Chief People Officer Jobs

Our client is seeking a Chief People Officer (CPO) to lead the scalable evolution of our human resources function. We are a fast-growing, $150M multi-site organization with a dynamic collaborative culture and senior management staff that drives positive core values. The ideal candidate will have demonstrated experience as an Executive level leader with the ability to link strategy to execution within the critical business vertical of People Operations, including the building of equitable infrastructure to support collaborative, high-performing, development-centric teams. It is critical that the candidate has an innovative mindset and a blend of experience in rapidly changing environment and large organizations. The position will be part of the Executive Leadership Team and will partner with Operations and the V.P. of Organizational Strategy & Culture to drive change and innovation throughout the company. The individual will oversee all human resources areas, including organizational design, Diversity, Equity, Inclusion & Belonging (DEIB) as well as talent management, compensation benchmarking and analysis, benefits and payroll administration, employee engagement and relations, compliance, and employee careercycle professional development planning. As a member of the Executive Leadership Team, the CPO will ensure the Company continues building a strong, diverse, and inclusive culture across today’s organization with an eye towards future growth. All candidates should also have proven leadership, coaching, and relationship management experience. Key Management Responsibilities:  Serve as a trusted strategic partner and advisor to the Company’s Executive Leadership Team (ELT) for short and long-term People Strategy goals.  Assist ELT with design of an inclusive and equitable organizational structure to maximize corporate goals, as well as departmental teams’ performance and engagement.  Design and implement a vision, innovative strategy, and roadmap for talent acquisition and multitiered professional development programming.  Build strong connections and communication lines among employees and between site locations.  Shape, nurture, and champion Company’s differentiated culture to create a competitive employment brand that attracts and retains the best talent.  Analyzes trends and metrics in partnership with Operations to develop solutions, programs and policies.  Provides day-to-day coaching to leadership on a variety of actions to include employee relations issues, policy interpretation, and application; talent management and development; and organizational design consultation.  Conducts ongoing supply and demand analysis for leadership and business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs.  Actively participate in annual budget planning/labor forecasting process with leadership and business partners.  Ensure compliance with all applicable state and local laws and regulations.  Manage staff wellness, performance reviews and benchmark industry trends.  Partner with company managers to determine long-term growth strategy for the company. Desired Leadership Competencies:  Experience with research, implementation, and management of various HRIS systems as aligned with the appropriate level of need for the company  Unwavering commitment to quality programs and data-driven program evaluation.  Excellent written and verbal communication, presentation, and interpersonal skills, including the demonstrated ability to communicate professionally and respectfully with staff at all levels and to deal with confidential information and all employee matters with diplomacy and discretion.  Ability to work effectively in collaboration with diverse groups of people.  Should possess a combination of passion, idealism, integrity, positive attitude, mission-driven, and self-directed.  Multi-site location client support experience a plus. Key Management Goals:  Shape strategy: Identify and integrate organizational strategies to achieve and sustain competitive advantage; Develop strategies that leverage the core capabilities and competencies of the company.  Amplify the work of others: Understand how to foster team effort, collaboration, empowerment and amplify the work of others.  Display vision: Identify longer-term needs and opportunities for employees that can translate into revenue growth and future needs and developments, not just current reality.  Align the organization: Ensure broad strategies are translated into specific employee & departmental objectives, metrics, and action plans achieve those objectives. Ensure that efforts across functions are integrated and aligned.  Optimize execution: Use key indicators, processes, and management systems to monitor the organization's employee’s performance against goals.  Lead boldly: Champion breakthrough ideas and initiatives. Take decisive action in high stakes situations, crises, or conditions of uncertainty; foster self-assurance and unshakable confidence without coming across as arrogant. Confront and work to resolve tough organizational issues.  Energize the organization: Foster a sense of energy, ownership, and personal commitment to the work. Inspire others to define new opportunities and continuously improve the organization; Nurture commitment to the organization's vision, values, purpose, and direction; Create an environment in which performance excellence is rewarded.  Develop organizational talent: Shape roles and assignments in ways that leverage and develop people's capabilities; Provide feedback, coaching, and guidance where appropriate to enhance others' skill development.  Demonstrate agility: Respond resourcefully and constructively to new demands, priorities, and challenges of employees Foster a calming influence in others in tense or stressful situations; Modify one’s self-perceptions and behavior based on feedback from others.  Use astute judgment: Recognize the broad, systemic implications of problems and issues; Critically and logically evaluate the costs, risks, and benefits of alternatives before making decisions; Make timely decisions, balancing analysis with decisiveness. Education & Qualifications:  Ideal candidate will possess an advanced degree (ideally an MA in Organizational Behavior), with at least 15 years of senior management experience; track record of effectively leading and scaling performance/outcomes-based organization and staff highly important.  Will also consider a BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or Industrial Psychology.  SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRMCP) certification preferred.