Director of human resources jobs in Syracuse, NY - 47 jobs

Role: As a key member of the People & Culture team, the Human Resources Manager champions employee experience and organizational culture. This role goes beyond policies, it is about creating a workplace where people feel valued, supported, and empowered to be their best self. The HR Manager builds trust, fosters belonging, and partners with leaders and employees to strengthen engagement, resolve challenges with honesty and empathy, and drive initiatives that enhance well-being and growth. Rooted in the credit union philosophy of 'people helping people,' this position calls for curiosity and a genuine commitment to understanding our business and the values that guide us. By aligning HR strategies with our mission, the HR Manager helps us deliver on our promise to positively impact members at every stage of life through affordable financial services. While ensuring compliance and operational excellence, the HR Manager leads with emotional intelligence, balancing business priorities with the human side of work. This includes guiding employee relations, coaching leaders, supporting talent development, and shaping programs that reflect our values of honesty, integrity, and fairness. Reporting to the VP of People & Culture, this role oversees a team of four: an HR Generalist, an Employee Relations Advisor, and two Senior Recruiters. The HR Manager provides coaching, guidance, and development to this team while fostering collaboration and alignment with organizational goals. The annual salary range for this position is: $98,685.61-$148,028.41. This position is based at our Syracuse, NY headquarters and follows a hybrid model, requiring a minimum of five days in the office per month. Essential Functions & Responsibilities: 30% Employee Relations & HR Business Partnership: - Serve as a trusted advisor to employees and leaders, offering guidance that blends empathy with sound judgment. - Lead resolution of complex employee relations issues with discretion and fairness, ensuring outcomes that strengthen trust and engagement. - Partner with business leaders to align people strategies with organizational goals, supporting workforce planning and change management. - Build authentic, trust-based relationships across the organization, creating an environment where employees feel heard and empowered. - Oversee the annual performance management cycle, ensuring tools and processes reinforce leadership excellence and employee growth. - Coach leaders to develop high-performing, inclusive teams that reflect our values and culture. 20% Culture, Engagement & Team Leadership: - Lead and mentor a team of four HR professionals (HR Generalist, Employee Relations Advisor, and two Senior Recruiters), fostering clarity, accountability, and growth. - Champion initiatives that elevate employee engagement and belonging, ensuring programs reflect the unique needs of our workforce. - Model adaptability and continuous learning, promoting innovation within HR and across the organization. - Develop a strong understanding of the credit union philosophy and business model, ensuring HR strategies reflect our mission of people helping people. - Invest in the professional development of the HR team through coaching, mentoring, and exposure to emerging trends. - Collaborate with Training and Development to design and deliver programs that strengthen leadership capability, employee growth, and organizational culture. 20% Human Resources Legal, & Compliance: - Ensure HR practices meet legal requirements while reflecting organizational values and respect for employees. - Partner with legal counsel on sensitive employment matters, maintaining transparency and professionalism. - Conduct audits and reviews to uphold compliance with federal, state, and local regulations. - Keep policies current and relevant, anticipating changes and recommending updates proactively. - Manage the employee handbook and related guides to ensure clarity and accessibility. - Oversee vendor relationships tied to HR services, ensuring accuracy and adherence to contracts and budgets. 10% Recruitment & Onboarding: - Drive recruitment strategies that attract top talent aligned with our culture and mission. - Deliver onboarding experiences that make new hires feel welcomed, connected, and set up for success from day one. - Maintain compliance with hiring policies, including Affirmative Action requirements. 10% Employee Programs & Leave Administration: - Lead programs that enhance employee well-being, recognition, and belonging. - Oversee leave management (FMLA, ADA, disability, and accommodations) through our third-party administrator, ensuring compliance and a supportive experience for employees. - Serve as a resource for managers and employees on leave-related questions, balancing empathy with policy adherence. 10% HR Analytics & KPIs: - Use HR metrics and insights to identify trends and inform strategies that improve engagement and performance. - Collaborate with cross-functional teams to integrate people data into broader business decisions. - Other duties as assigned. Performance Measurements: See Dayforce (HRIS) Performance Management for Goals upon start in role, and annually. Knowledge and Skills: Experience: 5 to 8 years of progressive HR leadership experience, with a strong focus on Employee Relations, HR Business Partnership, Recruitment, and creating welcoming, high-performing cultures. - 4+ years of people-leadership experience including mentoring and developing HR professionals across multiple disciplines. - Proven expertise in employment law and compliance, including FMLA, ADA, disability accommodations, HIPAA, and related regulations. - Hands-on experience managing leave administration with empathy and accuracy. - Proficiency in HRIS systems and leveraging data to inform people strategies (not just reporting). - Experience supporting multi-location organizations and navigating complex workforce needs is highly preferred. Education: Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field. - Equivalent industry-recognized certifications and relevant experience will be considered in lieu of a degree. Interpersonal Skills & Ideal Candidate Profile: - Brings exceptional emotional intelligence and approaches challenges with empathy, fairness, and confidence. - Builds authentic relationships and earns trust quickly across all levels of the organization. - Communicates with clarity and influence, able to coach leaders, resolve conflict, and inspire teams through both words and actions. - Thrives in collaboration, balancing business priorities with a genuine commitment to employee well-being and belonging. - Comfortable being a visible culture ambassador, modeling integrity and positivity in every interaction. Other Skills: - Leads with empathy and decisiveness, creating a workplace where employees feel supported, respected, and heard. - Skilled at navigating complexity and competing priorities without losing sight of the human experience. - Demonstrates sound judgment and discretion in sensitive matters, earning credibility as a trusted advisor. - Uses data and insights not just for reporting, but to shape strategies that elevate engagement and performance. - Drives initiatives that transform employee experience and strengthen organizational culture, rather than simply managing projects. - Champions belonging, ensuring unique voices are represented and valued in decision-making. - Resolves conflict with grace and fairness, turning challenges into opportunities for growth and trust-building. Physical Requirements: - Prolonged periods of sitting at a desk and working on a computer. - Regular use of hands and fingers to operate a computer, keyboard, and telephone. - Near visual acuity required for working with digital content. - Occasional light lifting of office supplies or equipment may be necessary (up to 20 pounds). - Ability to attend in-person events (branch visits, rallies, employee meetings) as needed. - Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. Work Environment: - Hybrid work model requiring a minimum of 5 days per month in-office at the Syracuse, NY headquarters. Additional time may be required as specified by management. - Standard office environment with moderate noise levels. - Regular collaboration with colleagues via Microsoft Teams, email, and in-person meetings. - Occasional travel within the region for branch visits, volunteerism, leadership meetings, or employee engagement events. This Job Description is not a complete statement of all duties and responsibilities comprising the position.