Senior Manager, HR Partnership & Leadership - Human Resources

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

• 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 (Medical, Dental & Vision)
• 401(k) with Company matching 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 up to $500 for wellness expenses
• Employee Discount and Wellness Programs – 3 paid hours per week for exercise, volunteering, or personal wellness
• Professional development opportunities including mentorship programs and ongoing coaching

All new team members participate in New Employee Orientation (NEO) offered Monday - Friday both onsite and online. Day one includes in-person training at our West Seneca, NY office, introducing our culture, values, and the foundation of Care Coordination.

About the Role

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.

Position location is flexible, open to the Rochester, NY region.

Responsibilities

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, ensuring practical application in day-to-day leadership practice
  • Reinforce learning by coaching leaders to apply concepts in real-time situations and integrate 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 not determine corrective action or policy interpretation
• Focuses on coaching and behavior change, not compliance or enforcement
• Influences leader actions but does not hold formal decision-making authority

Success Metrics / Outcomes

• Reduction in repeat employee relations issues and escalations
• Increased leader independence and confidence in managing performance and team challenges
• Observable improvement in leadership behaviors, consistency, and accountability
• Demonstrated sustained behavior change—not just issue resolution
• Decreased reliance on HR for routine leadership challenges
• Positive trends in engagement, feedback, and leadership effectiveness indicators
• Adoption and consistent application of leadership practices reinforced through coaching

Other Duties

• Commits to a respectful, just, and supportive environment for all individuals and team members aligning with the organization’s commitment to inclusion and belonging
• Sets and promotes a culture focused on inclusion and belonging in all business practices, including actively seeking, hiring, and developing talented candidates and addressing inclusion issues fairly
• Other duties as necessary or assigned

Requirements

Knowledge, Skills & Abilities

• Leadership Coaching & Influence
  • Advanced coaching and influencing skills with ability to drive behavior change
  • Ability to provide direct, candid, and real-time feedback to senior leaders
  • Skilled in facilitating difficult conversations
  • Strong interpersonal and relationship-building skills across all levels
• Behavior Change & Accountability
  • Strong understanding of behavior change principles and leadership development
  • Ability to translate expectations into practical, actionable leadership behaviors
  • Ability to build trust while holding leaders accountable
  • Ability to stay engaged over time to ensure sustained improvement
• Organizational Insight & Judgment
  • Working knowledge of employee relations, performance management, and organizational dynamics
  • Ability to identify patterns, risks, and leadership gaps across teams
  • Strong problem-solving and pattern recognition capabilities
  • Ability to manage sensitive situations with discretion and sound judgment
• Operating Effectiveness in Complex Environments
  • Ability to work in ambiguity and across functions without direct authority
  • Ability to influence without formal decision-making authority
  • Ability to navigate evolving or unclear role boundaries
  • Understanding of how HR functions (HRBP, ER, compliance) operate and intersect

Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field required; Master’s degree preferred
• Minimum of 7–10 years of progressive experience in Human Resources, Organizational Development, leadership coaching, or a related field
• Demonstrated experience in leadership coaching, behavior change, and/or organizational development work
• Proven ability to work directly with leaders on complex people, performance, or team effectiveness challenges
• Experience driving practical, applied leadership development (beyond classroom or theory-based programs)
• Experience may come from one or more of the following: HR Business Partner, Employee Relations, Organizational Development, or leadership effectiveness roles
• Leadership coaching, consulting, or internal advisory work focused on behavior change
• Supporting senior leaders with performance, team dynamics, or culture transformation
• Experience working with leaders in complex or high-change environments strongly preferred