Our nonprofit client is seeking a Chief Human Resources Officer (CHRO) to join its team.

The CHRO leads the development and implementation of the organization’s human resources vision and strategy and manages a high-performing team responsible for delivering best-in-class human resources programs and customer service to ensure that the organization is a great place to work. The CHRO works closely with the senior management team to identify organizational needs, develop strategies to meet them, and drive successful organizational change. The CHRO works with the President, Officers, managers, and Union representatives to develop and enhance policies and procedures that ensure fairness, high ethical standards, and reflect and advance the organization’s commitment to diversity, equity, and inclusion (DEI). At the center of this work is supporting and building the organization’s employee-centric culture and climate to foster and support a psychologically safe work environment where all employees are valued and feel empowered to contribute and do their best work. The CHRO directs all aspects of human resources including talent acquisition, performance management, training and development, DEI efforts, compensation and benefits, legal compliance, and labor and employee relations. The CHRO is a collaborative leader, committed to teamwork and delivering results that matter.

PRINCIPAL DUTIES AND RESPONSIBILITIES:

1. Leads the development and implementation of the vision and strategy for the organization’s human resources functions, ensuring alignment with the organization’s mission and organizational strategy.

2. Serves as a strategic partner and advisor to the organization’s president and management team regarding key organizational and management issues. Works closely with the management team to ensure human resources initiatives support the organizational strategies and effectiveness.

3. Assesses the organization’s policies, processes, and systems from a human resources standpoint and identifies improvements. Collaborates with the organization’s President, management team, and Union representatives to develop and enhance policies and procedures that support organizational effectiveness, ensure high ethical standards, and reflect and advance the organization’s commitment to DEI.

4. Leads the implementation of transformative workplace changes, including the organization’s transition to a hybrid workplace. Partners with and supports the organization’s management team around organizational change. Develops and implements change management strategies to effectively support managers and staff through organizational changes.

5. Tracks, measures, and communicates the impact of the organization’s human resources strategy and functions.

6. Proactively builds trust-based relationships and consistently works to foster a psychologically safe culture and work climate.

7. Champions and advances DEI. Provides guidance to the DEI Program Manager responsible for managing the implementation of the organization’s DEI Strategic Plan. Works closely with stakeholders to support and advance the DEI Strategic Plan. Ensures the organization's human resources policies and procedures promote diversity and are equitable and inclusive.

8. In collaboration with the legal office, leads dealings with Union leadership, participates in collective bargaining negotiations, and promotes harmonious and productive labor-management relations.

9. Builds, motivates, and retains a strong, results-oriented human resources team that effectively supports the organization’s employees and mission. Provides on-going guidance, feedback, and coaching to the team to develop their skills and talents and works with them to identify and secure appropriate professional development and training.

10. Manages human resources team members charged with implementing an equitable and inclusive talent acquisition strategy that attracts a diverse group of talented candidates, and ensures all employees have access to a rich offering of professional development and training resources.

11 Manages human resources team members charged with ensuring the efficient and fully compliant administration of employee benefits and wellness programs and with helping employees navigate and utilize the benefits to maximum effect.

12. Manages the administration of the performance management process to ensure the ongoing, open, two-way communication between managers and employees needed to recognize good work, identify opportunities for growth, and address issues and challenges fairly and timely. Identifies ways to improve the process and leads the implementation of any process changes.

13. Manages compensation practices including salary benchmarking. Ensures approaches to compensation are consistent and equitable.

14. Keeps abreast of all federal and local laws related to human resources and equal employment opportunity and partners with stakeholders to recommend, develop, and implement policies. Assures that all policies are administered in a consistent, fair, and equitable manner and meet or exceed all requirements.

15. Develops and executes human resources communications strategies. Establishes and maintains frequent and open communication with employees.

16. Develops and maintains a proactive labor and employee relations program. Coaches and assists employees to effectively evaluate and proactively address personnel issues and resolve conflicts. Administers the organization’s grievance process.

17. Develops and manages the Office of Human Resources budget.

18. Performs other related duties, as assigned.

COMPETENCIES REQUIRED:

General:

Unimpeachable integrity and adherence to the highest standards of ethics and professionalism. Outstanding leadership and management skills with ability to develop and lead high performance teams and foster teamwork. Outstanding visionary and strategic thinker with ability to effectively anticipate and identify problems and propose creative solutions. Excellent written communication skills with demonstrated ability to produce professional, well-written work product. Excellent active listening skills with the ability to hear what is not being said. Strong empathy and ability to develop strong trusting relationships. Excellent judgment. Strong attention to detail and excellent organizational skills. Exceptional emotional intelligence, customer service, and interpersonal skills with ability to work effectively with a wide variety of collaborators and partners. Unwavering commitment to diversity, equity, and inclusion. High degree of flexibility and adaptability with ability to plan, manage, and execute multiple projects, often with shifting priorities and tight deadlines. Ability to embrace change and innovation and help lead others through change. Self-directed with ability to collaborate effortlessly. Thorough understanding of and commitment to organizational mission and goals. Ability to influence, motivate, challenge, and inspire confidence among others in a dynamic fashion. Steadfast commitment to excellence and ensuring the organization remains a great place to work.

Technical/Specialized:

A minimum of a bachelor’s degree with a minimum of ten (10) years of progressive responsibility in Human Resources, management, or related fields required.
Experience with labor-management relations strongly required.
Strong experience with full-scale talent acquisition and development, including performance management; experience with benefits administration; experience with human resources information systems; experience with diversity, equity, and inclusion initiatives; experience with organizational development and change management, preferred; and experience with ADP Workforce Now, preferred.

Chisholm Consulting, LLC

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