Job Description

Director of HR Operations & Onboarding

Position Summary

The Director of HR Operations & Onboarding serves as an operational leader within the Human Resources department and is responsible for the strategic oversight and day-to-day management of onboarding, employee transactions, compliance processes, background screening, HR systems administration, and workforce-related operational functions. The position acts as a key partner to the Vice President, ensuring continuity of operations, independent resolution of complex matters, strong team leadership, and consistent execution of critical HR workflows.

The Director partners closely with Human Resources, Payroll, Compliance, Operations, Employee Health, Information Technology, Credentialing, and organizational leadership to ensure all employee lifecycle processes are executed efficiently, accurately, and in accordance with organizational policies and regulatory requirements.

Essential Duties and Responsibilities

HR Operations Leadership

• Lead and oversee the day-to-day operations of the HR Operations and Onboarding team.
• Ensure incoming HR phone calls and emails are monitored, responded to, and redirected to the appropriate team member or department in a timely manner.
• Oversee the receipt, distribution, and appropriate handling of incoming HR mail and correspondence.
• Ensure wage garnishments and related notices are reviewed, processed, documented, and coordinated with Payroll and other appropriate stakeholders accurately and timely.
• Maintain oversight of front-end, day-to-day HR operational activities to ensure requests are appropriately triaged, assigned, tracked, and resolved in accordance with established procedures and service expectations.
• Develop, implement, and monitor HR operational processes to improve efficiency, accuracy, and employee experience.
• Establish and maintain standard operating procedures, workflows, and service-level expectations for HR transactions and onboarding processes.
• Monitor departmental metrics and key performance indicators and provide regular reporting to executive leadership.
• Identify opportunities for continuous improvement, automation, and enhanced employee service delivery.

Employee Onboarding & New Hire Experience

• Direct all aspects of the onboarding process for newly hired employees, licensed providers, and organizational leadership.
• Ensure timely completion of pre-employment requirements, including background checks, education verification, licensure verification, health screenings, and regulatory screenings.
• Oversee new hire orientation programs and onboarding initiatives to ensure a positive employee experience.
• Collaborate with department leaders to ensure employees are effectively integrated into their roles and work environments.
• Monitor onboarding timelines and resolve barriers that may delay employee start dates.
• Lead, expand, and continuously improve the organization's new hire buddy program to strengthen early engagement, role integration, and the overall onboarding experience.
• Develop and deliver orientation, training, tools, and clear expectations for leaders, designated buddies, and team members participating in the buddy program.
• Establish feedback mechanisms and monitor the effectiveness of the buddy program, using insights to improve participation, consistency, and outcomes.

Compliance & Regulatory Oversight

• Ensure compliance with federal, state, local, and organizational employment requirements.
• Oversee processes related to licensure, certifications, credentialing support, regulatory screenings, and audit readiness.
• Maintain HR records and documentation in accordance with legal and organizational standards.
• Partner with Compliance, Legal, and Operations teams regarding employment-related regulatory requirements and operational workflows.
• Provide end-to-end oversight of background screening processes, ensuring all required checks are initiated, monitored, completed accurately, documented appropriately, and maintained in accordance with applicable requirements and organizational standards.
• Coordinate with background screening vendors, government agencies, regulatory bodies, and internal stakeholders to verify information, resolve discrepancies, and address delays or incomplete results.
• Maintain current knowledge of screening requirements and ensure related procedures, tracking tools, and documentation standards remain accurate and up to date.
• Experience with OMH, OASAS, and CHRC screening requirements is strongly preferred.

HR Systems & Data Management

• Provide oversight of HRIS processes and employee data management.
• Ensure employee records are maintained accurately and updated in a timely manner.
• Monitor transactions related to hires, transfers, promotions, compensation changes, leaves of absence, and separations.
• Submit all required personnel action changes accurately and timely in the HRIS on a biweekly basis, ensuring supporting documentation is complete and appropriate follow-up is conducted to resolve any outstanding items.
• Support reporting and analytics initiatives leveraging HR technology platforms.
• Partner with HRIS and other departments on system enhancements and process improvements.

Employee Lifecycle Administration

• Oversee employee status changes, transfers, promotions, position changes, and organizational restructuring activities.
• Ensure accurate processing and documentation of employment actions.
• Collaborate with Payroll and Benefits to ensure seamless execution of employee transactions.
• Support workforce planning initiatives by monitoring staffing changes and operational workforce needs.

Team Leadership

• Recruit, develop, coach, and mentor HR Operations and Onboarding staff.
• Establish performance expectations and provide ongoing feedback and professional development opportunities.
• Foster a culture of accountability, collaboration, customer service, and operational excellence.
• Ensure appropriate coverage and resource allocation to meet departmental objectives.
• Independently oversee the day-to-day operations of a large, high-volume team, ensuring priorities, service levels, coverage, and deliverables are consistently maintained.
• Serve as the primary operational resource and escalation point for complex onboarding and HR operations matters, exercising sound judgment and escalating only when appropriate.
• Demonstrate receptiveness to constructive feedback and the ability to translate feedback into timely, sustained improvements in performance, leadership, and process execution.
• Build accountability and process ownership across the team through clear expectations, coaching, follow-through, and consistent application of established workflows.

Strategic Partnership

• Collaborate with executive leadership to support organizational growth and workforce initiatives.
• Serve as a subject matter expert on onboarding, HR operations, workforce processes, and employee lifecycle management.
• Support organizational initiatives related to employee engagement, retention, workforce stabilization, and operational effectiveness.
• Participate in special projects and strategic initiatives as assigned.
• Partner closely with the Talent Acquisition team to clarify process ownership, handoffs, communication standards, and accountability across recruitment-to-onboarding workflows.
• Collaborate with Talent Acquisition and key stakeholders to identify workflow gaps, streamline transitions, and improve the candidate and new hire experience from offer acceptance through onboarding.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field required.
• Master's degree preferred.

Experience

• Minimum of 5-7 years progressive Human Resources experience.
• Minimum of 3-5 years leadership experience managing HR, onboarding, employee services, or operational teams.
• Experience within healthcare, multi-site operations, or highly regulated environments strongly preferred.
• Experience managing HR compliance, onboarding, employee records, and workforce administration processes.
• Demonstrated experience independently leading day-to-day HR operations and managing a large or high-volume team.
• Hands-on experience administering background checks, verifying results, resolving discrepancies, and coordinating with screening vendors and applicable agencies.
• Experience using Oracle as an HRIS is strongly preferred.
• Experience with OMH, OASAS, and CHRC-related screening processes is a plus.

Knowledge, Skills & Abilities

• Strong knowledge of employment laws, HR operations, and onboarding best practices.
• Demonstrated ability to lead teams and drive process improvements.
• Excellent organizational, analytical, and problem-solving skills.
• Strong communication and relationship-building abilities.
• Experience with HRIS systems, workforce analytics, and reporting.
• Ability to manage multiple priorities in a fast-paced environment.
• Commitment to confidentiality and professionalism.
• Ability to operate as a trusted partner to the Vice President and assume broad operational responsibility in support of departmental continuity and effectiveness.
• Ability to work independently, make informed decisions, manage competing priorities, and follow matters through to resolution with limited oversight.
• Demonstrated capacity to lead a large team and manage complex, high-volume day-to-day operations.
• Ability to receive and apply constructive feedback professionally, with demonstrated adaptability and commitment to continuous improvement.
• Strong working knowledge of background screening, regulatory verification, documentation, vendor coordination, and audit-ready recordkeeping.

Annualized Salary

$122,686.20 - $137,807.77

Reporting Relationship

Reports To: Vice President, Talent Acquisition

Supervises: Onboarding Specialists, HR Operations staff, and other assigned personnel.

About Sun River Health

Sun River Health has a rich history of providing quality, affordable health care to communities in need. Founded in the early 1970s by four African American women in Peekskill, New York, the organization was established to address the lack of accessible health services in their community. With the help of a small federal grant, the first Sun River Health site opened its doors in 1975. Over the years, Sun River Health has grown into a comprehensive Federally Qualified Health Center (FQHC) system with over 45 locations, serving more than 250,000 patients across the Hudson Valley, New York City and Long Island. Our exceptional primary care practitioners, specialists and support staff are dedicated to delivering high-quality care to all individuals, regardless of their ability to pay. In December 2018, Sun River Health expanded its reach by merging with Brightpoint Health, an FQHC network offering integrated medical, behavioral and social support services in New York City. This merger allowed us to enhance our services and continue our mission under the unified name of Sun River Health.

Our Culture

At Sun River Health, we believe in fostering a culture of wellness, inclusivity and recognition. Our Workforce Wellness Program promotes staff wellness through ongoing challenges and activities, encouraging participation and rewarding engagement. We celebrate our staff's dedication and person-centered spirit through the Planetree Recognition Awards, which honor innovation, leadership and community spirit. We are committed to creating a supportive and collaborative work environment where all team members can thrive. Our values of respect, integrity and excellence guide our interactions with patients and colleagues alike, ensuring that everyone receives the care and support they deserve.

Benefits

At Sun River Health, we are committed to building a personal relationship with our team and supporting you in every way we can. We offer competitive compensation and a comprehensive benefits package for you and your family, including:

• Medical, Dental and Vision Insurance: Comprehensive health coverage to ensure you and your family stay healthy.
• Life and Disability Coverage: Financial protection for you and your loved ones in case of unforeseen circumstances.
• Retirement Savings Plan: Plan for your future with our retirement savings options.
• Commuter and Transit Benefits: Assistance with your daily commute to make your journey to work easier.
• Employee Assistance Program (EAP): Access to confidential support and resources for personal and work-related issues.
• Employee Discount Program: Enjoy discounts on various products and services as a valued member of our team.
• Provider Incentive Compensation Program: Quality & Productivity.
• Provider Professional License, Certification and DEA Fees Reimbursement.

Why Join Sun River Health?

• Mission-Driven Work: Be part of a proud network of care that offers high-quality health and social support services to communities in need.
• Professional Growth: We provide opportunities for career advancement and professional development.
• Supportive Environment: Our culture promotes wellness, inclusivity, and recognition, ensuring a supportive and collaborative work environment.
• Community Impact: Make a difference in the lives of individuals and families by providing quality, affordable health care.

Join us at Sun River Health and be part of an award-winning network of care that has been serving our communities since 1975. We are always looking for skilled and dedicated professionals to join our team and help us continue our mission of providing quality health care to all.