Chief Human Resources Officer

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Chief Human Resources Officer
Duties: Working closely with the CEO, COO, Executive Team, and union leaders, the CHRO brings human resource expertise, guidance, support, and decision-making to all strategic deliberations, and provides insightful, innovative thinking, and problem solving to all key issues. Assess all aspects of human resource functions including structure, culture, policies and procedures and develop recommendations for implementation and use of metrics and analytics to assess status, progress, and areas for improvement across all human resource functions. Create a strategic organization-wide human resource plan that considers culture and current and projected needs and challenges and develop corresponding programs to maintain a diverse, equitable, anti-racist and inclusive workplace. Reshape the organizational design and rewards structure to reflect the dynamics of the nonprofit and public interest law environment and an evolving multi-generational, mobile, and remote workforce. Keep abreast of changes in workforce development and scan the internal and external environment to anticipate and address evolving organization and talent needs, risks, and opportunities. Prepare and administer the HR budget and its annual work plan, ensuring the proper use of fiscal resources and timely execution of HR projects and initiatives. Build a high-performing culture of accountability, transparency, trust, and collaboration that embraces change and where all employees feel welcome, appreciated and have equal access to opportunity including people from intersectional and marginalized experiences and groups. Unfailingly model the desirable attributes of the culture, passionately advocate for them, and exhibit an understanding, sensitivity, and responsiveness to cultural differences present in the employee and client population. Develop strong relationships with employees across the organization and all stakeholder groups including union and caucus members to seek input, problem solve, inform, and ensure all voices are heard and employee needs are met. Play a major role in crisis intervention, mediate employee relations, and performance challenges, and coach and counsel the Executive Team in developing themselves and their teams to achieve improved performance and engagement. Innovate in talent management, engagement, and retention strategy, driving opportunity for all, while attending to the impact and toll of the emotional aspects of work on the team. Implement ongoing assessment of climate and culture and create action plans related to results to lead to be an Employer of Choice. Transform HR structures and processes by leveraging technology and data analytics to drive better decision making, to better anticipate workforce needs, to manage performance, to support real learning, and to achieve strategic objectives. Lead, coach, and mentor the Human Resources team to deliver high quality and responsive services and develop a leadership bench strength capable of addressing the challenges of a highly dynamic organization. Oversee an effective recruitment and onboarding process with a focus on diversity and inclusion that consistently identifies and secures talented individuals committed to the organization’s mission and core values and successfully integrates new employees. Oversee the design, implementation, and evaluation of a comprehensive staff learning and development curriculum for every level within the organization. Review and enhance performance evaluation process, ensuring the fair and timely evaluation of all staff as well as the integration of the staff evaluation process with unit work plans, the strategic plan, and its compensation structure. Oversee employee benefits administration, track benefits trends and new developments, conduct and/or facilitate cost analysis and ensure compliance with government regulations. Oversee compensation and promotion practices and philosophy to ensure salary benchmarking, transparency, and equity. Develop and annually review the Policies and Procedures Manual and Employee Handbook and modify as appropriate and develop a deep understanding of and compliance with the Collective Bargaining Agreements and, in collaboration with the CEO and COO, support re-negotiation efforts. Identify new and current legal requirements and government reporting regulations affecting the human resources function (e.g., OSHA, EEO, ERISA, Wage & Hour) and direct the preparation and maintenance of information required for compliance and effective reporting. In conjunction with the CEO and COO, lay out a clear communication plan of the vision for the human resources centered changes. In collaboration with the COO, develop and maintain an internal communication vehicle whereby all staff are made aware of and given guidance on how to access employee benefits, training programs, and advancement opportunities; and disseminate individual, team, and organizational successes to strengthen morale and unity of purpose. Develop a clear internal policy and procedure guide for managers to use throughout the organization that promotes fair, equal and unbiased treatment of all staff and ensure that the Human Resources team is trained with expertise in the policies and procedures and is available to coach and advise managers to ensure consistent practices. Maintain ongoing communication with administrators, managers, staff and union representatives to seek their input and keep them informed of human resources policies, regulations, and practices and their interpretation.

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