Leadership Development

Leadership Development HR Jobs

7 jobs found

1d ago

Senior Manager, HR Partnership & Leadership

Person Centered Services Buffalo, NY

Buffalo, NY

1d ago

$91k - $115k/yr Full time Business Partner Human Resources Leadership Development

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Job Description

The Senior Manager, HR Partnership & Leadership at Person Centered Services strengthens leadership effectiveness by embedding ongoing 1:1 coaching in the day-to-day work of senior leaders. This onsite role in Buffalo, NY partners closely with HR and L&D, while maintaining a clear separation from HR decision-making.

Role Focus

This position delivers real-time coaching to Directors and key leaders to improve performance management, team dynamics, and accountability. The role translates leadership expectations into consistent behaviors, reinforces follow-through, and helps ensure leadership improvements are sustained rather than resolved temporarily.

Key Responsibilities

Provide ongoing 1:1 coaching to Directors and key leaders to strengthen leadership effectiveness
Observe leadership practices and team interactions to deliver direct, real-time feedback
Support leaders in building confidence and capability to manage performance and handle team challenges proactively
Maintain consistent engagement to support measurable, sustained improvement
Translate leadership expectations into consistent day-to-day behaviors
Identify leaders who require additional support and intervene early
Reinforce accountability, consistency, and follow-through across teams
Partner with HR Business Partners, Employee Relations, and HR leadership on complex or recurring leadership challenges
Take ownership of coaching and follow-through after HR actions have been implemented
Ensure HR interventions lead to sustained improvement and do not result in repeat issues
Escalate patterns, risks, or leadership trends to HR leadership
Partner with L&D to translate leadership challenges and trends into targeted development opportunities
Collaborate with L&D on leadership content while ensuring practical application in daily leadership practice
Reinforce learning by coaching leaders to apply concepts in real-time situations and integrate them into daily behaviors
Provide feedback to L&D on gaps between training and practice based on observed behaviors and outcomes
Use quantitative and qualitative data (including leadership metrics, stay feedback, and exit feedback) to identify trends and prioritize coaching focus
Identify patterns and trends in leadership effectiveness across the organization and provide insight to HR leadership on capability gaps, risks, and opportunities
Support a consistent, organization-wide approach to leadership expectations and accountability

This role does not conduct investigations or make formal HR decisions, does not determine corrective action or policy interpretation, and focuses on coaching and behavior change rather than compliance or enforcement. It influences leader actions but does not hold formal decision-making authority.

Required Qualifications

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field (required)
Minimum 7–10 years of progressive experience in Human Resources, Organizational Development, leadership coaching, or a related field
Demonstrated experience in leadership coaching, behavior change, and/or organizational development
Proven ability to work directly with leaders on complex people, performance, or team effectiveness challenges
Experience driving practical, applied leadership development beyond classroom or theory-based programs
Experience working with leaders in complex or high-change environments (strongly preferred)

Preferred Education

Master’s degree (preferred)

Operating Model

Works as an embedded partner in leader work over time, not a one-time or advisory function
Provides real-time, direct feedback based on observation
Maintains regular field presence to observe and coach leaders in their day-to-day environment
Operates effectively in ambiguous environments and across functions without direct authority
Builds trust while maintaining accountability for behavior change

Success Metrics and Outcomes

Reduction in repeat employee relations issues and escalations
Increased leader independence and confidence in managing performance and team challenges
Observable improvement in leadership behaviors, consistency, and accountability
Sustained behavior change demonstrated over time, not only issue resolution
Decreased reliance on HR for routine leadership challenges
Positive trends in engagement, feedback, and leadership effectiveness indicators
Adoption and consistent application of leadership practices reinforced through coaching

Additional Expectations

Commit to a respectful, just, and supportive environment aligned with inclusion and belonging
As a leader, set and promote an inclusion and belonging culture in all business practices, including seeking, hiring, and developing candidates and addressing inclusion-related issues fairly and appropriately
Other duties as necessary or assigned

Leadership Coaching and Influence

Advanced coaching and influencing skills with the ability to drive behavior change
Ability to provide direct, candid, and real-time feedback to senior leaders
Skilled in facilitating difficult conversations
Strong interpersonal and relationship-building skills across all levels

Compensation and Location

Location: Buffalo, NY (onsite)
Salary: USD 91,000 - 115,000 per year

Benefits

20 Days of paid time off (PTO) in your first year, increasing to 25 Days in your second year
13 Paid Holidays
Comprehensive health insurance plans (Medical, Dental & Vision) for employee selection
401(k) with Company match of 50% of the first 6%, up to a maximum of 3%
Company paid benefits: basic life insurance, long-term disability, and a Lifestyle Spending Account with up to $500 for wellness eligible expenses
Employee Discount and Wellness Programs, including 3 paid hours per week for exercise, volunteering, or personal wellness
Professional development opportunities including mentorship program options and ongoing coaching

New Employee Orientation (NEO)

All new team members participate in NEO offered Monday through Friday both onsite and online
Day one includes in-person training at the West Seneca, NY office, introducing culture, values, and the foundation of Care Coordination

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22d ago

Human Resources Business Partner – Remote

Oregon Community Credit Union Eugene, OR 🇺🇸 Remote

Eugene, OR

22d ago

$85k - $105k/yr Full time Candidate Management System Candidate Pipeline Career Development

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Job Description

Oregon Community Credit Union offers a remote Human Resources Business Partner role that supports OCCU across the organization with a focus on employee relations, performance management, and organizational effectiveness. This is a remote position based in Eugene, Oregon, with a compensation range of USD 84,793 to 104,744 per year. We seek a professional with at least five years of HR experience and a Bachelor's degree to partner with leaders, drive impactful programs, and help maintain a collaborative, service-oriented culture.

Benefits

Low-cost medical, dental, and vision insurance
401(k) retirement plan with employer match
Paid time off plus 13 paid holidays
Tuition reimbursement for eligible education and training
Company-paid long-term disability
40 hours of company-paid core time annually for full-time employees to participate in community volunteer opportunities

Responsibilities

Lead employee relations, including investigations and responses to employee concerns
Guide performance management processes, including coaching leaders and reviewing documentation
Develop, maintain and update job descriptions and career progression plans
Support recruitment activities and ensure consistent hiring practices
Advise managers on HR policies, employment laws, and protected leave (FMLA, OFLA, ADAAA)
Analyze HR trends and metrics to recommend solutions and improve programs
Maintain HRIS records and prepare reports to support decision-making
Ensure compliance with federal, state, and local employment regulations
Contribute to the development and implementation of HR programs, policies, and procedures
Build strong partnerships across departments using effective communication and emotional intelligence

Requirements

Minimum of five years of similar or related HR experience
Demonstrated ability to solve complex problems, explain difficult concepts, and influence others as a trusted thought partner
Strong planning, prioritization, and collaboration skills
Ability to align work with organizational goals and hold self and others accountable
Excellent communication skills and the ability to build strong relationships across the organization
High level of emotional intelligence and professionalism
Professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP)
Bachelor's degree

Technology

HRIS

Preferred qualifications

Experience supporting employee relations and performance management in a multi-state environment
Knowledge of FMLA, OFLA, ADAAA, and other employment laws
Experience with HRIS systems and HR analytics
Experience in financial services or a regulated industry

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22d ago

Human Resources Director - Component Repair Services

StandardAero Kansas City, MO

Kansas City, MO

22d ago

Full time HR Hr Analytics HR Business Partner

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Job Description

StandardAero Component Repair Services is seeking a seasoned Human Resources Director to steer people strategy across its Missouri, Florida, Arizona, and Colorado operations from a hybrid-based role in Kansas City. In a safety- and quality-critical manufacturing environment, you will partner with site leaders, Quality & Compliance, and Corporate HR to shape workforce planning, organizational design, performance enablement, and an exceptional employee experience.

Overview

The Director of Human Resources will lead HR strategy and delivery for CRS, supporting a population of more than 600 employees across multiple states. This role partners with site leadership and corporate functions to drive workforce strategy, organizational change, and leadership development while ensuring compliance and a strong employee experience.

Responsibilities

Provide HR business partner support to CRS strategic business units, overseeing a population of 600+ employees.
Translate enterprise direction into site actions by leading workforce strategy, organization design, and aligning human capital metrics with business goals.
Steer strategic organizational change initiatives and deploy adaptable systems to sustain progress.
Drive SBU level performance enablement by implementing performance management processes, using analytics to identify gaps, delivering leadership mentoring programs, and increasing leader commitment.
Build organizational capability and succession planning by identifying and developing critical-to-business talent and leading leadership development across division SBUs.
Enhance mission readiness and SBU leadership effectiveness by partnering with SBU VP/GMs to ensure readiness for operational demands and maximize senior leadership outcomes.
Own deployment and execution of employee experience initiatives, ensuring leadership alignment across the organization.
Develop high-performing HR generalist teams (Sr HR Operations Managers, HR Managers, HR Generalists) to deliver best-in-class partner and operational support.
Ensure compliance with company policies and regulatory requirements, including oversight and collaboration with Quality and Compliance for the FAA/DOT Drug & Alcohol Program.
Oversee applicable compliance audits, employee relations investigations, and workplace incident response for assigned SBUs.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent work experience.
More than 10 years of progressive HR leadership experience in manufacturing, MRO, aerospace, or complex operations.
At least 3 years leading multi-site/multi-state HR teams of HRBPs and/or HR Generalists to high performance.
3+ years of budgeting experience with P&L awareness to align people decisions with financial objectives.
3+ years developing and deploying initiatives that support workforce strategy and organization design, strategic organizational change management, performance enablement, growth, talent optimization, and culture improvement.
Experience with HR transformation initiatives.
Experience overseeing workplace investigations.
Advanced skills in HR analytics and data-driven workforce planning (turnover analysis, capacity forecasting).
Ability to travel regularly between Kansas City, Miami, Ft. Myers, Palm City, Phoenix, and Broomfield, up to 40% travel.

Technologies

HRIS

Benefits

Comprehensive healthcare
Pension plan contribution with 100% company match up to 5%
Paid time off starting on day one
Bonus opportunities
Health- and dependent care Flexible Spending Accounts
Short- and long-term disability
Life and AD&D insurance
Learning and training opportunities

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27d ago

Human Resources Business Partner III (Employee Relations)

Credit One Bank Las Vegas, NV

Las Vegas, NV

27d ago

Full time Senior Business Partner Dayforce

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Job Description

Credit One Bank offers an on-site Human Resources leadership role in Las Vegas, NV that centers on building a proactive, compliant, and high-performing workplace. As a Human Resources Business Partner III focused on Employee Relations, you will collaborate with business leaders to shape people strategies that support organizational objectives, while working closely with HR and legal partners to uphold a fair and engaging employee experience.

You will serve as a trusted advisor on workforce planning, organizational effectiveness, talent management, succession planning, employee engagement, and change management, ensuring the right people with the right skills are in the right roles at the right time to drive business results.

Responsibilities

Act as a strategic HR advisor to leaders on workforce planning, organizational effectiveness, talent management, succession planning, employee engagement, and change management.
Partner with leaders to assess organizational structure, spans and layers, workforce capacity, and talent needs to support business objectives.
Coach leaders on performance management, employee development, accountability, communication, conflict resolution, and leadership effectiveness.
Facilitate talent reviews, succession planning, and development initiatives to strengthen leadership pipelines and organizational readiness.
Identify and develop high-potential employees through coaching, career development planning, and talent management strategies.
Leverage workforce data, engagement feedback, and talent metrics to identify trends and recommend solutions that improve organizational performance.
Support organizational design, restructuring, and change management initiatives while driving adoption and minimizing business disruption.
Partner with HR leadership and business leaders to foster a high-performing, engaged, and inclusive workplace culture.
Manage complex employee relations matters, including performance concerns, disciplinary actions, workplace conflicts, investigations, and involuntary terminations.
Conduct investigations involving harassment, discrimination, retaliation, ethics concerns, workplace violence, fraud, and policy violations.
Provide guidance on employment policies, legal requirements, and HR procedures while ensuring consistency, fairness, and compliance.
Manage leave administration, ADA accommodations, return-to-work programs, and relationships with third-party leave administrators.
Represent the organization in unemployment hearings, agency responses, and employment-related matters while partnering with Legal as needed.
Develop and maintain HR policies, employee handbook content, compliance programs, and audit controls.
Maintain confidentiality and exercise sound judgment in handling sensitive employee and organizational matters.
Analyze workforce, employee relations, leave, turnover, and engagement data to identify risks, trends, and opportunities.
Provide leaders with actionable workforce insights and recommendations to improve talent outcomes, retention, and organizational effectiveness.
Prepare reports, dashboards, and presentations that support strategic decision-making.
Identify and implement process improvements that enhance efficiency, compliance, and the employee experience.
Participate in HR projects and initiatives as assigned.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent experience may be considered.
5+ years of progressive HR experience, including employee relations, leave management, and HR business partner responsibilities.
3+ years providing strategic HR consultation to leaders and managers.
Experience conducting complex workplace investigations and managing sensitive employee relations matters.
Strong knowledge of employment laws and regulations, including EEO, ADA, FMLA, FLSA, OSHA, NLRA, and applicable state and local laws.
Experience supporting leave administration, ADA accommodations, and third-party leave vendors.
Demonstrated success in leadership coaching, talent management, succession planning, workforce planning, and organizational development.
Experience supporting organizational design, restructuring, and change management initiatives.
Strong analytical, consultative, project management, and problem-solving skills.
Excellent communication, presentation, and stakeholder management abilities.
Ability to influence leaders and manage multiple priorities in a fast-paced environment.
Experience using HR metrics and workforce analytics to drive business decisions.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Experience with Dayforce or similar HRIS platforms preferred.

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1mo ago

Human Resources Manager- Organizational Development

City of Wilmington Center, NC

Center, NC

1mo ago Closed

Full time Manager Human Resources Leadership Development

This position is no longer accepting applications (closed Aug 1, 2026).

Job Description

The City of Wilmington seeks an Organizational Development Manager to lead leadership development, strengthen performance management, and advance workforce development to boost employee engagement and organizational effectiveness.

Responsibilities

Design, implement, and oversee organizational development and training initiatives that enhance leadership effectiveness, improve employee performance, and ensure workforce consistency.
Lead the design, deployment, and ongoing refinement of the City’s performance management system to ensure clarity, accountability, and alignment with strategic goals.
Detect gaps in leadership capacity, supervisory practices, and employee development through data analysis, feedback, and operational insights.
Create and deliver supervisory and managerial training on performance management, accountability, communication, and leadership expectations.
Collaborate with Human Resources Business Partners to identify workforce and leadership needs, while crafting and delivering targeted development solutions.
Guide organizational change efforts, including restructuring, role clarity, and workforce transitions.
Assess training and development initiatives for effectiveness, alignment, and opportunities for improvement.
Develop and monitor metrics to evaluate training, leadership development, and organizational initiatives, using data to drive continuous improvement.
Support succession planning and internal talent development to strengthen pipelines.
Work with Employee Relations to provide training on workplace conduct, policy application, and reducing risk.
Promote consistency in leadership practices and employee expectations across departments.
Leverage workforce analytics to identify trends and propose strategies to boost performance and engagement.
Build and maintain strong relationships with internal stakeholders aligned to organizational goals.
Identify opportunities to improve processes, accountability, and overall workforce effectiveness.
Stay current with best practices in organizational development, leadership training, and workforce development.
Ensure compliance with applicable laws, policies, and procedures related to training and workforce development.
Perform other related duties as required.

Supplemental Information

Office Work

Primarily sedentary, involving prolonged sitting, computer use, telephone and office equipment operation, and standard office tasks. Requires visual acuity, hearing, and manual dexterity for reviewing documents, analyzing data, and completing administrative responsibilities.

Working Conditions

This position is primarily office-based, utilizing standard office equipment in a climate-controlled setting and adhering to applicable safety and ergonomic guidelines.

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1mo ago

Senior Director of Human Resources

iDC Logistics, Inc. Lynwood, CA

Lynwood, CA

1mo ago Closed

$140k - $160k/yr Full time Senior ADP Adp Workforce Now

This position is no longer accepting applications (closed Jul 28, 2026).

Job Description

iDC Logistics, Inc. invites a strategic HR leader to join onsite at our Lynwood, CA location. This senior role offers a competitive yearly salary range of $140,000 to $160,000, a benefits package, and a pathway to shape people programs across distribution sites. You will partner with the executive team to align HR practices with business goals, foster a positive work environment, standardize processes, and drive talent management and regulatory compliance. Expect a collaborative culture that prioritizes employee development, engagement, and data-driven decision making. Some domestic travel within the business unit may be required.

Benefits

401(k)
401(k) matching
Dental insurance
Employee assistance program
Flexible spending account
Health insurance
Health savings account
Life insurance
Paid time off
Professional development assistance
Referral program
Vision insurance

Responsibilities

Partner with senior leaders to design and execute HR strategies aligned to business goals
Provide guidance on organizational design, talent management, and change initiatives
Direct workforce planning to ensure staffing supports operational needs
Oversee payroll and benefits administration and programs
Manage recruitment and talent acquisition to attract top candidates
Serve as a trusted advisor on complex employee relations matters with fairness and discretion
Foster a constructive work culture through transparent communication, conflict resolution, and engagement efforts
Lead performance management to support employee development
Oversee development programs to enhance skills and career growth
Assist managers with goal setting, feedback, and performance evaluations
Ensure compliance with federal, state, and local employment laws and regulations
Develop and implement HR policies and procedures aligned with best practices
Manage personnel action forms for hires, changes, transfers, merit increases, and terminations
Review and update job descriptions; assess roles for changes
Provide professional guidance on employee relations to support resolution
Deliver data-driven leadership with actionable insights for decision making
Travel within the business unit as needed to fulfill duties

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field
SHRM-CP or SHRM-SCP certification preferred
7 to 10 years of HR management experience
Proven experience in employee relations and conflict resolution
Strong knowledge of HRIS, payroll systems (ADP Workforce Now), and applicant tracking systems
Bilingual in Spanish is a plus
Excellent analytical and communication skills
Demonstrated ability to lead and develop high-performing teams
Experience in distribution environments is preferred

Technologies

ADP Workforce Now

Travel

Ability to travel domestically up to 50% of the time

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1mo ago

Human Resources Director

Linwood Center Ellicott City, MD

Ellicott City, MD

1mo ago Closed

$115k - $135k/yr Full time Manager Senior Employee Relations

This position is no longer accepting applications (closed Jul 20, 2026).

Job Description

Linwood Center is seeking a strategic Human Resources Director to lead the organization’s HR function onsite in Ellicott City, MD. This leadership role oversees an HR team and focuses on guiding leadership, strengthening employee relations, driving HR operational excellence, and enhancing organizational effectiveness, with oversight across all HR activities. The position offers a salary range of $115,000 to $135,000 per year and demands a seasoned, mission-driven HR leader.

Responsibilities

Serving as a strategic advisor to organizational leadership
Leading the overall HR function and HR team
Driving HR operational effectiveness and process improvement
Managing and resolving complex employee relations matters
Coaching leaders on performance management, accountability, and workplace issues
Partnering with leadership on workforce planning and organizational structure
Developing and enhancing HR policies, practices, and systems
Strengthening employee engagement, culture, and retention initiatives
Ensuring compliance with employment laws and organizational policies
Creating scalable HR processes that support organizational growth and operational excellence

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required; or equivalent experience
Minimum of 8–10 years of progressive Human Resources experience, preferably within a nonprofit, education, healthcare, or mission-driven environment
Minimum of 5 years of HR leadership experience with demonstrated success advising senior leadership and managing HR functions
Strong background in employee relations, organizational development, and HR strategy
Demonstrated ability to operate as a strategic business partner and trusted advisor to leadership
Strong knowledge of federal, state, and local employment laws and HR best practices
Experience leading organizational change, process improvement, and operational effectiveness initiatives
Excellent interpersonal, coaching, conflict resolution, and communication skills
Strong analytical, problem-solving, and decision-making abilities
Ability to manage sensitive and confidential information with professionalism and discretion
Experience leading and developing HR staff
SHRM-SCP, SPHR, or comparable HR certification preferred

Benefits

Medical, Vision, and Dental coverage
Voluntary Life and AD&D
Voluntary Short-Term Disability
Company-paid life insurance & AD&D
Company-paid Long-Term Disability
401K Retirement plan with company contribution
Tuition Reimbursement
Paid Annual Leave
Paid Sick and Safe Leave
Three Personal Days
Paid Holidays
Employee Assistance Program
Credit Union Membership, if desired
401(k) matching
Dental insurance
Health insurance
Life insurance
Paid time off
Vision insurance

WHY THIS ROLE STANDS OUT

A True Leadership Opportunity
The Opportunity to Strengthen and Elevate HR
Mission-Driven Work That Matters
Strategic Work with Operational Influence
Leadership Support and Team Structure

THE IDEAL CANDIDATE

A strong HR leader who understands both strategy and operations
Comfortable navigating difficult conversations and complex employee situations
Able to influence leaders and build credibility across the organization
Solutions-oriented, calm under pressure, and highly professional
Someone who can balance empathy with accountability
Passionate about building effective teams and healthy workplace cultures
Experienced in leading HR functions beyond just administration and compliance

WHAT WE OFFER

A meaningful leadership role with organizational impact
A collaborative and mission-focused environment
Competitive compensation and benefits
Leadership visibility and partnership opportunities
The ability to shape and strengthen the HR function
A workplace where your expertise and voice will matter

READY TO LEAD THE FUNCTION, NOT JUST MANAGE TASKS?

If you are an experienced HR leader looking for an opportunity to drive strategy, strengthen operations, support leaders, and make a meaningful impact, we encourage you to apply.

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Leadership Development HR Jobs

Senior Manager, HR Partnership & Leadership

Human Resources Business Partner – Remote

Human Resources Director - Component Repair Services

Human Resources Business Partner III (Employee Relations)

Human Resources Manager- Organizational Development

Senior Director of Human Resources

Human Resources Director

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