Job Description

About the Foundation The William and Flora Hewlett Foundation invests in creative thinkers and problem solvers working to ensure that people, communities, and the planet can flourish. Together with our partners, we are harnessing society’s collective capacity to solve our toughest problems — from the existential threat of climate change, to persistent and pervasive inequities, to attacks on democracy itself. A nonpartisan philanthropy, the Hewlett Foundation has made grants in the U.S. and globally for nearly six decades based on an approach that emphasizes long-term support, collaboration, and trust. Globally, we make grants to address both longstanding and emerging challenges like our efforts to reduce the growing threat of climate change, advance gender equity and governance, and reimagine the economy and society. Our U.S. efforts prioritize strengthening democracy, advancing education for all, and supporting community-led conservation. In the San Francisco Bay Area we call home, we make grants to support meaningful artistic experiences in local communities and support regional foundations working on critical issues such as housing. All of our grantmaking also invests in advancing racial justice and in strengthening the effectiveness of our grantees, and of philanthropy itself. The Hewlett Foundation’s assets are approximately $12.8 billion with annual awards of grants totaling almost $600 million. More information about the Hewlett Foundation is available at: The foundation has approximately 130 employees, in programmatic, operational, and investment roles, and is located in the San Francisco Bay Area. Across the organization, our employees are challenged with meaningful work, have the resources for ongoing professional development and learning, and contribute to a collegial and engaging environment where they can thrive. We are committed to fostering a culture of inclusion as part of our guiding principles and encourage individuals with diverse backgrounds and experiences to apply. About the H.R. Department The H.R. team helps enable the Hewlett Foundation’s work and people by delivering H.R. solutions and partnership that support our diverse workforce in holistic ways . The six-person H.R. team ensures that our H.R. policies, processes, and practices support the foundation’s mission and strategic goals while providing a positive employee experience. About the Role The Chief People Officer (CPO) will report to our VP/COO and will work collaboratively with the President and senior leadership team. They will be responsible for assessing organizational needs in order to design, implement and manage effective human resources programs that enhance, support, and sustain a collaborative, learning culture. The CPO will balance organizational and employee needs. They must bring deep human resources knowledge, experience and practical approaches that will enhance the Foundation’s opportunities for impact in an evolving landscape. The CPO’s responsibilities will include: H.R. Leadership

• Partner with the VP/ COO, President and other leadership team members as a strategic steward of the Hewlett Foundation.
• Through listening, consultation, learning and engagement at all levels of the Foundation, design and oversee an aligned human resources strategy, including recruitment, staff and leadership development, total rewards, performance feedback, retention, engagement, recognition and compliance.
• Lead the Human Resources Department’s committed staff to deliver high-quality programming.
• Benchmark the competitiveness of people-related programs and use data-driven insights to inform HR decision-making and continuous improvement.

Collaboration and Employee Relations/Engagement

• Establish credibility and trust throughout the organization as an effective, accessible partner on sensitive people-related employee relations issues.
• Model teamwork, effective decision-making and candor in interactions.
• Work with the HR team to foster connection and belonging amongst colleagues through employee programs such as our employee resource groups and building and belonging committee.
• Partner with the Chief of Culture, Race and Equity to promote diversity, equity, and inclusion initiatives.

Talent Management

• Partner with leadership to attract, retain, and develop top talent.
• Oversee performance management as well as investments in staff skill and career development; ensure manager capacity for performance feedback and a culture of continuous learning and growth.
• Cultivate excellence in team leadership and management, through access and exposure to consistent management best practices and aligned training, coaching and support for supervisors.
• Identify the most pressing learning needs of the organization and ensure that training and development programs address key skill gaps for staff through in-house trainings and communication of external learning opportunities.

H.R. Operations

• Work with the HR team to oversee day-to-day HR programs and systems for recruitment, onboarding, benefits and leave administration, payroll, and compliance.
• Develop, implement, and continuously improve HR policies, procedures, systems, and tools for employees; actively communicate rationale to create shared understanding.
• Maintain robust compensation and benefits programs that align with foundation goals and serve as tools to recruit and retain top talent. This includes conducting periodic reviews and managing both an incentive compensation program (for the foundation’s investment team) as well as a non-incentive-based compensation program (for other foundation staff).
• Look for continuous process and technology improvements to ensure efficient and effective administrative practices.

Support Board Compensation Committee

• Support the Compensation Committee of the Board of Directors.
• Participate in preparing and presenting materials for the Compensation Committee in collaboration with senior leaders and external compensation consultants.
• Provide and interpret benchmarking data to support compensation decision-making for officers and investment professionals.
• Represent the HR function in compensation plan adjustments, design improvements, and Board communications, as appropriate.

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