Senior Manager, HR Partnership & Leadership - Human Resources

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.


SENIOR MANAGER, HR PARTNERSHIP & LEADERSHIP
*POSITION LOCATION FLEXIBLE, OPEN TO ROCHESTER, NY REGION ALSO.
JOB SUMMARY

The Senior Manager, HR Partnership & Leadership strengthens leadership effectiveness by coaching leaders to improve performance management, team dynamics, and accountability in practice. This role focuses on sustained behavior change through embedded, ongoing coaching—not transactional HR support. The position partners closely with HR while maintaining clear separation from HR decision-making. This role ensures leaders apply expectations consistently and demonstrate sustained behavior change over time


ESSENTIAL FUNCTIONS

CORE RESPONSIBILITIES
Leadership Coaching & Development
• Provide ongoing 1:1 coaching to Directors and key leaders to improve leadership effectiveness
• Observe leadership practices and team interactions to deliver direct, real-time feedback
• Support leaders in building confidence and capability in managing performance and navigating team challenges proactively.
• Maintain consistent engagement to ensure measurable and sustained improvement

Behavior Change & Leadership Effectiveness
• Translate leadership expectations into consistent day-to-day behaviors
• Identify leaders requiring additional support and intervene early
• Reinforce accountability, consistency, and follow-through across teams

Partnership with HR
• Partner with HR Business Partners, Employee Relations, and HR leadership on complex or recurring leadership challenges
• Take ownership of coaching and follow-through after HR actions are implemented
• Ensure HR interventions lead to sustained improvement and do not result in repeat issues
• Escalate patterns, risks, or leadership trends to HR leadership

Partnership with Learning & Development
• Partner with L&D to translate leadership challenges and trends into targeted development opportunities
• Collaborate with L&D on leadership content, with L&D focusing on core principles, frameworks, and philosophy, and this role ensuring practical application in day-to-day leadership practice
• Reinforce learning by coaching leaders to apply concepts in real-time situations and integrating them into daily behaviors
• Provide feedback to L&D on gaps between training and practice based on observed leadership behaviors and outcomes

Organizational Insight & Capability Building
• Leverage quantitative and qualitative data (e.g., leadership metrics, stay feedback, and exit feedback) to identify trends, inform coaching focus, and prioritize leadership interventions
• Identify patterns and trends in leadership effectiveness across the organization
• Provide insight to HR leadership on capability gaps, risks, and opportunities
• Support a consistent, organization-wide approach to leadership expectations and accountability

OPERATING MODEL
• Embedded in leader work over time; not a one-time or advisory role
• Provides real-time, direct feedback based on observation
• Regularly present in the field to observe and coach leaders in their day-to-day environment
• Works effectively in ambiguous environments and across functions without direct authority
• Builds trust while maintaining accountability for behavior change

ROLE BOUNDARIES
• Does not conduct investigations or make formal HR decisions
• Does n