Job Description

Why Work For Person Centered Services?

When you join the Person Centered Services team, you can make a difference in the lives of people with intellectual and developmental disabilities, while also reaching your own career goals.

Benefits for full-time positions include:

• 20 Days of paid time off (PTO) in your first year! Increasing to 25 Days in your second year!
• 13 Paid Holidays
• Comprehensive health insurance plans for you to choose what best fits your needs (Medical, Dental & Vision)
• 401(k) - the Company matches 50% of the first 6% up to a maximum of 3%
• Company paid benefits: basic life insurance, long-term disability, and a Lifestyle Spending Account with a benefit of up to $500 set aside for employees to spend on wellness eligible expenses!
• Employee Discount and Wellness Programs - Currently providing 3 paid hours per week for exercise, volunteering or personal wellness!
• Professional development opportunities including mentorship program options and ongoing coaching

New Employee Orientation (NEO)

• All new team members participate in NEO offered Monday - Friday both onsite and online.
• Day one includes in-person training at our West Seneca, NY office, where new team members are introduced to our culture, values, and the foundation of Care Coordination.

MANAGER, HUMAN RESOURCES

JOB SUMMARY

The HR Manager plays a pivotal role in creating and maintaining a positive and productive work environment within our organization. They are responsible for developing, implementing, and overseeing initiatives that enhance team member engagement, job satisfaction, and retention in conjunction with leadership. Utilizing expertise in HR strategies, communication, and organizational psychology, the HR Manager fosters a workplace culture that supports team member growth, well-being, and commitment.

ESSENTIAL FUNCTIONS

• Act as the primary leader for employee relations issues, provide advice and guidance to managers and team members on HR policies and procedures, and manage team member disciplinary procedures.
• Develops comprehensive investigation plans applying knowledge of employment and discrimination laws, whistle-blowing laws, rules of evidence, discoverability, and other laws pertaining to investigation plans, investigations, reports, and recommendations.
• Manages and resolves highly sensitive and complex investigations. Advise and provide proactive recommendations to HR leaders and business leaders on employee relations issues.
• Supervise HR Business Partner and HR Engagement Partner, coaching and managing team member performance.
• Assists HR Business Partners in conducting effective, thorough, and objective investigations. Ensures HR Business Partner investigation summaries are well done and ready for leadership review. Leads investigations on highly sensitive and complex situations.
• Produces comprehensive and clear investigation reports summarizing allegations, investigative work performed, key findings and conclusions, ensuring that conclusions are evidence based. Produces other fact-finding reports, position statements and other formal documents as needed.
• Recommends next steps required to successfully resolve any identified issues including disciplinary action (as appropriate) in support of investigation findings. Aligns with key stakeholders to gain appropriate consensus and support. Provide briefings to senior leaders on investigative matters as required.
• Provides support and guidance to HR Business Partners, management, and other team members when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Oversees team member disciplinary meetings, terminations, and investigations.
• Researches and explains laws and legal affairs concerning employment to managers, supervisors, and team members.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity, accountability, and retention.
• Provides HR policy guidance and interpretation.
• Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and team member complaints. Develops further training as needed. Leads new manager training.
• Acts as internal consultant to leaders, managers, and employees providing coaching and advice on a range of organizational and change issues.
• Partners with HR team to deliver customized programs and services to the business in the areas of engagement, performance management, employee relations, and staffing.
• Responsible for overseeing the development, implementation, and management of strategies to enhance team member engagement, job satisfaction, and retention.
• Oversee the creation, implementation and measures the success of Person Centered Services team member engagement programs, initiatives, and strategies to support and optimize the ongoing engagement and retention goals of the organization.
• Provide leadership and coaching to leaders to enhance their knowledge, application, and capability with team member engagement.
• Review, create, design and utilize sophisticated survey platform based on needs, including but not limited to Annual Engagement Survey, Team Member Pulse Surveys and Exit Survey Data.
• Provide HR leadership in the design and implement effective retention programs and initiatives to reduce turnover and increase team member tenure.
• Collaborate with organizational leaders to identify training needs and opportunities for skill enhancement.
• Oversee the Team Member Impact Group (TMIG) co-leading committee meetings, strategies and initiatives.
• Conduct regular assessments and surveys to gauge team member satisfaction, identify concerns, and gather feedback for improvement.
• Assists Director, Human Resources in various HR functions, including strategic planning, policy development, and implementation coordinating HR projects, preparing reports, and conducting research to support decision-making processes.

OTHER DUTIES

• Commits to a respectful, just, and supportive environment for individuals and team members aligning with the company’s commitment to diversity, equity, inclusion and belonging.
• As a leader, sets and promotes a culture focused on diversity, equity, inclusion and belonging in all business practices. This includes actively seeking, hiring, and developing talented candidates and appropriately and fairly addressing issues related to diversity, equity, and inclusion in all interactions with team members.
• Other duties as necessary or assigned.

KNOWLEDGE, SKILLS & ABILITIES

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Strong conflict management skills.
• Sound business acumen and the ability to establish credibility, trust, and partnership at all levels of the organization
• Ability to effectively manage multiple, competing, and high priority projects with varying deadlines

EDUCATION & EXPERIENCE

• Bachelor's degree preferred, preferably in human resource management or related field.
• At least five years of HR experience at a management or senior level with emphasis on employee relations required.
• Experience in conducting or overseeing investigations as a primary job responsibility.
• Strong understanding of best practices related to conducting investigations.

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Person Centered Services has a commitment to equal employment opportunity for all staff and applicants for employment. Employment decisions including, but not limited to, those such as staff selection, performance evaluation, administration of benefits, working conditions, staff programs, transfers, position changes, training, disciplinary action, compensation, and separations are made without regard to race, color, religion (including religious dress and grooming), creed, national origin, nationality, citizenship status, domestic partnership status, ancestry, gender, affectional or sexual orientation, gender identity or expression, marital status, civil union status, family status, age, mental or physical disability (including AIDS or HIV-related status), atypical hereditary cellular or blood trait of an individual, genetic information or refusal to submit to a genetic test or make available the results of a genetic test, military status, veteran status, or any other characteristic protected by applicable federal, state, or local laws.