Senior Human Resources Manager

Description

Planned Parenthood of Central and Western New York (PPCWNY) protects and provides health care and education that empowers individuals and families. With respect. Without judgment. No matter what.

Diversity and inclusion are core values at Planned Parenthood of Central and Western New York (PPCWNY). PPCWNY recruits exceptional and diverse staff. PPCWNY strives to develop staff into leaders for a diverse and global workplace.

In support of Planned Parenthood of Central and Western New York (PPCWNY)’s mission, the Senior Human Resources Manager is a strategic member of the Human Resources (HR) Department, whose primary responsibility is to oversee talent coordination (acquisition, development, and strategic) activities, performance management and coordinates with PPCWNY stakeholders to uphold compliance requirements. The Senior HR Manager is responsible for ensuring PPCWNY consistently adheres to policies and procedures that are designed to promote fair and equitable hiring practices, as well as follow guidelines set forth by local, state, and federal governing authorities. This position collaborates closely with the Director of Human Resources, Director of DEI and the Senior Director of Engagement as well serves as a consultant for leaders seeking to improve performance on their teams.

Talent Coordination (Acquisition, Development, and Strategy) – 60%

Talent Acquisition (20%)

• Oversees Talent Acquisition process, including supervision of Talent Acquisition Coordinator
• Partners with the Director of Human Resources (HR) and consults with the Director of Diversity, Equity, & Inclusion (DEI) in developing and implementing recruitment strategies designed to attract and build a diverse pool of quality, mission-driven applicants 
• Partners with the Director of HR to develop and implement policies and procedures, that uphold compliance regulations and are rooted in industry best practices, for talent acquisition; including but not limited to providing resources and tools for:
• Core Value-Based Questions (with a DEI lens)
• Interview Feedback Form
• Onboarding Processes
• Background Checks
• New Hire Packets
• Standardized Communication Letters, Templates, Forms and Tracking Tools
• In collaboration with Talent Acquisition Coordinator, develops recruitment metrics and goals, monitors results and identifies improvement opportunities 
• Provides ongoing oversight of established policies and procedures for internal and external talent acquisition; including, but not limited to, ensuring talent acquisition processes are consistently followed by direct reports, hiring managers, and those participating on hiring teams
• Researches, recommends, and helps implement tools to better support PPCWNY’s applicant tracking system efforts. Including, but not limited to systems that broaden our search/reach and streamline processes for posting jobs in multiple locations

Talent Development (20%)

• Oversees performance review process. Supports managers and staff in completing thoughtful, honest and comprehensive reviews. Conducts ongoing audits throughout the process to ensure timely completion
• In partnership with the Director of HR, supports and coaches managers and employees regarding employee relations, performance concerns and appropriate documentation
• Provides supervision, guidance, and development opportunities to direct reports, particularly as they pertain to best practices in talent acquisition
• Under the direction of the Director of Human Resources and in partnership with members of the HR department and members of Executive Leadership Team (ELT), develops and delivers training
• Serves as coach and provides guidance to hiring managers on best practices in the hiring and onboarding of talent. Consults with Director of HR, as appropriate.
• Provides coaching, facilitation, and consultative services to leaders and managers, to implement organizational improvements in the areas of talent acquisition and development

Strategy (20%)

• In partnership with the Director of HR, coordinates efforts to redesign and maintain updated job descriptions. Efforts include, but are not limited to, collaborating with hiring managers, and members of ELT to ensure job descriptions and responsibilities are current and accurately portray the roles, as well as to ensure that the knowledge, skills, and abilities (KSAs) required are consistent, compliant and inclusive. Partners with Director of DEI when reviewing KSAs to ensure established criteria for qualifications appropriately meet the