Job Description

Charlestown, Massachusetts, United States We are seeking an experienced, dynamic, visionary, and strategic Chief People Officer (CPO) to join our dedicated team at CareQuest Institute for Oral Health. The CPO will be a strategic leader responsible for fostering an inclusive, engaging, and high-performing organizational culture that aligns with our mission and values. The CPO will provide guidance, direction, and leadership to the Human Resource team in supporting the development and implementation of strategies and initiatives that foster an inclusive and diverse workforce. As a vital member of the executive leadership team, the CPO will drive initiatives to attract, develop, and retain top talent while championing employee well-being, diversity, equity, belonging, inclusion, and innovation. The CPO will be a trusted advisor to the President and CEO, working collaboratively to ensure organizational success by cultivating a highly talented, engaged, and mission-oriented workforce. Key Responsibilities: Strategic Leadership and Partnership: Develop and execute a comprehensive people strategy with supporting goals/success metrics that enable 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 drive higher levels of performance. Provide insights and recommendations to the 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, demonstrating 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 and programs (e.g., performance management, rewards, recognition). Develop and implement strategies that prioritize employee well-being, mental health, and work-life balance, fostering a supportive 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 to enhance employee engagement, job satisfaction, and overall well-being in a hybrid and virtual work setting. Create platforms for employees to share ideas, contribute to projects outside their immediate roles, and collaborate across functions. Talent Acquisition and Management: Lead, represent, and elevate employer brands for CareQuest Institute, CareQuest Innovation Partners, and Delta Dental of Massachusetts, alongside a comprehensive talent acquisition strategy to attract and retain top talent. Oversee the full lifecycle of talent acquisition, from recruitment and selection to onboarding and development, implementing innovative strategies to attract diverse, mission-driven talent. Establish measurable goals and regularly report on progress towards hiring objectives (e.g., speed to hire, candidate engagement, retention). Oversee and enhance onboarding and orientation programs to effectively 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, supporting growth and retention aligned with organizational goals. Identify training needs at individual and organizational levels, coordinating relevant training sessions. Engage with the learning and development team to create training and development initiatives that empower employees at all levels. Lead the development and execution of performance management processes, including goal-setting, evaluations, and feedback mechanisms that promote continuous improvement and accountability. Advance current performance management systems to set clear expectations, monitor progress, and provide ongoing feedback. Diversity, Equity, Inclusion, and Belonging (DEIB): Drive initiatives to enhance DEIB within the organization, ensuring policies, practices, and programs promote equal opportunities and a sense of belonging for all employees. Evolve the current DEIB strategy to ensure it permeates all aspects of the organization, including hiring, talent development, policies, and practices. Collaborate with cross-functional teams to advance DEIB training, workshops, and initiatives that raise awareness and foster an inclusive work environment. Establish measurable goals and regularly report on DEIB progress, adjusting strategies 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, reflecting market trends, business objectives, and values. Partner with the Compensation Committee to prepare materials and insights for meetings. Engage proactively with the Compensation Committee on planning and formalizing total rewards programs and processes. Provide expertise and guidance on compensation-related matters, aligning discussions with business objectives and governance standards. Develop a comprehensive multi-year benefits strategy to attract talent, manage outcomes, and promote workforce well-being. Manage relationships with third-party total rewards consultants, ensuring deliverables meet timelines and budgets. Employee Relations, Policies, Guidance, and Administration: Act as a trusted advisor to employees and leadership, providing guidance and support on employee-related issues. Work with managers to develop performance improvement plans and address performance issues. Foster a positive and inclusive work environment by promoting open communication, resolving conflicts, and addressing employee concerns. Collaborate with the Chief Legal Officer to ensure compliance with labor laws, regulations, and internal policies, minimizing legal risks. Ensure HR practices, policies, and procedures comply with applicable laws and regulations, maintaining high ethical standards. Human Resources Metrics and Reporting: Develop and analyze HR metrics to evaluate the effectiveness of HR programs and initiatives. Prepare regular reports for executive leadership on HR-related metrics and trends. Human Resources Technology and Systems: Stay current with HR technology trends and implement systems that streamline processes and support 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 shaping organizational culture, talent management, and DEI initiatives. Extensive experience in developing compensation strategies, 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 at all organizational levels. Strategic mindset with the ability to align talent initiatives with organizational goals. Demonstrated proficiency in managing executive compensation and incentive plans. Experience within the nonprofit sector and knowledge of its 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 skills. Professional certifications (e.g., SHRM-SCP, SPHR) are desirable. #J-18808-Ljbffr DisruptAZ

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