Chief Human Resources Officer

Korn Ferry company has partnered with our client on their search for Chief Human Resources Officer.

The CHRO is responsible for delivering an HR strategic vision and implementing innovative and creative HR strategies, programs, and processes to attract, retain, develop and reward talent from entry level to the executive team. S/he will function as a strategic thought leader on the CEO’s leadership team to drive a highly strategic, service oriented, and proactive HR organization that is aligned with the business, financial and talent goals.

• Drive an innovative talent management “buy-build” strategy that ensures a balanced diverse pool of both internal and external talent is available and ready to contribute to the organization’s ongoing growth plans.
• Develop a Learning & Develop University - the Supervisory Training Program (STP), “Step Up” career development program and campus recruiting/intern strategies - in support of the company’s ongoing needs for a diverse and technically-competent pool of management and craft/field talent.
• Deliver robust talent acquisition, development, retention, engagement and succession strategies at all levels while maintaining an inclusive environment and culture.
• Be an employee advocate and visibly support the company’s core values.
• Implement and manage a formal compensation and performance management structure.
• Drive efficiency and effectiveness through improvements in HR processes, systems and technology. Also, proactively drive the technology-related initiatives related to improving/upgrading service within areas of responsibility, i.e., , performance management, employee branding, etc.
• Focus on innovative training for front line Project Managers & Superintendents to manage the company’s biggest risk, safely building projects on time and on budget.
• Develop a highly responsive and effective talent acquisition strategy that is integrated and aligned with the overall leadership development and training functions to create a deep bench and a strong internal/external talent pipeline across the company, especially for the areas which are the “talent feeders” for the company. Also develop a creative and effective recruiting, retention and branding strategy for the next generation of talent; i.e., millennials.
• Present strategic solutions to challenging HR, talent and organizational-related matters by proactively leading discussions with the CEO and his leadership team.
• Responsible for compensation and benefit programs. Manage corporate health programs, including proactive measures to manage health care costs, while maintaining a healthy and safe workforce.
• Develop a change management strategy that can be leveraged across the company to respond to any changing business needs related to transforming a process, org structure, continuous improvement, acquisition, etc.
• Guide the development and implementation of performance management systems that establish clear performance expectations, promote alignment of individual goals with the company’s strategies and priorities and foster the development of competencies needed to excel.

The ideal candidate will have prior experience leading and scaling an HR function in alignment with the on-going growth and talent plans of a comparable culture and workforce. Experience scaling an organization by acquiring and retaining highly skilled, blue-collar talent across a geographically diverse organization is critical.

S/he will have a strong track record of developing innovative sourcing, recruiting and on- boarding strategies for both management and front-line field workforces in a variety of markets.

It will be important that the ideal candidate be a strong strategic leader with the necessary HR, business, and financial acumen to drive highly engaged talent acquisition and learning and development teams to deliver on a national scale.

S/he will have prior experience leading and motivating a disbursed HR team and managing a budget. The ideal candidate will also have the technical skills and knowledge to leverage and implement innovative HR technology to support the company’s future growth.

In addition, s/he must have the following:

• Strong strategic and critical thinking skills
• Ability to effectively manage multiple priorities, challenges and projects
• Empathy
• A hands-on and highly responsive approach to leading HR
• Experience leading an HR team during inorganic and organic periods of growth
• Experience driving change, process improvements, transformation, implementing performance management, talent acquisition, etc.
• A results/action orientation with an assertive, confident, and proactive leadership style
• Significant breadth and depth of knowledge in the areas of talent acquisition (craft to executive) and talent management (branding, engagement, onboarding, performance management, learning and development, etc.)
• A highly collaborative leadership style with the gravitas to effectively influence and drive innovative change across all levels of management within a founder run culture

SE# 510593478