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 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
Success in this role will be measured by:
- 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.
- As a leader, sets and promotes a culture focused on inclusion and belonging in all business practices. This includes actively seeking, hiring, and developing talented candidates and appropriately and fairly addressing issues related to inclusion in all interactions with team members.
- Other duties as necessary or assigned.
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
EDUCATION & EXPERIENCE
- 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
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#INDLP
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.
