Vice President of People Operations

Job Title

Vice President of People Operations
Job ID

2025-10467
Job Locations

US-NY-Rochester and surrounding areas
Category

Human Resources
Location : Location

US-NY-Rochester and surrounding areas
Home Department : Postal Code

14623
Home Department : Address

275 Kenneth Drive, Ste. 100
Type

Full-Time
Telecommute

No

Qualifications:

• Bachelor’s degree required, Master’s degree in business, human resources or related fields, preferred.
• 7 or more years’ progressive experience in human resource management, with a minimum of five years of strategic HR leadership, performance management, employee relations, and business development.
• Proven ability to scale people operations in a fast-paced or high growth environment.
• Expertise in HR systems, analytics, compliance and process optimization.
• Experience with ADP, particularly in modules such as Onboarding, Performance Management and Benefits Administration.
• HR certification preferred.
• A valid NYS driver’s license that complies with agency standards.

Our Commitment to Equity and Justice

 

We believe that people are entitled to dignity, respect, equity and justice. We champion a society that removes barriers. We reject racism and discrimination of any kind. We protest systemic and political inequities that marginalize people, recognizing that there is a history of structural racism in the United States. We will continue to learn and change to achieve justice. We know that strength comes from unity.

Responsibilities:

Strategic HR Operations and Leadership

 

• Partner with leadership to execute a people operations strategy that aligns with organizational goals.
• Lead HR operations, including, but not limited to, HRIS, compliance, talent acquisition, workforce planning.
• Oversee the implementation and optimization of HR technologies and automation.
• Drive continuous improvement in HR processes, policies and employee experience.
• Work to improve practices associated with meeting the strategic and operational people issues of the organization.

 

Talent and Organizational Development

           

• Partner with the HR leadership team in developing and implementing talent acquisition, retention and succession planning strategies.
• Establish metrics to ensure that learning and development programs drive leadership and career growth.
• Collaborate with business leaders to enhance performance management and feedback systems and establish appropriate metrics to measure success.
• Operationalize and collaborate with relevant responsible teams on staff development through high-potential talent and skill gap assessments.
• Develop, maintain and/or collaborate on effective programs for workforce retention, promotion and succession planning.
• Work to scale training systems throughout the organization to allow employees to grow within the organization.

 

Employee Experience and Culture

 

• Design and implement initiatives that improve employee engagement and satisfaction.
• Work closely and organizational leaders to foster a culture of inclusion, innovation and high performance.
• Enhance diversity, equity and inclusion efforts in alignment with business objectives.
• Ensure HR policies comply with all relevant employment laws, regulations and best practices.

 

HR Analytics and Technology

 

• In partnership with the Business Intelligence and Analytics team, ensure the implementation of people analytics dashboards and other data visualizations, including collection and coordination of aggregate data for the workforce; translate those data into insights and identification of organizational trends that drive deliberate action plans and help leadership make strategic decisions.
• In collaboration with the Information Technology team, drive the implementation and optimization of HR technologies and automation.
• Evaluate internal metrics and continue to learn about external best practices as it relates to the organization.
• Ensure that HR data integrity is maintained to support organizational analytics and strategic decision-making.
• Discover and build systems that address root causes of employee, cultural, or organizational pain points, not just symptoms.