We are currently looking for a Chief Human Resources Officer to join our team!

Roles and Responsibilities:

  • Develop and implement an effective HR strategy: Drive the development of Human Resources to a variety of operational and strategic challenges, such as organization effectiveness initiatives, process and procedure redesign, talent identification and deployment, workforce, turnover, procedures and process reviews, and designs programs to continually improve HR efficiency, effectiveness, and methodologies.
  • Goals and metrics: Direct the design and implementation of appropriate automated human resources information systems and insures the introduction and use of effective HR metrics and analytics across all HR disciplines.
  • Partner with senior leaders: Collaborate with senior leaders and provide strategic guidance to develop and execute workforce planning and talent acquisition strategies. This involves identifying current and future talent needs, developing recruitment plans, and ensuring the organization has a diverse and inclusive workforce.
  • Ensure effective HR systems and technology: Oversee the implementation of oncoming Human Capital Management system, as well as management of various HR systems, technology, and data analytics to support the business needs of the organization. This involves identifying and implementing HR technology solutions, optimizing HR processes, and leveraging data analytics to drive strategic decision-making.
  • Talent Acquisition Strategy: Direct the development, implementation, and administration of a strategic vision for the acquisition and development of talent at all levels and in all areas of the company. Design standards for applicant sourcing, testing, screening, selection, onboarding, and placement to ensure the organization attracts and retains top talent. Design and ensure the implementation of standards for applicant sourcing, testing, screening, selection, on-boarding, and placement.
  • Champion an inclusive and diverse culture: Lead efforts to further establish Diversity, Equity, Inclusion and Belonging (DEIB) initiatives and integrate across HR’s departments as well as agency wide. Partner with DEIB to promote programming that fosters an inclusive and diverse workplace where every employee feels welcomed, valued, and respected.
  • Develop retention and succession planning: Lead efforts in developing and implementing retention strategies to ensure the retention of top talent and critical roles. This includes identifying high-potential employees, implementing succession planning processes, and agency-wide career laddering opportunities.
  • Employee Engagement: Directs the development, implementation and administration of a multi-faceted employee engagement program that results in measurable enhancements to employee satisfaction and retention. 
  • Learning and Professional Development: Manages the design, development and implementation of a robust Management Development & Learning program that contributes to agency wide retention and succession planning strategies and incorporates data from performance management cycle. Utilize agencies Learning Management System to promote accessibility around professional development. 
  • Medical, EAP Strategy: Directs design, development and implementation of a complete crisis intervention, and treatment and follow-up program for employees and family members through an Employee Assistance Program or HMO.
  • Benefits and Total Rewards: Direct the design and implementation of a comprehensive benefits and total rewards strategy that attracts, retains, and motivates employees to ensure they meet the needs of employees and support the organization’s overall compensation philosophy.
  • Policy and procedure development: Direct the development of and consistent interpretation and application of policies and procedures. Ensure that HR policies and procedures are effectively communicated and applied throughout the organization. Directs employee relations function which is responsible for advising all levels of management and employees on employee relations matters and providing an internal resource for employees or management on issue mediation and resolution. 

This Position Supervises:

  • Deputy Chief Human Resources – HR Compliance
  • Deputy Chief Human Resources – Medical, EAP, & Benefits
  • Deputy Chief Human Resources – Talent Acquisition
  • Deputy Chief Human Resources – Talent Management
  • Senior Director of Compensation
  • Executive Assistant

Education, Experience, and Qualifications:

  • Master’s degree in Human Resources, Business/Public Administration or related area and 10 years of progressively responsible, broad-based management experience in Human Resources within a large, matrixed organization with multiple unions and contracts, increasing responsibilities for multi-faceted direction and planning.

Knowledge and Skills:

Required Knowledge, Skills and Abilities:  

  • Comprehensive knowledge of HR best practices, change management, employment and labor law and familiarity with various state, federal and industry regulations.
  • Excellent leadership, management, organizational, communication and interpersonal skills 
  • Proven proficiency in building relationships and working collaboratively with labor unions and other stakeholders to improve operational, performance and customer experience.
  • Ability to identify needs and opportunities for change within an organization and to provide strong guidance and leadership to strategically map and execute change. 
  • Strong customer service orientation with the ability to manage multiple large-scale projects that directly impact the strategic direction and success of the organization.
  • Exceptional project management, organizational, interpersonal, analytical, problem-solving, oral, and written communication skills.

Desired Knowledge, Skills and Abilities:

  • Experience leading major systems change, including implementation of a Human Capital Management system, within a an organization.