Director of Human Resources

Job Description

Job Description

Finger Lakes Community Health uses BambooHR for the hiring and onboarding of our staff. All communications for recruitment will come directly from BambooHR (View email address on us.fitly.work) and may appear as spam.

About Finger Lakes Community Health:  

Finger Lakes Community Health (FLCH) was founded in 1989 with an original mission of serving the region's agricultural workers by linking individuals to area resources and providing essential health services. In 2009 the organization expanded to become a Federally Qualified Health Center (FQHC), serving patients of all incomes, ethnicities and walks of life. Over the last decade, FLCH has grown to provide medical, dental, and behavioral health services to over 28,000 patients at eight health centers. With over 200 employees, we strive to provide high-quality and innovative health care services to the Finger Lakes Region.

Benefits Offered:

• Monday through Friday schedule, closed all major holidays
  
• Medical, Dental, Vision, and Life insurance
• Safe Harbor 3% 401k contribution
• Robust PTO offerings 
• Education assistance

Job Summary:  

The Director of Human Resources (HR) leads the development and execution of people strategies that advance organizational performance, operational effectiveness, and long-term workforce sustainability. This role aligns workforce planning, compensation and benefits strategy, organizational development, and HR operations with business priorities and financial objectives. Collaborating closely with Finance and executive leaders, the Director ensures benefits, HR-related expenses, and workforce investments are strategically managed to support organizational goals, regulatory requirements, and sustained performance.

This position will be based out of our Geneva, NY facility, with the option for a hybrid remote/onsite arrangement.

Main Responsibilities: 

Strategic Leadership & Workforce Planning

• Serve as a strategic advisor to the Chief Executive Officer and executive leadership team on workforce, organizational culture, and related matters
• Translate organizational priorities into HR strategies, initiatives, and performance expectations.
• Provide oversight of workforce planning, staffing models, and labor utilization to align workforce capacity with operational and financial goals.
• Use workforce data and analytics, in partnership with Finance, to monitor staffing trends, productivity, and benefit costs to support forecasting and long-term sustainability.

Compensation & Benefits Oversight

• Lead the development and governance of compensation structures, salary ranges, and pay equity initiatives.
• Oversee the organization’s self-funded health plan, including cost trends, utilization patterns, vendor performance, and risk management strategies, in partnership with Finance and plan administrators.
  
• Participate actively in final decision-making related to compensation and benefits while ensuring competitiveness and compliance.

Employee Relations & Workforce Experience Oversight

• Provide executive oversight of employee relations and workforce experience functions through delegation to HR leadership roles.
• Review trends related to employee concerns, investigations, leave utilization, and workplace climate.
• Ensure employee relations strategies promote fairness, consistency, and alignment with organizational values.

HR Budget & Expense Management

• Share responsibility with Finance for development, monitoring, and management of the HR department budget.
• Oversee HR operating expenses, including consulting services, training programs, and HR systems.
• Assess the cost-effectiveness of HR initiatives and investments to support alignment with organizational priorities and responsible resource use.

Organizational Development & Leadership Strategy

• Oversee organizational development, leadership training, engagement, and change management initiatives.
• Partner with the Organizational Development Manager to strengthen leadership capability, performance management systems, and culture-building efforts.
• Ensure engagement, training, and development strategies support retention, succession planning, and organizational effectiveness.
• Provide coaching and strategic support to leaders on workforce management, organizational structure, and change management.

HR Governance, Compliance & Risk Oversight

• Ensure HR compliance with federal, state, and local employment laws, and regulatory requirements, including Health Resources and Services Administration (HRSA) and Occupational Safety and Health Administration (OSHA).
• Oversee the development, implementation, and consistent application of HR policies and procedures.
• Serve as the final escalation point for complex or sensitive HR matters, providing governance-level guidance and risk-informed decision-making.
• Monitor organizational risk related to employment practices, workforce trends, and compliance indicators.
• Provide leadership for HR audit, regulatory review, and compliance monitoring activities.

HR Operations, Systems & Analytics Oversight

• Provide oversight of HR operations, benefits administration, and HRIS functionality.
• Ensure HR systems support accurate reporting, compliance, and workforce analytics
• Review HR metrics and analytics to assess workforce trends, identify risks, and guide improvement efforts.

Staff Supervision

• Supervise the performance of human resources staff, including conducting evaluations, auditing data entry, providing counseling, training, and administering disciplinary actions as needed.
• Ensure staff are trained and performing in alignment with departmental standards.
• Foster a collaborative and supportive culture that promotes communication, accountability, and continuous improvement.
  

Other Duties

• Perform other related duties as assigned by the supervisor.

Education and Qualifications:

• Bachelor’s degree in human resources, business administration, or related field is required.
• Master’s degree in human resources, business administration, or related field is preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.
• 10+ years in human resources required.
  • Experience in healthcare or non-profit environments preferred.
• Track record of transitioning from a contributor to senior-leadership roles in project management or program coordination required.
• A valid government-issued photo identification document is required.
• A valid New York State driver’s license in compliance with FLCH driver’s policy is required.
• Current New York State automobile insurance in compliance with FLCH underwriting agreement is required. Policy limits should reflect $100,000/$300,000/$100,000 coverage.
• Knowledge of budgeting, financial forecasting, and labor cost management related to wages and benefits.

Physical Requirements: 

• Sitting/Standing: Prolonged sitting with occasional standing or walking.
• Computer Use: Frequent typing and prolonged screen time.
• Light Lifting: Frequently lifting or carrying objects up to 15 pounds.
• Visual: Clear vision for reading and inspections.
• Hearing Clarity: Ability to hear conversations in person or in virtual communications.

Work Environment:

• Health Center/Clinic: Work within a healthcare facility, interacting with patients and staff.
• Remote: Home or remote office, using virtual communication to collaborate and interact with patients and staff.
• Moderate-Paced: Dynamic environment that requires both productivity and accuracy to reach goals and project objectives.
• Office Hours: Standard business hours, with occasional extended shifts based on clinic needs.

Finger Lakes Community Health uses BambooHR for the hiring and onboarding of our staff. All communications for recruitment will come directly from BambooHR (View email address on us.fitly.work) and may appear as spam