Human Resources Director (CPMP)

Overview

Human Resources Director - Stony Brook CPMP - Human Resources 

Location: St. James, NY

Schedule: Full-time At the manager’s discretion, this role may be eligible for remote/hybrid work; this position is only available to New York State Residents. 

Days/Hours: Monday-Friday; 8:30 AM-5 PM

Salary Range: $130,000 - $155,000

(pay will be determined based on experience, preferred qualifications, and education)

Our compensation philosophy aims to provide marketable compensation programs and to compensate employees based on relevant experience and education. Individual compensation discussions begin during the hiring process and may occur during job review and promotional opportunities. Salaries vary depending on experience, education and current market for the position. Human Resources determines the external and internal equitable salary for each employee. 

The above salary range (or hiring range) represents Stony Brook CPMP’s good faith and reasonable estimate of the range of possible compensation at the time of posting

Responsibilities

SUMMARY:

The Director, Human Resources for SB Clinical Practice Management Plan (CPMP) serves as the Human Resources day-to-day leader supporting ambulatory operations and employees co-employed by CPMP and StaffCo PEO.Reporting to the HR Systems Director, the Director partners with operational leaders across physician practices, ambulatory care sites, and administrative departments to align workforce strategies with organizational goals. This position provides leadership and consultation related to employee relations, workforce planning, onboarding, performance management, employee engagement, organizational development, leadership support, compliance, and change management initiatives.The Director collaborates with centralized Human Resources functions including Talent Acquisition, Payroll, Benefits, and Leave Administration to ensure a consistent employee experience and effective delivery of HR services across the ambulatory enterprise.The successful candidate will possess strong relationship management, strategic thinking, and the ability to utilize workforce data and organizational insight to recommend solutions that support employee engagement, retention, operational effectiveness, and organizational growth.

Job Duties & Essential Functions:

HR Leadership

• Serve as the senior HR business partner to ambulatory operational leadership.
• Provide strategic consultation and guidance regarding workforce planning, employee relations, performance management, and organizational effectiveness.
• Partner with the HR Systems Director to implement HR initiatives that support organizational goals.
• Lead and mentor HR staff while fostering a collaborative, customer-focused HR culture.

Workforce Planning

• Collaborate with operational leaders to identify workforce needs and develop staffing and succession planning strategies.
• Utilize workforce metrics including turnover, vacancy, onboarding, and retention data to identify trends and recommend solutions.
• Support organizational growth initiatives through workforce planning and organizational design recommendations.
• Assist leaders in workforce optimization and resource planning efforts.

Employee Relations

• Serve as a consultant and advisor regarding employee relations issues, investigations, performance concerns, disciplinary actions, and conflict resolution.
• Conduct investigations and recommend appropriate action consistent with policy and employment law.
• Support leaders in promoting a positive and productive workplace environment.

Performance Management & Organizational Development

• Facilitate performance management processes and employee development initiatives.
• Support leadership development and succession planning activities.
• Assist leaders in managing change and improving team effectiveness.
• Promote continuous improvement, accountability, and employee growth.

Onboarding & Employee Engagement

• Oversee onboarding processes and programs that support successful employee integration.
• Develop and support employee engagement, retention, and recognition initiatives.
• Partner with operational leaders to improve employee satisfaction and workplace culture.

 Compliance & HR Operations

• Ensure compliance with employment laws, policies, and regulatory requirements.
• Ensures compliance with HR policies and procedures.
• Maintain HR records, reporting, and workforce analytics.
• Collaborate with centralized HR functions to ensure effective employee support and service delivery.
• Recommend process improvements that enhance HR effectiveness and operational efficiency.

 Additional Duties

• Lead and participate in strategic initiatives and special projects.
• Prepare workforce reports and presentations for leadership.
• Perform other duties as assigned.

Qualifications

Required Qualifications:

• Bachelor's Degree in Human Resources, Business Administration, or related field. In lieu of a Bachelor's degree, a minimum of twelve (12) years of progressively responsible Human Resources experience, including at least five (5) years of demonstrated leadership. Management and supervision experience, will be considered.
• Minimum of eight (8) years of progressively responsible Human Resources experience.
• Minimum of five (5) years of demonstrated leadership. Management and supervision experience.
• Experience supporting large, multi-site operations.
• Strong background in employee relations, workforce planning, organizational development, and performance management.
• Excellent communication, leadership, and analytical skills.

Preferred Qualifications:

• Master's Degree in Human Resources, Business Administration, or related field.
• SHRM-SCP, SHRM-CP, SPHR, or PHR certification.
• Healthcare, physician practice, or ambulatory operations experience.
• Experience supporting geographically dispersed workforces.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to communicate with patients, staff and medical providers. The employee must be able to exchange accurate information in these situations. This position is largely sedentary and requires the employee to remain stationary for a majority of the day. Any additional physical demands will be outlined and provided by management. 

The responsibilities and tasks outlined in this job description are not exhaustive and may change as determined by the needs of CPMP.

StaffCo is a Professional Employer Organization, commonly referred to as a PEO, duly organized and registered under the New York Professional Employer Organization law. StaffCo and SUNY have entered into a professional employer agreement under which StaffCo is the employer of Stony Brook Clinical Practice Management Plan employees and responsible for all aspects of employment, including hirings, promotions, disciplines, terminations, the day-to-day direction and supervision of work, as well as labor relations and collective bargaining. StaffCo is fully responsible for providing all payroll and human resources services, including the payment of wages, collecting and reporting payroll taxes and maintaining any and all employee benefits. SUNY Stony Brook Hospital is responsible for the operation of the hospital and provision of health care and is the co-employer as is necessary to conduct its responsibilities and for related licensure, regulatory or statutory requirements and obligations.

Given StaffCo’s employment responsibilities, it is deemed the “employer” for employment and labor law purposes. Thus, the employees are private sector employees of StaffCo, not public sector employees of SUNY. The private sector nature of the StaffCo employees has been approved by NYS Civil Service and upheld in a decision by the US National Labor Relations Board. 

CPMP provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, gender identity or expression, or any other legally protected status. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall and transfer, leaves of absence, compensation and training.

CPMP expressly prohibits any form of workplace harassment based on race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, gender identity, or any other legally protected status. Improper interference with the ability of CPMP’s employees to perform their job duties may result in discipline up to and including discharge.