Chief Human Resources Officer

The Role

Reporting directly to the President and CEO, the Chief Human Resources Officer (CHRO) will provide leadership excellence, strategic direction, and oversight for Human Resources (HR). The CHRO, as a member of the senior Leadership Team, will be a valuable contributor to the success of the organization both through understanding of strategic and operational goals and by being a trusted advisor and partner to senior leaders and leadership teams. The CHRO has primary responsibility for leading, designing, and deploying innovative and effective human resources services, policies, and programs that are aligned with short and long-term strategic objectives. The CHRO will a) oversee and lead efforts in talent acquisition and retention, professional development, employee relations, performance management, employment practices and policies; b) contribute to organizational development; c) provide management for HR information systems, compensation, and benefit administration; and d) be actively involved with equity, diversity, and inclusion (EDI) initiatives.

Core Responsibilities

  • * Participate in the development of plans and programs as a strategic partner and member of the senior Leadership Team, bringing the perspective of the impact on people.
  • * Translate the strategic and tactical business plans into global HR strategic and operational plans. Drive the design of global/international processes involving numerous stakeholders with multiple interests and regional needs.
  • * Develop trusted partnerships by establishing an open, approachable, visible 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 the relevant companies, industries, and markets; stay current with emerging markets important to the organization.
  • * Lead a best in class HR team and mentor Human Resources staff, assessing and providing development opportunities for each member. Sustain a high performing team focused on evolving needs and create a clear vision for the department marked by collaboration, transparency, and opportunities to learn.
  • * Through a team of high-performing direct reports, oversee all aspects of the HR function, including benefits, compensation, talent acquisition, HR systems, employee relations, performance management, recognition, professional development, and Human Resources Information Systems (HRIS) world-wide.
  • * Develop appropriate policies and programs for effective management of the people resources, including programs for employee relations, affirmative action, sexual harassment, employee complaints, external education, and career development.
  • * Maintain knowledge of international HR policies, programs, laws, and issues. Understand the differences of domestic and international policies and programs and coordinate the integration of all such programs.
  • * Ensure all HR policies and programs are compliant with government rules and regulations. In the US, 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.
  • * Serve as Affirmative Action Officer.

Ideal Candidate

Competencies and attributes for the CHRO role include analytical and attentive to detail; business acumen; communications; confident and resilient; consultative; critical thinking; curious and interested in EDC’s work; effective and results driven; emotional intelligence/maturity; ethical; global and cultural awareness; human resources expert; leader and partner; models and leads inclusion, diversity, and equity; motivator, mentor, and coach; organization building; professional; strategic; team player. Additional requirements, competencies, and attributes include:

  • * Master’s degree or equivalent.
  • * Human Resources professional with a minimum of 10 years leading HR as business partner, including considerable experience in HRIS and HR Operations globally.
  • * At least 5 years of experience at executive levels.
  • * Proven experience with federal grants and contracts.
  • * 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.
  • * Proven ability to resolve complex problems impacting people, processes, and programs.
  • * Substantial and successful record of developing and implementing professional development and working through a matrix organization to achieve goals in a highly decentralized environment.
  • * Broad knowledge of state-of-art human resources programs with a strong generalist background in all areas of a global Human Resources function. Comprehensive working knowledge of all federal, state, and local regulations and laws as applicable to HR management.
  • * Success in continuous improvement initiatives resulting in improved operational performance.
  • * 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 and diplomacy. Proven comfort with diffusing high-tension situations.
  • * Ability to manage competing priorities while remaining competent in strategic thinking and systematic planning.
  • * High degree of creativity, patience, and energy with a sense of humor.
  • * Not-for-profit experience is strongly preferred.
  • * Demonstrated understanding of and competence in working with culturally diverse populations is strongly preferred.
  • * Fluency in at least one language beyond English is a plus (French or Spanish preferred).

If you are interested in this role then please email your resume to hrjobs@pappas2.com.


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