Chief People Officer

Working title: Chief People Officer (CPO)  

Classification title: Human Resources Managers (11-3121)                                                                           

Division: Administration                                       

Program: Human Resources

Reports to: President & CEO    

FLSA status: Exempt; Full-time

Wage Range: $110,750 to $166,125 annually; depending on number of years of transferrable experience and internal equity

RiverStone Health:

Serving the Yellowstone County community and south-central Montana for nearly 50 years, RiverStone Health is an essential provider of personal and public health services. Health, Education, Leadership and Protection – HELP is what we do.  From medical, dental and behavioral healthcare; home care and hospice; public health services like immunizations, WIC, health promotion and restaurant inspections; and educating the next generation of health professionals, our expertise spans all ages and stages of life.   

Underlying principles of access, affordability, compassion and quality in all interactions, RiverStone Health improves life, health and safety for all of the communities we serve. Foremost, we are committed to creating a sense of belonging and engagement that respects the intrinsic value of every member of our team and the community we serve. 

Human Resources Overview: 

The RiverStone Health Human Resources Department enables organizational strategy and serves internal and external stakeholders with innovative, specialized human resources support. RiverStone Health works hard to create an environment where high performing individuals are empowered to thrive professionally. The department works to ensure RiverStone Health is an Employer of Choice where people love to work.

Job Summary:

The Chief People Officer (CPO) is the senior executive responsible for overseeing all RiverStone Health HR functions, aligning HR strategies with business goals, maintaining compliance, and shaping people strategy to enhance employee engagement and company culture.

Essential Functions/Major Duties and Responsibilities:  

A.   Senior Leadership                                                                   35%

• Develop and implement HR strategies that align with the organization's mission, vision, and overarching goal make RiverStone Health’s an Employer of Choice.

• Collaborate with executive leadership to develop organizational culture and strategy.

• Oversee talent acquisition and retention strategies to attract and maintain top talent within the organization.

• Promote a work environment where individuals feel safe, supported, and inspired.

• Compile and share HR metrics to demonstrate the effectiveness of HR initiatives and influence decisions.

• Update organizational development and training programs to mature organizational leadership, meet succession objectives, and create opportunities for staff advancement.

• Participate in budget conversations regarding staffing levels, compensation, and benefits.

B.  HR Operations                                                                    60%

• Maintain and deliver an HRIS strategy that promotes better system integration, modernizes capabilities, and automates HR processes.

• Empower RiverStone Health leaders and managers to take a more active role in staff recruitment and retention. Create KPIs for performance management and engagement.

• Implement and update compensation and performance management approaches to support pay equity, elevate competitiveness for top talent, and drive results.

• Manage employee relations, ensuring a positive workplace culture and addressing any issues that arise.

• Ensure compliance with labor laws and regulations, and manage risks associated with HR practices. Increasing knowledge of best practices and HR regulations.

• Oversee the daily operations of the HR department, including benefits administration, payroll, and employee services.

• Develop, review, and approve policies and procedures to mitigate potential legal issues.

• Consult with organizational leadership regarding talent acquisition, onboarding, and staff development.

• Work with outside counsel and/or the Compliance Office to address personnel matters.

• Serve as a liaison to Yellowstone County, PERS, insurance carriers, and other partners delivering benefits to RiverStone Health employees.

Non-Essential Functions/Other duties as assigned                 ≤5%

• Perform other duties as assigned in support of RiverStone Health’s mission and goals.

Education and Experience:

Minimum Qualifications:

• Bachelor’s Degree in Human Resources Management or Business Administration with an emphasis in Management,

• Five (5) years experience at the senior leadership level (director or above), and

• Seven (7) years of combined leadership and/or HR experience; or

• Equivalent education, experience, and training necessary to perform the work.

Preferred Qualifications:

• Required to obtain appropriate ICS emergency preparedness training

• Clinical talent acquisition and compensation experience

• Experience with governmental or quasi-governmental employment

Required Certificates, Licenses, Registrations:

• Senior Professional in Human Resources (SPHR through HRCI) or Senior Certified Professional (SCP through SHRM).

  • May be obtained within 12 months of employment.

Knowledge, Skills, and Abilities:

• Deep knowledge of all aspects of human resources operations and HR strategies

• Strong leadership, communication, and collaboration skills

• Demonstrated ability to maintain compliance with HR related rules, regulations, policies, procedures, and best practices.

• Deep understanding of the organization's business strategy and goals

• Evidence of continuing personal and professional development

• Ability to proactively identify and deliver HR capabilities based on labor trends and needs

• Can set clear objectives, success metrics, and reporting mechanisms

• Strong attention to detail, teaching skills, problem-solving skills, organizational skills, and communication skills. 

• Experience using a variety of technical systems including Microsoft O365 and HRIS.

• Ability to interact effectively with individuals at all levels of the organization.

• Ability to build trust and conduct professional interactions with officials, board, staff and applicants.

Customer Service Excellence:  

• Doing things right the first time

• Making people feel welcome

• Showing respect for each customer

• Anticipating customer needs and concerns

• Keeping customers informed

• Helping and going the extra mile

• Responding quickly

• Protecting privacy and confidentiality

• Demonstrating proper telephone etiquette

• Taking responsibility for handling complaints

• Being professional

• Taking ownership of your attitude toward Service Excellence

Supervision:  

• Direct Reports: 4 FTE

Physical Demands and Working Conditions:  

• Work can be high-stress when dealing with delicate HR matters, threats, and elevated tensions.

• Work is mainly performed on a computer in the office at least eight (8) hours per day.

• Create and maintain a safe/secure working environment by adhering to safety, security, and health requirements. Integrate injury, illness, and loss prevention into job activities by attending any necessary training and implementing best practices.

Freedom to Act & Decision Making:  

• The work is performed under the supervision and direction of the CEO.

• Decisions directly affect the quality of services provided to more than 350 FTE, PRN, and Part-time staff.

• Considerable leeway is granted for the exercise of independent judgment and initiative.

Communications & Networking:  

• Consult with executives, senior leadership, directors, managers, and supervisors of the organization on employment issues such as strategic HR and change efforts, employee relations issues, compensation, performance management, etc.

• Coach staff to work through conflict balancing organizational best-interest with that of the employee.

• Present key HR subject matter to leadership staff, leadership, and board members to enhance understanding and application.

Budget & Resource Management:  

• The CPO is directly responsible for the HR budget as a component of the overall Administrative budget.

• Human assets represent nearly $25M of the RiverStone Health annual budget, and although each division is responsible for its staffing costs, HR consults with those leaders to help manage staffing levels, compensation, benefits, payroll taxes, and more.

• Responsible for costs associated with ongoing organizational development.