Chief People Officer, EVP

Key Responsibilities:

Strategic Leadership and Partnership:

• Develop and execute a comprehensive people strategy with supporting goals/success metrics that enables the organization's mission, goals, and growth objectives.
• Collaborate closely with the executive leadership team to align Human Resources strategies with the organization’s strategic objectives and overall organizational strategy.
• Develop and implement Human Resources initiatives that enhance organizational effectiveness, employee engagement, and drives higher levels of performance.
• Provide insights and recommendations to CEO and Executive Leadership Team that drive overall organizational effectiveness, employee satisfaction, and retention.
• Participate in and lead leadership discussions and decision-making, bringing a people-centric perspective to the table.
• Provide expertise to all leaders on Human Resources best practices, employment law, and regulations affecting the nonprofit sector.
• Provide leadership during times of organizational change, guiding employees and managers through transitions while ensuring effective communication and support.

Organizational Culture:

• Lead and cultivate a positive and inclusive work environment that empowers employees and nurtures a strong sense of belonging.
• Lead efforts to reinforce and embody the organization's core values throughout all aspects of the employee experience.
• Lead by example in demonstrating the behaviors and attitudes that reflect the desired organizational culture, while promoting respect, collaboration, and open communication.
• Partner with leadership to ensure that culture is integrated into all talent processes/programs (e.g., performance management, rewards, and recognition programs)
• Develop and implement strategies that prioritize employee well-being, mental health, and work- life balance, fostering a supportive and caring hybrid and virtual work environment.
• Foster an environment that encourages creativity, risk-taking, and continuous learning to drive innovation across all departments.
• Develop and implement programs that enhance employee engagement, job satisfaction, and overall well-being in a hybrid and primarily virtual work environment.
• Create platforms for employees to share ideas, contribute to projects outside their immediate roles, and collaborate on cross-functional initiatives.

Talent Acquisition and Management: 

• Lead, represent, and elevate employer brands for CareQuest Institute, CareQuest Innovation Partners, and Delta Dental of Massachusetts and a comprehensive talent acquisition strategy in order to attract and retain top talent.
• Oversee the full life cycle of talent acquisition, from recruitment and selection to onboarding and development. Implement innovative strategies to attract diverse and mission-driven talent to the organization.
• Establish measurable goals and regularly report on progress towards hiring objectives (speed to effective hire, candidate engagement, retention, etc.)
• Oversee and enhance onboarding and orientation programs to integrate new employees into the organization's culture and mission.

Talent Management (including Employee Development and Training and Innovation and Performance Management):

• Design and implement professional development programs, career pathways, and succession plans that enhance employee skills and capabilities, and employee growth and retention while ensuring alignment with organizational goals.
• Identify training needs, both individual and organizational, and coordinate relevant training sessions.
• Engage with the learning and development team to create training and development programs that empower employees at all levels.
• Lead the development and execution of performance management processes, including goal- setting, performance evaluations, and feedback mechanisms that promote continuous improvement and accountability.
• Evolve and advance our current performance management systems to set clear performance expectations, monitor progress, and provide feedback.

Diversity, Equity, Inclusion and Belonging (DEIB): 

• Drive initiatives to enhance DEIB within the organization, ensuring that policies, practices, and programs promote equal opportunities and a sense of belonging for all employees.
• Evolve our current DEIB strategy to ensure a comprehensive DEIB strategy that permeates all aspects of the organization, including hiring, talent development, policies, and practices.
• Collaborate with cross-functional teams to advance our current DEIB training, workshops, and initiatives that raise awareness and foster an inclusive work environment.
• Establish measurable goals and regularly report on progress towards DEIB objectives, recommending adjustments as needed.

Total Rewards (Compensation, Executive Compensation and Benefits):

• Provide overall leadership to the compensation committee and guidance for the total rewards strategy, including executive compensation. Ensure quality processes and delivery related to the annual total rewards cycle.
• Collaborate with the Compensation Chair of the Board and external consultants to design and refine the organization's compensation strategy, ensuring it reflects market trends, business objectives, and the company's values.
• Partner with the Compensation Chair of the Board to prepare materials and insights for compensation committee meetings.
• Engage with the Compensation Committee on well-researched and proactive planning to formalize total rewards programs and processes.
• Provide expertise and guidance to the committee on compensation-related matters, aligning discussions with business objectives and governance standards.
• Develop a comprehensive multi-year benefits strategy that attracts talent, manages outcomes, and drives overall well-being of the workforce
• Manage relationships with third party total rewards consulting firms, ensuring deliverables are met within agreed timelines and budgets.

Employee Relations, and Policies Guidance and Administration:

• Act as a trusted advisor for employees and leadership, providing guidance and support on a range of employee-related issues.
• Work with managers to develop employee performance improvement plans and address performance-related issues.
• Foster a positive and inclusive work environment by promoting open communication, resolving conflicts, and addressing employee concerns.
• In collaboration with the Chief Legal Officer, ensure compliance with labor laws, regulations, and internal policies to minimize legal risks.
• Ensure Human Resources practices, policies, and procedures comply with applicable laws and regulations, mitigating risk and maintaining a high standard of ethical conduct.

Human Resources Metrics and Reporting:

• Develop and analyze Human Resources metrics to measure the effectiveness of Human Resources programs and initiatives.
• Prepare regular reports for executive leadership on Human Resources related metrics and trends.

Human Resources Technology and Systems:

• Stay current with Human Resources technology trends and implement systems that streamline Human Resources processes and enhance data-driven decision-making

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master's degree preferred).
• Minimum of 10-15 years of progressive leadership experience in HR, with a proven track record of driving organizational culture, talent management, and DEI initiatives.
• Extensive experience in compensation strategy development, preferably in leadership roles.
• Strong knowledge of compensation trends, market analysis, and regulatory requirements.
• Proven ability to collaborate with boards, compensation committees, and external consultants.
• Exceptional analytical, interpersonal communication, and presentation skills, with the ability to influence and collaborate effectively at all levels of the organization.
• Strategic mindset and the ability to align talent initiatives and translate organizational goals into actionable HR objectives.
• Demonstrated proficiency in managing executive compensation and incentive plans.
• Experience within the nonprofit sector and knowledge of philanthropic organizations' unique dynamics is a plus.
• Strong understanding of employment laws, regulations, and best practices.
• Demonstrated commitment to diversity, equity, and inclusion.
• Excellent problem-solving and conflict resolution abilities.
• Professional certifications (e.g., SHRM-SCP, SPHR) are desirable.