talent pipelines.
• Establishes consistent, equitable, and compliant recruiting and selection practices, including intake, sourcing, screening, interviewing, candidate evaluation, offer approval, pre-employment requirements, and handoff to onboarding.
• Strengthens CEI’s employer brand and sourcing partnerships with schools, professional associations, workforce organizations, community partners, and other channels that expand access to qualified talent.
• Evaluates recruitment vendors, agencies, technology, and advertising investments; negotiates service expectations and reallocates resources based on performance, cost, and organizational need.
• Collaborates with HR Business Partners, compensation, operations, and learning leaders to address hiring barriers, improve retention, support internal mobility, and ensure a seamless transition from candidate to employee.

HR Business Partnership & Employee Relations