Chief People Officer

In this highly visible leadership role, the Chief People Officer (CPO) will be recognized as an experienced HR expert. He/she will be charged with driving human resources/risk management initiatives that enable them to be fully integrated into our business operations and play an integral role in the achievement of our strategic plan. The CPO will lead and mentor a department of HR professionals and serve the needs of over 300 staff. In this role, he/she will be a trusted member of the leadership team and to staff across the entire organization.

Our work is complex and we operate in a highly regulated/monitored environment with multiple business models given the various programs and social enterprises operated. In this environment, attracting, retaining, inspiring and engaging skilled and talented people is critical to our success. The CPO will oversee all human resource functions including but not limited to talent management, benefits administration, workers compensation compliance and safety, employee relations and risk management. He/she will work with leaders to provide support and guidance in related HR issues, including managing recruitment and turnover, developing performance reviews and analyzing performance data for trends and other valuable information.

The CPO will be a proactive creative thinker who is able to build trusted relationships and play a key role in helping Arc Broward be efficient, effective, and productive in achieving our mission.

Essential Job Functions/Duties

• Complete responsibility for all Human Resource and certain Risk Management functions, providing leadership in developing and executing human resource strategy and fostering continuous improvement in all HR key indicators/benchmarks.
• Build and lead an effective, respected, and lean HR/Arc Educates (professional development) team that is business savvy, customer service focused and results oriented. The function will be viewed at all levels to be expert, confident, strategic, operational, effective, and vital to the organization’s success.
• Maintain knowledge of industry trends and employment legislation. Be aware of evolving government influences on management, policies, processes and practices and work to ensure that the organization follows all applicable federal and state laws and regulations concerning employment practices.
• Routinely review and make recommendations to leadership for improvement of the organization’s policies, procedures, and practices on personnel matters.
• Identify, develop, and direct a variety of activities to improve organizational effectiveness, employee engagement, and the quality of work life for all staff. Assist in the development of new ways of doing things to deliver better results and effectively lead organizational change.
• Drive key talent management initiatives involving talent acquisition/retention, compensation & benefits administration, performance management, succession planning, and employee engagement.
• Collaborate with leadership, hiring managers, marketing team and the recruiter to promote our brand, establish strategies to build the talent pipeline and attract qualified and diverse candidates. Provide direction and oversight and supports managers in the hiring process. Effectively coordinates all recruitment and onboarding activities.
• Responsible for departmental budget and ensure necessary resources will be available for successful implementation and management of department activities.
• Provide oversight to maximize the organization’s HRIS system – UKG Pro – to drive optimal business results. Capture key metrics using the system’s reporting and workforce analytics tools.
• Work directly with department managers to assist them in carrying-out their responsibilities on personnel/employee relations matters.
• Manage relationships with external vendors and consultants for health and other benefits. Evaluate, recommend, and implement benefit plan changes to help ensure benefits provided are market competitive and cost effective. Manage compliance of health and other benefit programs.
• Participate on committees (e.g. Safety Committee, Corporate Compliance, etc.) and special projects (strategic plan initiatives) and seeks additional responsibilities.
• Maintain a high level of visibility with employees at all levels to foster respectful, trusting, and credible relationships.
• Provide direction and oversight for the development and administration of HR policies and practices to ensure compliance with related state and federal programs and legislation, regulations, contractual requirements, and guidelines and to operate in a way consistent with organization strategy and culture.

Requirements:

• Bachelor's degree in Human Resources or a related field (Master's degree preferred).
• SHRM-CP/SHRM-SPC or PHR/SPHR certified (or willing to obtain).
• At least 5 years of demonstrated experience in exempt-level Human Resource management, including the supervision of an HR team.
• Experience working in a not-for-profit setting preferred.
• Proficiency using technology, including HRIS and other applicable systems (UltiPro / UKG Pro experience preferred).
• Demonstrated experience in effectively deploying and leading a team with a high volume of work in a fast-paced environment.
• Ability to “roll up your sleeves" as necessary.
• Proven experience coaching, mentoring, and developing staff at all professional levels, skillfully identifying, and promoting talent, and building smooth leadership transitions and performance continuity.

Attributes Desired:

• Business acumen. You see the big picture and understand how the details relate to the overall mission of an organization. You have the ability to “come up to speed" quickly. You are knowledgeable on operations and the unique needs of targeted programs.
• Curiosity. You take an interest in understanding issues and getting to the root cause of a problem.
• Problem solver. You are passionate about identifying and meeting challenges through proactive alignment and engagement of key stakeholders. You have excellent critical thinking skills, dive into the details, and know what questions to ask and when. You understand the constraints other people face and how to implement a new program.
• Judgment. Thoughtful in approach. You demonstrate excellent judgment, and you are a model of the tact and discretion required of a trusted advisor and consultative business partner.
• Poise and perspective. Colleagues respect you for your HR expertise and appreciate how you can evaluate issues from both an individual and organizational perspective. You effortlessly communicate the message appropriate to your audience whether the matter is personal or policy related. You work confidently with people at all levels.
• Process-oriented. You are able to effectively and efficiently manage multiple tasks, allocate and optimize resources, and manage timelines. You take things from start to finish.
• Ego-less, results-driven, consensus builder. You are able to build consensus, as you seek first to understand, then to be understood. You understand the concerns and needs of others and how to realistically manage expectations. People know that you have their best interests in mind and that you are sincere in your communications.
• Service-driven. You are committed to providing the highest level of customer service while remaining aligned with the mission of the organization. You are known for how you “get things done."
• Priority management. You easily identify what is important and what is a priority. You are able to shift gears and reprioritize as needed.
• Excellent communicator. You are approachable, flexible, and responsive. You confidently engage with staff at all levels. You are known for your poise, tact, and diplomacy.
• Collaborative. You support departmental and organizational initiatives with a firm but fair approach to developing HR policies and procedures. You earn trust by your actions and faithfully keep your promises.