Chief People Officer

  • Central City Concern
  • Portland, OR, USA
  • Jun 08, 2019
Full time Human Resources Nonprofit-Social Services

Job Description



Open Until Filled

***Applicants must upload a cover letter and resume to their application in order to be considered for this opportunity.***

TITLE: Chief People Officer
DEPARTMENT: Administration
SCHEDULE: Monday-Friday 8:00am-5:00pm

SUMMARY: The Chief People Officer (CPO) is responsible for developing and executing human resource strategy in support of CCC’s mission, business plan, and strategic direction, specifically in the areas of succession planning, talent acquisition, compensation and benefits, equity and inclusion, change management, organizational and performance management, training and development, employee relations, employment practices and procedures, and HR information systems.
With a dual reporting structure to the CEO and the COO, the Chief People Officer serves as both a business partner and a strategic leader on the senior team. The CPO is the principal architect in developing and executing human capital strategy in support of the strategic direction of the organization. With the oversight of the CEO and COO, the CPO develops and coaches managers to build an engaged workforce, implement a positive culture, and achieve organizational and business goals. The Chief People Officer plays an integral part in strengthening Central City Concern’s capacity to improve and innovate at every level of the organization, advancing the measures of CCC’s Balanced Scorecard and strategic plan.

Strategy and Leadership
 Select, develop and lead Human Resource professionals with the goal of earning credibility as an effective and responsive partner that anticipates Central City Concern's needs and growth plans
 Serve as a member of CCC’s Executive Leadership Team
 Educate, advise, and influence business leaders on organizational design, organizational development, competency models, leadership development, employee engagement and retention, performance criteria and measurement, succession planning, talent reviews and change management
 Develop and implement human resources strategies and tactics that enable CCC's business and strategic objectives

Organizational Culture, Inclusion and Equity
 Partner with senior team, particularly the Chief Equity Officer to define and drive a culture that embodies CCC’s values, and that rewards, promotes and encourages equity and inclusion, continuous improvement, and high performance throughout the organization
 Ensure, with the Chief Equity Officer, cultural consistency as CCC transforms, grows and scales, and set up infrastructure to manage through change and maintain trust and communication across all levels and functions
 Create an inclusive culture that encourages and supports diversity of thought and rewards the implementation of creative solutions
 Partner with managers to create an enjoyable and rewarding workplace for all employees, promote a positive environment, and ensure that norms and practices for working at CCC are consistent with our mission and goals
 Design and implement programs, policies and practices designed to enhance employee engagement, reduce turnover, empower diversity and inclusion, and ensure legal compliance, utilizing outside counsel as necessary
 Develop and refine CCC’s people systems and processes through an equity lens to ensure they support and catalyze progress towards CCC’s equity commitment

Employee Relations
 Directly supervise, coach and support CCC’s Director of Employee Relations
 Serve as internal advisor to CCC's managers and employees, as needed, on employee issues that affect performance or business relationships
 Ensure employee relations are handled smoothly, accurately and with discretion. Work with appropriate team members and partners to manage employee claims; provide assistance and/or review of investigations/dispute resolution as needed. Consult legal counsel for advice on situations with inherent risk
 Support Director of Employee Relations in representing CCC in the union contract negotiation process; grievance and arbitration matters; assisting supervisors in union contract interpretation; providing letters of understanding; and participating in labor-management meetings
 Ensure timely response and completion of all required documents concerning personnel claims or filings against Central City Concern including BOLI claims and NLRB charges
 Ensure compliance with Equal Employment Opportunity and Affirmative Action programs
 Develop and implement structure for ongoing evaluation of employee engagement measures

Compensation & Benefits
 Directly supervise, coach and support CCC’s HR Operations Director
 Partner with the HR Operations Director to develop and manage a competitive, contemporary compensation program by completing regular market analysis, designing pay structures, conducting cost analyses and effectively implementing improvements
 Ensure that compensation and bonus programs are aligned with organizational objectives and merit-based strategies
 Ensure compliance with all associated laws, regulations, and notification requirements

Talent Acquisition
 Optimize and scale the overall team and process for recruiting, including team structure, candidate evaluation processes, interview best practices, candidate follow-up, recruiting KPIs and their continuous improvement to drive CCC strategy and business objectives
 Oversee recruitment and hiring process for senior employees

Training & Development
 Directly oversee and support CCC’s Training and Development Manager
 Create learning and development programs that align with organization strategy and business objectives
 Oversee the organization’s performance management process and curriculum, creating an equitable, actionable performance management program. Provide teaching to leaders and staff on performance management
 Develop comprehensive employment pathways and an employee development strategy that provides ongoing professional development opportunities for CCC employees, preparing a diverse workforce for advancement into leadership roles
 Partner with the Senior Director of Employment Services to develop employee pathways and strategies for employment opportunities for CCC clients

Processes & Systems
 Design strategy for and oversee HR information systems and the management of all HR data in support of achievement of KPI’s
 Ensure all HR processes are documented and developed as standard work, mapped to performance objectives for members of the HR team
 Ensure compliance with State and Federal employment laws, regulations, and contractual regulations related to CCC’s People function
 Adhere to all state and federal privacy regulations, including HIPAA and 42 CFR Part 2, and to CCC policies and agreements regarding confidentiality, privacy, and security. Support compliance with all privacy and security requirements pursuant to community partners’ and outside providers’ patient confidentiality agreements, including privacy and security requirements for EMR access. This includes immediately reporting any breach of protected health information or personal identification information of any person receiving CCC services by CCC or an outside provider to the CCC Compliance Department, as well as to your supervisor or their designee

Perform other duties as assigned.

1. Ability to engage with diverse staff and leadership to promote trust, collaboration, and partnership between departments and levels of leadership.
2. Function as a senior business executive who can add perspective and leadership beyond functional responsibility with a track record of helping to develop a People function that is a mission-critical partner in the business' success.
3. Ability to consider the impacts and outcomes for underserved communities during decision-making processes.
4. Ability to consider impacts of systems of oppression, structural racism, and individual bias on client outcomes.
5. Track record of developing innovative and forward-thinking talent strategies and initiatives, and successfully scaling a compelling company culture.
6. Hands-on leader with the ability to attract a highly motivated and talented team.
7. Deep appreciation for the importance of team design and people alignment.
8. Demonstrated knowledge of theories and practices surrounding organizational diversity, equity, and inclusion.

1. Bachelor’s and/or Master’s in a relevant field required; SHRM-SCP or SPHR certification preferred.
2. 15+ years direct combined Human Resources, People Operations and/or Talent Acquisition experience.
3. 5+ years leading HR/People Ops/Talent Acquisition teams in high-growth organizations.
4. Proven success leading people/talent function at a high-growth organization or a high growth division within a larger company/organization.
5. Must have demonstrated experience utilizing technology to impact organizational effectiveness.
6. Experience leveraging practices of community/employee engagement for organizational development required.
7. Strong employee relations experience required.
8. Experience with a unionized workforce preferred.
9. Advanced knowledge of Human Resource functions and applicable Employment Law.
10. Advanced computer experience, including Word and Excel.
11. Must possess a current driver’s license, access to a vehicle, qualify as an Acceptable Driver as designated in Central City Concern’s Fleet Safety policy. Must pass an initial drivers training within 60 days of being an approved driver and continued recertification training. Must maintain vehicle insurance coverage of a minimum of $100,000/$300,000 personal auto liability coverage.
12. Must be able to pass a pre-employment drug test, TB test, and background check. This includes clearance necessary to become a QED for DHS background checks.
13. If a recovering chemically dependent person, a minimum of two years sobriety is required.
14. Will be required to carry an agency cell phone for work use. Cell phones will be provided by Central City Concern.
15. Must adhere to agency policies of non-discrimination.
16. Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliation, cultural backgrounds, life-styles, and sexual orientations, treating each individual with respect and dignity.

Central City Concern is a second chance employer and complies with applicable laws regarding consideration of criminal background for employment purposes. Government regulations, contractual requirements, or the duties of this particular job may require CCC to conduct a background check and take appropriate action to address prior criminal convictions.







Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.