Reporting directly to the President and CEO, the CHRO will provide leadership, strategic direction, and oversight for Human Resources. The CHRO, as a member of the Leadership Team, will be a valuable contributor to the success of the organization by understanding the culture, strategic and operational goals, and nature of the staff’s work, and by being a trusted advisor and partner at all levels. The CHRO will bring a sense of urgency and a “can do” mentality to the HR team. The successful candidate will be a hands-on leader and a skilled, mission-driven problem solver who is comfortable developing strategies and “rolling up their sleeves” to implement them.
The CHRO will champion a culture of equity, diversity, and inclusion. This role will oversee the planning of HR initiatives and programs, working closely with the HR team, the Chief Operating Officer, and key division leaders on the development, implementation, adoption, and adaptation of HR goals. The CHRO will hold direct responsibility for compliance, employment practices and policies, compensation and rewards, leadership development, and employee engagement.
Leveraging a team of high-performing direct reports, the CHRO will oversee all aspects of the HR function, including benefits, talent acquisition, HR systems, employee relations, performance management, recognition, and professional development. This includes support to all staff, including U.S.-based staff and international staff based in more than 20 countries.
Human Resources Leadership
- * Enhance an open, approachable, and visible HR presence that demonstrates clear communication, evidence-based practices, and a commitment to ongoing process improvement. Establish credibility throughout the organization as an effective listener and problem solver.
- * Continually assess and improve the global competitiveness of all HR programs and practices compared to relevant organizations, industries, and markets, and stay current with emerging markets important to the organization.
- * Help guide professional development programs to meet the needs of a rapidly-evolving workforce and workplace.
- * Develop appropriate policies and programs for effective management of staff, including programs for talent acquisition, employee relations, sexual harassment, employee complaints and resolution, external education, and career development.
- * Ensure that all HR policies and programs are compliant with government rules and regulations. In the U.S., this includes (but is not limited to) ERISA, FLSA, FMLA, ADA, COBRA, OSHA, Worker’s Compensation, EEO/AA, and all other compliance and reporting requirements.
- * Set and direct compensation and total rewards policies and practices.
- * Lead Human Resources Information Systems (HRIS) worldwide and ensure the integrity of all systems.
- * Lead HR compliance and serve as the Affirmative Action Officer and Retirement Plan Fiduciary.
Human Resources Team Management
- * Cultivate a high-performing HR department focused on the organization’s evolving needs, and create a clear vision for the team marked by collaboration and transparency.
- * Lead and collaborate with the HR Director and Sr. HR Manager to translate the strategic and tactical business priorities into global HR strategic and operational plans.
- * Mentor HR staff, assessing and providing development opportunities for each member.
- * Maintain knowledge of HR policies, programs, laws, and issues. Understand the differences of domestic and international policies and programs, and coordinate the integration of all such programs.
Competencies and attributes for the CHRO role include consultative; curious about/interested in the organization’s work; a thoughtful decision maker; analytical and attentive to detail; strong business acumen; powerful communicator; confident and resilient; active and empathetic listener; emotionally intelligent; ethical; strong global and cultural awareness; inspiring leader and colleague; committed to diversity, equity, and inclusion; motivator, mentor, and coach; collaborative team player; effective and results driven. Additional requirements, competencies, and attributes for the CHRO role include:
- * A minimum of 15 years of HR experience with broad knowledge across multiple HR disciplines and at least 5 years of experience at executive levels. Expertise in global HR operations, leadership development, and compensation/total rewards preferred. Not-for-profit experience strongly preferred.
- * Demonstrated ability to collaborate with other members of a senior leadership team to develop overall business strategies and build agreement on HR strategy and tactics.
- * Substantial and successful record of developing and implementing professional development programs, working through a matrix organization to achieve goals in a highly-decentralized environment.
- * Success with continuous improvement initiatives, resulting in improved operational performance.
- * Comprehensive working knowledge of all federal, state, and local regulations and laws as applicable to HR.
- * Demonstrated understanding of/competence working with culturally-diverse populations.
- * Excellent verbal, written, and presentation skills with the ability to relate well to all levels of an organization.
- * Ability to build appropriate rapport using tact, diplomacy, and discretion. Proven comfort with diffusing high-tension situations.
- * Ability to manage competing priorities while remaining competent in strategic thinking and systematic planning.
- * Proven ability to resolve complex problems impacting people, processes, and programs.
- * High degree of creativity, patience, and energy with a sense of humor.
- * Bachelor’s degree in a related field required. Master’s degree or equivalent preferred.
- * Fluency in at least one language beyond English strongly preferred (French or Spanish ideal).
- * Familiarity with the constraints and opportunities in a soft-money environment (government grants and contracts, philanthropic partnerships, etc.) strongly preferred.
Please email your resume to email@example.com to be considered for this role.