Senior Director - HR Operations at Center for… · Oakland.…

Sr. Director, HR Operations

The Center for Elders' Independence is a PACE (Program of All- Inclusive Care for the Elderly) organization that uses an interdisciplinary team approach to care planning and care implementation for the purpose of providing high quality, affordable, integrated health care services to the elderly, including an Adult Day Health Center, and promoting autonomy, quality of life and the ability of individuals to live in their communities.

The Position: Under the direction of the Chief Human Resources Officer (CHRO), the Sr. Director, HR Operations provides strategic and operational leadership for CEI’s core human resources functions, including talent acquisition, compensation, benefits, HR Business Partners and HR systems and technology. The Sr. Director serves as a senior operating leader who removes barriers, coordinates across centers, and drives consistent, compliant execution of HR programs and services. This role establishes operational standards and workflows, HR goal attainment through performance management, leads a team of HR professionals, and partners with the CHRO to align HR service delivery with organizational strategy, regulatory requirements, and CEI’s mission.​

The annual salary range for the Sr Director, HR Operations at Center for Elders’ Independence is $172,508 to $276,013. Placement within the range is determined based on job-related factors such as relevant experience, skills, abilities, internal equity, and market data, consistent with CEI’s annual compensation review and established compensation practices.

COMPETENCIES:

DUTIES AND RESPONSIBILITIES:

HR Operations Leadership​

• Provides overall leadership and oversight of CEI’s HR operations, including talent acquisition, benefits, compensations, and HR technology.
• Creates, establishes and maintains standardized HR policies, procedures, workflows, and service standards for consistent, compliant execution across all centers.​
• Builds and leads a high-performing team of HR managers, business partners, and program staff through effective selection, clear performance expectations, ongoing coaching, accountability, succession planning, and targeted professional development.
• Serves as the primary point of day-to-day operational accountability, removing barriers and coordinating HR service delivery across centers and departments.​
• Partners with the CHRO and executive team to translate HR strategy into operational plans, metrics, and measurable outcomes.​
• Establishes an enterprise approach to HR data-driven decision-making, ensuring leaders receive timely, accurate, and actionable workforce insights to guide planning, resource allocation, risk management, and continuous improvement.
• Defines, tracks, validates, and reports key HR metrics and service-level measures, including workforce levels, vacancies, hiring, turnover, retention, employee relations activity, compensation, benefits, compliance, HR service delivery, and progress toward HR goals.
• Develops recurring dashboards and executive reports, analyzes trends and variances, identifies emerging workforce risks and opportunities, and recommends clear actions with accountable owners and measurable follow-through.
• Manages HR operational budgets, vendors, and contracts to ensure cost-effective, high-quality service delivery.​

Talent Acquisition

• Oversees TA Manager and recruiters.
• Leads an enterprise talent acquisition strategy aligned with CEI’s growth plans, workforce priorities, service delivery needs, and commitment to a diverse and culturally responsive workforce.
• Partners with center and functional leaders to forecast staffing needs, identify critical and hard-to-fill roles, develop recruiting plans, and maintain effective talent pipelines.
• Establishes consistent, equitable, and compliant recruiting and selection practices, including intake, sourcing, screening, interviewing, candidate evaluation, offer approval, pre-employment requirements, and handoff to onboarding.
• Strengthens CEI’s employer brand and sourcing partnerships with schools, professional associations, workforce organizations, community partners, and other channels that expand access to qualified talent.
• Evaluates recruitment vendors, agencies, technology, and advertising investments; negotiates service expectations and reallocates resources based on performance, cost, and organizational need.
• Collaborates with HR Business Partners, compensation, operations, and learning leaders to address hiring barriers, improve retention, support internal mobility, and ensure a seamless transition from candidate to employee.

HR Business Partnership & Employee Relations

• Provides direct oversight of HR Business Partners, establishing clear standards for responsiveness, sound judgment, proactive consultation, documentation, follow-through, and consistent service delivery across CEI.
• Positions HR Business Partners as trusted advisors to leaders, ensuring they understand operational priorities, anticipate workforce needs, and translate business changes into timely people strategies and actions.
• Leads employer and employee relations strategy, promoting fair, respectful, timely, and consistent resolution of workplace concerns while strengthening accountability and confidence in HR.
• Ensures organizational structure changes—including growth, restructuring, leadership transitions, job redesign, redeployment, and reductions—are planned and implemented with appropriate workforce analysis, change management, communication, and legal review.
• Establishes a disciplined framework for identifying, assessing, escalating, and mitigating employment risk, including employee complaints, performance concerns, policy violations, accommodation matters, wage-and-hour issues, retaliation exposure, and potential litigation.
• Partners with Legal and Compliance on sensitive employment matters and ensures required reporting, preservation of records, and implementation of recommended risk controls.
• Monitors employee relations data and trends—including complaints, investigations, corrective actions, grievances, leaves, accommodations, and separations—to identify systemic issues and recommend preventive action.
• Ensures HR Business Partners maintain visible, effective relationships with assigned leaders and employee groups and provide timely support during operational disruptions, staffing changes, and other workforce-related events.
• Promotes consistent application of policies and employment practices across centers while allowing sound judgment based on operational circumstances and individual facts.

Total Rewards, HRIS & Compliance​

• Provides strategic oversight of employee benefits and total rewards programs, ensuring they remain competitive, financially responsible, compliant, clearly communicated, and aligned with CEI’s workforce and retention priorities.
• Leads CEI’s compensation strategy and governance, using market data and internal equity analysis to maintain competitive pay structures and guide annual salary reviews, merit increases, and performance-based incentives.
• Directs the HRIS function, including data integrity, reporting, people analytics, and system optimization to support decision-making.​
• Ensures compliance with federal, state, and local employment regulations, PACE requirements, and CEI policies; maintains audit-ready documentation.​
• Develops and monitors HR operational metrics and dashboards, identifying trends and driving continuous improvement.​

HR Technology

• Partners with Information Technology to Develop and execute an enterprise HR technology roadmap in collaboration with CEI technology leaders aligned with CEI’s people strategy, operational priorities, compliance obligations, growth, and employee experience.
• In partnership with the CHRO, identifies and deploys AI technologies to enhance employee experience, and optimize HR processes and systems.
• Leads process redesign, workflow automation, and self-service improvements that reduce manual work, strengthen controls, improve response times, and create consistent employee and manager experience.
• Expands workforce reporting and people analytics capabilities, translating reliable data into dashboards and decision support for workforce planning, talent acquisition, retention, compliance, and operational performance.
• Directs technology selection, implementation, vendor performance, contract requirements, system utilization, and return-on-investment reviews; recommends consolidation, enhancement, or replacement when appropriate.

QUALIFICATIONS:

Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.​
• Master’s degree in Human Resources, Business Administration, or a related field required, or comparable experience.
• SHRM-SCP, SPHR, or equivalent senior HR certification strongly preferred.​

Background​

• 8–10+ years of progressive human resources experience, including 3–5 years in a senior HR operations or HR leadership role.​
• Experience leading multiple HR functions (benefits, HRIS, talent acquisition, compliance) in a complex, multi-site organization required.​
• Healthcare, PACE, managed care, or other regulated environment experience strongly preferred.​
• Demonstrated success leading teams, managing change, and driving process improvement and operational consistency.​
• Comprehensive working knowledge of employment law, HR compliance, and HR systems and analytics.​
• Demonstrated commitment to health equity, culturally responsive practice, and supporting a diverse workforce. Excellent communication, coaching, and collaboration skills.​

The above job description is intended to communicate the general function of the mentioned position and by no means shall be considered an exhaustive or complete outline of the specific tasks and functions that will be required. CEI reserves the right to change job descriptions, site assignments, and or work hours as required by the needs of the program. All employees are expected to perform their duties within their ability as required by the job and/or as requested by management.

SUPERVISED BY: CHRO

Direct Supervision Responsibilities: 6 Direct / 3 Indirect