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Form of work
SalaryPlease note: This position is expected to be primary ONSITE in Baltimore City with flexibility to work offsite as negotiated with the President & CEO.
Overview
The Chief People & Culture Officer leads a division responsible for developing and executing human resource and communications strategy for the organization. The CPCO works collaboratively to foster a safe and equitable workplace and leads initiatives to ensure the workforce is supported and well-trained. The CPCO leads strategic planning and operational planning processes for the organization and also supports Board governance and training. As part of the Executive Team, this role is broadly responsible for the effective functioning of the organization.
Key Role Responsibilities
- Develops and mentors P&C Division leadership, building their capacity and enthusiasm for the work. Directly supervises: Director of Human Resources, Director of Communications, Training Manager, Racial Equity and Inclusion (REI) Program Manager II, and Senior Client Relations Manager. Fosters a collaborative, supportive and collegial environment across agency departments to ensure a high-quality experience for clients and high staff morale.
- Fosters a values-driven workplace that recruits, develops and retains talented staff. Creates annual plans, goals and metrics to continuously improve training and talent development programs in ways that support the goals of the organization. Responsible for ensuring the ongoing credentialing, privileging and competency completion of all direct service providers.
- Responsible for a legal, ethical and continuously improving human resource infrastructure. Responsible for agency compliance with personnel-related legal and regulatory requirements. Sets budget and staffing plan in coordination with the CFO. Develops HR policies and procedures and ensures the integrity of HRIS and LMS/PMS systems. In partnership with the Director of Human Resources, serves as legal counsel liaison with attorneys.
- In coordination with the President & CEO, Board leadership and Executive Team, designs and implements inclusive strategic planning processes. Helps the Executive Team identify and measure annual operational and strategic goals. Helps senior leadership identify and address organizational development issues that improve organizational health and effectiveness.
- Actively develops own racial equity and inclusion lens. Using a strengths-based approach, provides the vision and leadership necessary to transform organizational practices, policies and culture to continually become more racially equitable and inclusive. Leads and partners across the agency to address racism and racist practices and to create an intentional and affirming workplace for and with people of color. Creates and reports on REI plan goals and metrics.
- Administers an equitable and transparent compensation and benefits program in close partnership with the Director of Human Resources. Proposes changes and updates to the program based on research, trends and budget.
- Leads agency communications. Responsible for developing and maintaining the communications infrastructure and program necessary to meet agency operational and strategic goals. Serves as a thought partner to senior leadership on both internal and external communications strategy and tactics.
- In coordination with the President & CEO, supports the Board of Directors. Staffs the Governance Committee and the Human Resources Committee.
Key Agency Responsibilities
In addition to role responsibilities, every staff member has the following responsibilities as a part of their employment:
- Models and reinforces the core values of dignity, authenticity, hope, justice, passion and balance
- Actively participates in performance improvement and advocacy activities that support the mission
- Protects clients’ personal health information by maintaining compliance with HIPAA and other relevant health care-related IT security regulations
- Performs other duties on an as-needed basis
Knowledge, Experience, and Skills
Formal Education and Training
- Bachelor’s degree required
- An advanced degree or certification in human resources, nonprofit management, business administration, communications, or related field preferred
- Demonstrated knowledge of racial justice and the impact of racism on health care delivery and health outcomes
Experience
- Minimum of eight years’ progressive experience in human resources, strategic planning and/or organizational change management for a nonprofit organization
- Experience in the health care industry strongly preferred
- Minimum of four years’ supervisory experience with a demonstrated record of building, mentoring and coaching staff and teams
- Working knowledge of and experience supporting diverse stakeholder groups in learning about and applying racial equity principles and anti-racist practices
Skills
- Exceptional written and oral communication skills; tact; and a commitment to transparency
- Extensive experience constructing, communicating and implementing complex initiatives
- Excellent critical and strategic thinking skills; uses data to drive decisions and measure results
- A collaborative and flexible style with the ability to positively influence and engage a wide range of people
- Ability to manage ambiguity and complexity
- Effectively manages risk; able to adapt in uncertain environments
- Ability to work in sensitive situations and maintain confidentiality
- Energetic and self-reflective learner
Health Care for the Homeless is an equal opportunity employer and is committed to racial equity and inclusion. We make a particular effort to recruit and promote Black, Indigenous and People of Color (BIPOC) for open positions. BIPOC, LGBTQIA+ individuals, people with disabilities, and people with other marginalized identities are encouraged to apply.
