Chief People And Culture Officer

Job Details

Job Location

Los Angeles Administrative Offices - Los Angeles, CA

Position Type

Full Time

Salary Range

$275,000.00 - $300,000.00 Salary/year

Job Shift

Day

Description

ABOUT THE LUCAS MUSEUM OF NARRATIVE ART

As the first museum to focus exclusively on storytelling through images, the Lucas Museum of Narrative Art believes that visual storytelling can connect us and help shape a more just society. With a growing collection that encompasses artworks from across cultures, places, times, and mediums, including paintings, sculptures, murals, photography, comic art, book and magazine illustrations, and the arts of filmmaking, the Lucas Museum will explore narrative art’s potential to prompt questions, invite opinions, inspire community, and move people to think about the impact of images on our world.

Co-founded by George Lucas and Mellody Hobson and led by director and CEO Sandra Jackson-Dumont, the Lucas Museum was designed by renowned architect Ma Yansong of MAD Architects with Stantec as executive architect and is under construction in Los Angeles’s Exposition Park. An 11-acre campus with extensive new green space designed by Studio-MLA will embrace the museum’s 300,000-square-foot building, which will feature expansive galleries, two state-of-the-art theaters, and dedicated spaces for learning and engagement, dining, retail, and events. .

Position Summary

The Lucas Museum is in search of an exceptional talent who is strategic, entrepreneurial, and values-oriented to build a culture that will not only ensure the employees of the museum have great experiences, but also will serve as a model for other organizations in the community and around the country. Storytelling is at the core of our mission. We have to live it. The story of each organization is the sum total of the stories of its people. We want to hire someone who accepts the challenge of this kind of leadership inside and outside the organization.

The Chief People & Culture Officer (CPCO) will serve as a critical partner for the director and CEO. This position will play a central role in imagining and realizing the museum as a strategic, equitable, and people-first work community. They will provide leadership, strategic direction, and managerial oversight for various areas including Diversity, Equity, Inclusion, Accessibility, and Belonging (DEIAB), Human Resources (HR), workplace culture, and professional development. This will include leading organizational design, executive coaching, and development, recruiting, and the implementation of learning and development programs. The museum is looking for a leader to help grow the organization and leadership in the most sustainable way possible.

The CPCO has overall responsibility for developing a strategic HR function including recruitment and onboarding, total rewards, training and development, implementation of programs and policies, employee relations, offboarding, workers compensation and safety issues, payroll, and compliance with laws and regulations. This role will provide guidance to all levels within the organization, applying expertise within areas of responsibility to resolve highly complex issues while keeping employees and their experience at the center of their work. The incumbent will bring expertise and a strong commitment to DEIAB measurables. The CPCO will establish a DEIAB-forward ethos and commitment to defining and shaping actionable policies, procedures, and practices across programming and operational functions including hiring, coaching, and training methodologies.

The CPCO must be a strategic problem solver, see the big picture and the details, and be excited about the vision and values of the Lucas Museum - essential qualifications needed for the startup organization. This person will thrive in the context of ongoing change and be nimble in practice and flexible in thought. This role sets approaches and outcomes in consultation with the director and CEO while leading the organization through rapid growth. They will ensure accomplishment through exceptional supervision and mentoring of direct reports, as well as strategic interdepartmental collaborations within the museum to advance the institution’s goals.

Responsibilities

Strategic and Innovative Human Resources Management

• Help create a culture where we are seen as leaders in this space, implementing established practices and emerging trends in diversity, equity, access, inclusion, belonging, and anti-racism work
• Establish an internal pipeline of talent through strong sourcing, onboarding, performance management, learning and development, succession, and retention programs with a particular focus on a truly diverse team Build and lead a team of talented people leaders and subject matter experts across the people team
• Build and model a people-centric strategy that focuses on talent acquisition, employee experience, engagement, DEIAB, people policies, culture, and practices
• Manage the HRIS within Paycom and lead transition to a new HRIS
• Direct all employee benefit programs, oversee payroll and benefits administration, and work closely with outside agencies and partners supporting benefits administration
• Lead the design and management of the organization’s compensation model with pay equity at the center of this work, ensuring the Museum is competitive in compensation and benefits
• Evolve a leading DEI strategy, goals, and metrics that ensure an inclusive culture where employees can grow and thrive
• Serve as an external spokesperson for Lucas Museum of Narrative Art - change starts from within and we must hold ourselves to the highest bar so we can share best practices with varied stakeholders and colleagues
• Manage employee relations by addressing and resolving employee issues promptly, effectively, and objectively while complying with applicable laws and policies
• Advise and support management in all areas of HR and Risk Management as related to employment issues
• Provide strategic and practical leadership in the planning, development, and implementation of best-in-class Human Resources
• Be a resource to other leaders as they develop their voices on these and other ‘people and culture’ topics while still getting them bought in and helping deliver on the commitment to excellent talent and culture practices

Staff and Team Management

• Recruit and manage a diverse and excellent team to support the development and execution of the human resources plan, using external expertise where additive and appropriate
• Build and lead a high-performing, highly-empathetic team, representing the values of the Lucas Museum
• Mentor and develop the team
• Promote a culture of high performance and continuous improvement where learning and a commitment to quality are core values

CORE COMPETENCIES

• People Focus : Is dedicated to meeting the expectations and requirements of internal and external stakeholders; gets firsthand information and uses it for improvements; acts with people in mind; establishes and maintains effective relationships with stakeholders and gains their trust and respect; problem solves with diverse audiences and stakeholders in mind
• Dealing with Ambiguity : Can effectively cope with change; can shift gears comfortably; can decide and act with moving targets; isn't upset when things are up in the air; doesn't have to finish things before moving on; can comfortably handle risk and uncertainty
• Deciding & Initiating Action: Makes prompt, clear decisions which may involve tough choices or considered risks; takes responsibility for actions, projects, and people; takes initiative, acts with confidence, and works under own direction; initiates and generates activity for the department
• Presenting & Communicating Information: Expresses opinions, information, and key points of an argument clearly and fluently; makes presentations and undertakes public speaking with skill and confidence; responds quickly to the needs of an audience, to their reactions and feedback; able to interact effectively with a broad spectrum of age levels and cultural backgrounds
• Creating & Innovating : Produces new ideas, approaches, or insights; creates innovative products or designs; produces a range of solutions to problems; seeks opportunities fororganizational improvement; devises effective change initiatives

Qualifications

Education and Experience

• Experience managing through a growth while embedding the highest quality programs and an approach to DEIB others seek to emulate
• Expertise in organizational design, performance management, leadership development, and succession planning
• Background designing and embedding performance management systems to support the differentiated strategy and goals.
• Proven use of people analytics to create the strategy and drive for results
• PHR or SPHR certification a plus
• Bachelor’s degree with a minimum of 10 years of Human Resources, Organization Development and Employee Relations experience

EQUAL OPPORTUNITY AND OUR COMMITMENT TO DEAIB

The Lucas Museum of Narrative Art embraces diversity and equal opportunity. We are committed to building a team that represents and supports a variety of backgrounds and perspectives. The Lucas Museum fosters a work environment that is free of discrimination and harassment, whether based on race, national origin, gender, gender expression, religion, ethnic background, age, disability, marital status, sexual orientation, or any other criterion prohibited by applicable federal, state, or local laws. We believe that diversity and inclusion among our team is critical to our success, and we seek to recruit, develop, and retain talented people from a diverse candidate pool. Applications from traditionally underrepresented communities are encouraged.

The statements in this description represent typical elements, criteria, and general work performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the job.

MISSION AND VISION

We are a museum dedicated to the art of storytelling. Through visual storytelling the Lucas Museum expands the role of art and museums for society. The Museum inspires thought provoking ideas and conversations that are relevant within and beyond geographic boundaries. Our work radiates to catalyze more connected and empathetic spaces. The art of storytelling connects us to shape a more just society.

VALUES

Our internal and external practice is shaped by the following beliefs and behaviors.

PEOPLE FIRST

We meet people wherever they are (physically, intellectually, emotionally). Our inclusive practice connects who people are and what people find meaningful, to works of art and the work of our organization.

INSPIRED

We believe that art can move you to feel, think, reflect, and act.

COLLABORATIVE

We believe that nimble thinking and working together yields exponential results.

BRAVE

We approach our work and learning with courage, creativity, curiosity, and a sense of adventure.

4 STRATEGIC PRIORITIES

ART

Amplify the social impact of Narrative Art through an approach that bridges the academic and the popular.

COMMUNITY

Connect to a broad and diverse public by create an institution rooted in impactful, respectful, sustainable relationships.

INCLUSION

Practice diversity, equity, inclusion, accessibility and belonging in all operational and programmatic aspects of our work.

OPERATIONAL EXCELLENCE

Create a healthy and durable institution equipped to fulfill its vision and public mandate.

All staff at the Lucas Museum of Narrative Art lead through a deep commitment to diversity, equity, and inclusion, both within the Museum and with the communities that we serve.

Salary and titles will be assigned commensurate to the successful candidates’ education and experience. An attractive compensation package will be offered to the successful candidate(s).

Pursuant to the Lucas Museum of Narrative Art’s COVID-19 Mandatory Vaccination Policy, the museum requires all new hires to provide proof of COVID-19 vaccination as a condition of employment absent an approved medical and/or religious exemption. Upon hire, all new hires will receive detailed instructions on complying with this policy. Federal, state, or local public health directives may impose additional requirements.