Chief People Officer

The Position: Chief People Officer

The Chief People Officer (CPO) is responsible for strategically developing, directing, and implementing human resource and talent acquisition functions within the organization. As a trusted advisor and business partner, the CPO provides strategic counsel to leaders to support organizational objectives.

In concert with the President & CEO, the CPO will provide strategic leadership in supporting and directing a comprehensive framework focused on diversity, equity, and belonging.

 ESSENTIAL DUTIES AND RESPONSIBILITIES

• Develop, implement, and oversee human resources strategies, policies, and programs regarding talent acquisition, retention, performance management, organizational structure, leadership continuity, compensation, benefits, and employee relations that meet organizational needs and comply with applicable state and federal laws and regulations.
• Develop and implement a diversity and inclusion strategic plan, including annual objectives, gaps, training, hiring practices, policies, and procedures.
• Serve as an architect in designing recruiting and retention programs in alignment with the organization’s goals and objectives.
• Provide strategic leadership and counsel to the organization’s senior leadership team and leaders across the organization regarding key human resource needs, challenges, and best practices. Work closely with leaders to resolve complex organizational challenges.
• Serve as the organizational expert in changes to regulatory and market conditions that may affect the agency’s inclusion programs and implement changes and/or adjustments to ensure compliance. Work closely with internal communication and process improvement partners to embed diverse, equitable, and inclusive messaging internally and externally.
• Develop in collaboration with the CFO to maintain a comprehensive and competitive benefit and compensation program that best supports team members’ needs and is cost-effective for the organization. Goodwill NWNC is an autonomous organization governed by the board of directors and leadership.
• Ensure the effective use and maintenance of a human resources information system that meets management information needs, and allows for the analysis, and communication of records required by law or local governing bodies or other departments in the organization.
• Research and share the latest industry trends and best practices in a proactive manner, ensuring optimal performance of HR-related activities for the organization.
• Confidentially conduct time-sensitive investigations into allegations of discrimination and team member misconduct, determine appropriate corrective action, and represent the Agency when responding to EEOC claims and DOL complaints.
• Develop and implement short- and long-range strategies and objectives for areas of responsibility in alignment with, and support of, the organization’s mission, vision, values, and strategic plans.
• Represent the organization at various community, business, and civic functions to increase general visibility and awareness of Goodwill programs, services, and enterprises.

SUPERVISORY RESPONSIBILITIES

Directly supervise the Director of Human Resources, Director of Talent Acquisition, and Director of Diversity, Equity, Inclusion, and Belonging.  Responsible for the overall direction, coordination, and evaluation of assigned departments.  Oversee a total of 15 professional team members.

ADDITIONAL RESPONSIBILITIES

• Serve as the Equal Opportunity and Compliance Officer for the organization.

• Provide leadership, direction, and support to one or more committees of the Board of Directors as requested by the President & CEO.

• Represent the organization in the community and the region as requested by the President & CEO.

• Perform other job-related tasks as assigned by the President & CEO.

EDUCATION and EXPERIENCE

• Bachelor’s degree from a four-year college or university in Human Resources Management, Business Administration, or related field (master’s degree or JD preferred).
• Ten years of human resource experience including building a culture of diversity, equity, and inclusion.
• Management experience with a similar level of responsibility in an organization of similar size/complexity.
• Excellent communication and presentation skills, both written and oral, with the ability to represent the organization internally and externally across a wide range of stakeholders and con
• Record of demonstrated success in knowledge gained from previous roles.
• Led a human capital strategy during a period of significant growth and transformation.
• Served as the most senior HR executive of a public, private or non-profit organization.
• Demonstrated commitment to diversity, inclusiveness and equity, and the values of respect, integrity, service, excellence, and stewardshi
• Demonstrated ability to solve, interpret, analyze complex data and issues and draw valid conclusions.
• Proven strategic partner who developed long-term plans, served as a trusted advisor to the CEO/C-suite, and led new initiatives across a matrix environment.
• Significant leadership in policies and decision-making for an organization.
• Strong relationship builder with the ability to establish common ground, build consensus, and strengthen collaboration among diverse stakeholders.
• Identified and evaluated an organization’s current and future core skills required to execute its business strategy in a competitive business environment and changing economic conditions.
• Understanding of governance, compliance, and regulatory/statutory legislation and reporting procedures within the industry.
• Operational knowledge of business units and corporate functions including operations, finance, marketing, legal, risk, and audit.
• Built and managed HR budgets, with strong vendor management experience.
• Proficiency in UKG and Microsoft Office skills required.

COMPETENCIES

• High-level of Integrity and Trusted Partner: Approaches challenges and opportunities with a high level of integrity and unquestionable character.
• Relationship Building: Builds and maintains strategic alliances with all business units in the organization and works together to achieve business goals.
• Communicative: Comfortably delivers strategic messages supporting their function and the organization at the enterprise level; communicates with senior-level executives on complex organizational issues.
• Strategic Execution & Direction: Makes sound decisions that have organization-wide consequences and influences future direction.
• Innovating: Cultivates and embodies a culture that views uncertainty as an opportunity and supports change and innovation.
• Leading Through Change: Leads and champions change in the organization; acts as a role model.
• Managing Risk: Demonstrates expert insight into the organization’s risks and opportunities within the competitive environment.
• Data Literate: Incorporates data and insights from multiple sources to tell a meaningful story and share actionable recommendations.
• Decision Making and Problem Solving: Able to identify business problems, suggest solutions, and make decisions in uncertain situations.

CERTIFICATES, LICENSES, REGISTRATIONS

• Must have a reliable means of transportation. Willing to work evenings and weekends, as well as travel to events or as needed to perform essential job duties.
• Society of Human Resource Management (SHRM) certification is preferred.

PHYSICAL DEMANDS & WORK ENVIRONMENT

• Work is not physically strenuous and is primarily sedentary. May require typing, walking, standing, bending, and light lifting of items such as paper/books.
• The work involves risks associated with an office or commercial vehicle and requires observing basic safety/ fire regulations. Adequate lighting, heating, and ventilation.

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