Chief People Officer

POSITION SUMMARY:

As a member of the CMC’s executive team, the Chief People Officer provides corporate leadership, vision, and direction for organization wide people strategies that align with Community Medical Center’s strategic plans and goals to become a diverse, equitable, and inclusive organization. The primary areas of responsibility include business partnerships, human resource leadership, organization culture and values, Diversity, Equity, Inclusion and Belonging (DEIB) framework and strategies, workforce planning, talent acquisition, compensation, performance management, human resource systems, organizational development, and compliance. The position is an integral part of the Executive Management team and works collaboratively to create and maintain a strong culture aligned around CMC core Principles and Values. The CPO reports to the Chief Executive Officer.

MINIMUM REQUIREMENTS:

• Minimum Education: Master’s degree in human resources, Organizational Development, Business Administration, or related discipline.
• Minimum Experience: 10+ years of progressive and demonstrated success in HR, including experience and leading internal Equity and Inclusion initiatives, organizational development, employment law and risk management and change management.
• SPHR and/or SHRM-SCP strongly preferred

KEY RESPONSIBILITIES:

Strategic HR Leadership:

• Provide direct leadership and support to the Human Resources team by developing strategies, identifying and addressing human resources issues, contributing information, analysis, and recommendations to organizational strategic thinking and direction.
• Advocating for the organization’s focus on diversity, equity, inclusion and belonging and demonstrating it as central to the achievement of overall strategic goals.
• Focusing on examining and building a strong culture to align with CMC values with a keen eye on creating, improving, and sustaining staff engagement.
• Developing a budget based on the organization’s strategic plans, and then delivering results aligning with the approved budget.
• Ensuring human resources management systems are fully developed to maximize reporting and analysis, efficiency, and timeliness of processes.

Diversity, Inclusion, Equity, and Belonging:

• Building people related processes, systems, and structures to enable the critical work of the health center.
• Leading the way with the senior management team to forge a culture that supports innovation, sustainability and resilience and reflects our deep value for diversity, equity, inclusion and belonging.
• Creating and stewarding a leadership framework to ensure that CMC continually refreshes capacity to engage people, face challenges with courage, and achieve aspirations.
• Employee Engagement, Experience and Relations:
• Ensuring all actions are consistent with CMC mission-driven values and desired culture.
• Developing interdisciplinary coordination and implementation of new employee onboarding, employee engagement and retention initiatives, communications, and appreciation and recognition initiatives.
• Maintaining a work environment of effective and thoughtful supervision and respect.
• Providing guidance and oversight for corrective action/discipline issues, controversial and sensitive staff issues, investigating, mediating and arbitrating employee separations.
• Setting a culture of recognition, well-being, satisfaction, and overall employee morale. Emphasizing fairness and minimizing any unintended exclusionary practices and attitudes in planning and decision-making. Providing gentle confrontation.
• Fostering open communication with the ability to pivot, and flexibility to serve the needs of staff and community.
• Promoting staff participation in regular professional development activities (trainings, workshops, courses, conference, reading groups, etc.)
• Designing, conducting, reporting on, and developing action plans related to the employee experience, involving the collection and analysis of data about the work environment for staff that may include focus groups, surveys, interviews, etc.

Benefits and Compensation:

• Provide oversight of all employer-provided and voluntary benefits; and ensure the cultural responsiveness of these structures and processes.
• Overseeing compensation functions including base salary structure, compensation law compliance, job descriptions, job codes, equitable benchmarking and maintaining pay equity.

Talent Development and Promotion:

• Collaborating with department leaders, anticipating future organizational talent needs to build internal bench-strength and preparing robust talent pathways.
• Activity will include development planning, developing job ladders, succession planning, talent development forums, staffing strategies, and other talent management processes.
• Ensuring that all processes for promotions and special appointments are transparent, aligning with equity and inclusion goals, and developed in consultation with organizational leaders.
• Developing a dynamic and market responsive recruitment processes that will support and maintain CMC’s commitment to our Mission and strategic goals.
• Develop and maintain collaborative workforce development relationships with educational and other workforce development community partners.
• Working with senior leadership to develop long range staffing plans.
• Performance Management:
• Supervising development and utilization of performance evaluation system.
• Providing training and coaching for managers on performance management.
• Ensuring quality reviews are being done on a timely basis across the organization.
• Conducting regular organization-wide analyses of performance ratings to assess if there are disparities across race, gender, rank, etc.

Projects:

• Strategically lead change efforts that impact employee trust, engagement and experience.
• Evaluating milestone accomplishments; evaluating optional courses of action and modifying assumptions and direction as needed.
• Employment Law and Risk Management:
• Support the HR Director in the development and administration of company policies and practices in compliance with corporate objectives and all applicable state and federal employment laws.
• Working with finance, corporate compliance, general counsel, and payroll administration across a variety of subjects related to employment and contractual issues.
• Ensuring the policies and procedures about workplace safety, harassment, hate crimes, non-discrimination, and inclusion are widely communicated, discussed, and enforced throughout the organization.
• Building an organization-wide understanding of the practices that promote inclusion as well as those that result in indifference, exclusion, or discrimination.

COMPETENCIES:

• Business Acumen - has strong grasp of operational and financial business concepts and practices, enabling effective senior leadership partnering and strategy work.
• Change - the ability to influence and be a change agent.
• Communication - strong verbal and written skills required. Able to convert sound ideas and directional imperatives into clear policies and guiding documents for the organization. Communicate effectively across all levels of the hierarchy.
• Consultation - utilizes effective listening skills to connect with leaders and employees and influence behavior and direction.
• Critical Evaluation - able to assess the big-picture and translate insight into action.
• Ethical Practice - unquestionable integrity and professional ethics.
• Cultural Awareness - insight into individual differences, and sensitivity towards building a workplace that is accepting and supportive of all employees.
• HR Expertise - deep working knowledge of all aspects of HR, and able to support/develop HR team.
• Leadership & Navigation - routinely demonstrates effective leadership and helps nurture in others. Works collaboratively and possesses the skills to lead, influence, and motivate others.
• Teamwork - natural team-builder, inspires groups to bond together and combine energies to deliver superior results.
• Relationship Management - builds effective liaisons at all levels of the organization.
• Training - able to conceive/develop/deliver people management training and programs to various levels of the organization.
• Leveraging data - process data derived from multiple sources and glean valuable insights to make well-thought-out business decisions.

TYPICAL PHYSICAL DEMANDS:

Must be able to hear staff on the phone and those who are served in-person and speak clearly in order to communicate information to vendors, contractors, and staff. Must have vision that is adequate to read memos, a standard computer screen, personnel forms, and clinical and administrative documents.

Must have a high level of manual dexterity. Must be able to reach above the shoulder level to work, must be able to bend, squat and sit, stand, stoop, crouch, reach, kneel, twist/turn, have full use of fingers and touch sensitivity. Must be able to lift up to 40 pounds and push up to 100 pounds on wheels.

TYPICAL WORKING CONDITIONS:

Work performed in an office and/or clinic environment. In­volves frequent contact with staff and clients. Work may be stress­ful at times. Interaction with others is constant and interruptive.