Online Business Head of Operations

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. 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. 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. Effective Supervision & Coaching Conflict Management Process, Policy & Compliance Data Driven Decision Making Health Equity & Culturally Responsive 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 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