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The Senior Vice President of Human Resources provides strategic leadership for all HR functions across Jewish Home. This role oversees recruitment, employee engagement, labor relations, compensation and benefits, compliance, and workforce planning, ensuring alignment with the organization’s mission and strategic plan.

Jewish Home (the “Organization” or “JH”) is an $80 million dollar, best-in-class organization, keenly focused on helping older adults lead healthy, vibrant lives in the Greater Rochester region. Jewish Home maintains a laser‑like focus on identifying, developing, adopting, and refining best practices in medical and social care for older adults no matter their stage of independence. With a vibrant strategic plan focused upon sustainability, innovation, and growth, the Jewish Home continues to provide critical solutions for aging well in our community.

Jewish Home qualifies as the community’s only designated Continuing Care Retirement Community, offering a full complement of services, from senior housing to community‑based services. Jewish Home offers independent living at the Summit at Brighton, assisted living at Wolk Manor, assisted living for memory care residents at the Lodge at Wolk Manor, long‑term care and skilled nursing at the Green House® Cottages and Farash Tower and operates the largest Adult Day Health Care Program in Monroe County, all located on a beautiful 75‑acre campus.

Off campus, Jewish Home has been supporting older adults through a wide range of services and resources including Physician House Calls‑primary care for homebound patients, Marian’s House‑a daytime retreat for those in early‑to‑mid stages of dementia, and The Clare & Jerry Rotenberg Institute on Aging‑educational programs and resources to promote positive aging.

• Personal Medicine of Rochester - a personalized primary care experience with a focus on individualized health plans and enhanced access to physicians;
• Living Well Home Care offering personal care and companion services;
• Lilac Grove, an independent living apartment complex opened in May of 2026, bringing 90 apartments to individuals aged 62 years or older;
• The renovation and expansion of independent living at the Summit, offering 35 new luxury units in fall of 2027 and 35 more in the planning stages.

Jewish Home employs approximately one thousand people across 26 departments. Jewish Home’s professional staff report that the organization’s visionary leadership, strong reputation for providing quality, mission‑driven services, and competitive benefits package are primary drivers of their decision to join and stay. Employees of Jewish Home are proud to consistently be recognized as a Great Place to Work® certified organization. The Great Place to Work Institute is the global authority on high‑trust high performance workplace cultures and publishes the annual Fortune 100 Best Companies to Work For® list.

Jewish Home is consistently rated as best‑in‑class by independent, data‑driven national publications. In 2026, Newsweek ranked Jewish Home #1 in the large nursing home category for the second consecutive year. U.S. News and World Reports awarded Jewish Home with the highest possible rating for both long term care and short‑term rehabilitation for the eighth consecutive year. Also in 2026, CEO Mike King was honored as an “Agent of Change” for his twenty‑one years of transformative leadership at Jewish Home.

Guided by Jewish values, Jewish Home is an inclusive and welcoming community. The organization is committed to enhancing quality of life and well‑being for all, no matter their faith, ethnicity or orientation.

The Jewish Home Foundation is a separate but closely related entity, with an independent board of directors and its own staff. While the Foundation exists to enhance the quality of elder care for residents and patients, its mission also includes the goal to improve the lives of Jewish Home staff. As such, the Foundation provides the human resources and staff development teams with the unusual ability to fund educational and quality of life offerings for staff that wouldn’t otherwise be possible within Jewish Home’s budget. A compelling example is the Jewish Home on site grocery store/pantry where eligible employees in need can select and take home quality food items for free. These unique offerings are a difference‑maker for Jewish Home’s ability to hire and retain front‑line staff.

The Jewish Home is seeking a Senior Vice President of Human Resources who will be motivated to sustain and grow the organization’s best‑in‑class reputation for providing quality services to seniors residing within the greater Rochester community. Jewish Home’s leaders consistently credit the organization’s success to the team of exemplary, mission‑driven staff who dedicate their efforts every day to improving the lives of seniors. The next SVPHR will be entrusted to build on this success by employing, developing, motivating and retaining employees who will care for future generations of Jewish Home residents, patients and clients.

The organization is seeking a new leader following the pending retirement of the well‑respected current SVPHR. The successful candidate will benefit from joining a human resources team staffed by experienced professionals who are respected throughout the organization. Reliable systems, policies and processes are in place, and current HR team members readily share that they are engaged in their roles and find joy in executing on Jewish Home’s mission. The SVPHR is a member of the seven‑person Executive Leadership team and reports directly to the President/CEO.

The next SVPHR will manage two direct reports – the Director of HR and the Director of Staff Development. The Director of HR in turn manages a team of five who manage payroll, recruitment, compliance and benefits, among other responsibilities. The Director of Staff Development also manages a team of five with a goal of training and developing staff across the organization. This team manages specialized recruitment programs in addition to orientation, role specific training classes, and specialized retention programs including a nursing retention specialist. The SVPHR will manage a budget of $1.2 million with the support of the finance department as needed.

While the human resource function is performing well according to the Executive Leadership team and HR staff under management, the successful candidate will have an opportunity to make a mark on the organization’s future success. For example, it’s no secret that direct care professionals employed in the human services industry are not compensated at a level commensurate with the importance of the work undertaken. Employee turnover is lower at JH than that of many other peer organizations, but it is still far too high and costly. The next SVPHR will have an opportunity to experiment with creative ideas and initiatives to reduce turnover and improve retention at all levels of the organization, especially critical for nursing and certified nursing aid roles. Jewish Home has had measurable success with several creative, ongoing programs and is eager to identify more. Some examples of programs that are making a difference are: Project SEARCH (teaming with Heritage Christian Services to acclimate, train and employ individuals with developmental disabilities); Project Kesher (a four‑week internship program for Jewish teens); and Project Culinary (a collaborative program launched to engage MCC and adult education culinary students in career opportunities within senior living and aging services). When asked, several members of the JH leadership team described the organization as one that appreciates innovative ideas and allows for experimentation with minimal barriers.

• Leverage data and experience to advocate thoughtfully for new ideas and initiatives that will benefit Jewish Home’s workforce and mission, always taking the reality of budget limitations and competing priorities into consideration.
• Team with the Executive Leadership Team to shape organizational strategy, culture, and workforce planning.
• Increase the visibility of Jewish Home’s good work by advocating on behalf of the organization in relevant organizations and collaborative community “tables” in the Greater Rochester community.
• Ensure the organization remains a first‑mover for innovative benefits, compensation trends and programs.
• Support the Executive Leadership team and those they manage by providing or arranging for the provision of executive coaching to increase job satisfaction and performance.
• Ensure that the human resources function remains current on federal, state and local laws, industry policies and Jewish Home policies to ensure that the organization’s human resource function remains in compliance. The ongoing goal is to reduce HR‑related claims, regulatory findings and audit deficiencies.
• Establish HR as a service line partner by gathering and leveraging data, analytics and best practices and sharing insights with the Executive Leadership team and relevant departments.
• Team with nursing leadership and managers to identify unexplored ways to increase retention rates of nurses and CNA’s.
• Function as the senior advisor on complex employee relations, labor strategy, compensation and risk mitigation situations as they arise.
• Proactively develop the talent of staff under management by providing cross‑training and providing or arranging for additional learning opportunities and stretch assignments.
• Benefit from a competitive compensation package. The successful candidate will receive annual compensation ranging from $165,000 - $185,000, a generous benefits package, and the opportunity to participate in a variable compensation plan.

• Possess at least 5 years of experience serving as a leader of a human resources team in an organization with 200 employees or more. SHRM and/or PHR certification is preferred.
• Ideally have experience working within the field of health care and senior services in the upstate New York region. Other industry experience will be considered, however.
• Have a reputation for maintaining strict confidentiality when dealing with employee and employer information.
• Provide examples of creative approaches to hiring and retaining top talent at all levels in the organization.
• Have experience coaching mid‑managers to higher levels of measurable performance.
• Have a reputation for promoting inclusion and belonging, including a history of driving measurable results.
• Habitually build an interest on the part of others to come join the Jewish Home team when out in the community.
• Have experience managing people and processes that ensure compliance with federal, state and industry‑specific laws, regulations and organizational policies.
• Have experience creating and managing consistent compensation policies across the organization.
• Possess an inquisitive nature, patient demeanor and a natural inclination to partner with others to resolve challenges.
• Possess a reputation for mentoring and treating clinical and non‑clinical staff with respect.

If you are a strategic human resources leader who is lacking a meaningful connection to the organization and/or industry you currently serve, this opportunity should catch your attention. In this role you will be called on to work side‑by‑side with a highly engaged leadership team and workforce who ask themselves every day, “What’s next? What else can we do to enhance the lives of our residents, patients, clients and employees in the Greater Rochester community?” If that statement energizes you, let’s start a conversation.

This description is not meant to be an all-inclusive list of duties and responsibilities but constitutes a general definition of position scope. Jewish Home is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis [“protected class”] including, but not limited to: veteran status, uniform service member status, race, color, religion, sex, sexual identity, gender identity or expression, national origin, age, physical or mental disability, genetic information or any other protected class under federal, state, or local law.

Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.