Minnesota Council of Nonprofits
Chief People Officer (CPO)
Minnesota Council of Nonprofits, Richfield, Minnesota, United States,
The Chief People Officer (CPO) is a new role reporting to Gertrude Matemba-Mutasa, the President & CEO of Lifeworks. A key part of the senior leadership team, the CPO will have the unique opportunity to support Lifeworks’ growth through future-oriented people and talent best practices, ensuring Lifeworks has the right programs and strategies in place to attract and retain high-performing players and support the organization’s growth and evolution.
The CPO will be responsible for developing and executing the overall human resources strategy in support of the overall business plan and strategic direction of the organization. This position will have a broad scope of responsibility that will include talent acquisition, talent management, talent development and training, talent retention, compensation structure, benefits and well-being, diversity, equity and inclusion, compliance and culture.
Bringing both broad business acumen and deep functional expertise, along with a cross-functional perspective, this person will serve as a trusted member and partner on the senior leadership team and will be a critical driver of strategic, operating and organizational models that support an expanding business. The CPO will provide strategic leadership by articulating HR needs and plans to the executive management team and shareholders.
Key Responsibilities
Strategic/Enterprise LeadershipAs a member of the executive leadership team, collaborates in setting the longer-term strategic, business, operational, and financial direction and strategic plans for Lifeworks. The CPO is the team’s thought and action leader for the human resources functions and ensures the human resources functions and department are supportive of, and aligned with, the vision and mission of the organization.Provides consultation to the President & CEO in their supervision, development, coaching, and performance management of the executive team, and leads talent assessment and succession planning initiatives.Provides consult and support to the Compensation Committee of the Lifeworks Board of Directors, attends meetings as required and provides information necessary to fulfill the needs of the charter.Human Resources LeadershipLeads the design, development, and continuous improvement of the human resources team including strategic, operational and management plans, practices, and systems in line with Lifeworks’ strategic and annual plans.Drafts and implements the organization’s staffing budget and the budget for human resources.Establishes and implements short- and long-range goals and objectives, while staying informed of trends in recruitment, retention, employee engagement, training and professional development, compensation, total rewards, health and safety, organizational development, and diversity, equity, inclusion, and accessibility.Identifies, develops, and reports key metrics for the organization’s human resource and talent management performance that can be used for planning purposes.Based on metrics and trends, forecasts the organization’s future scenarios and goals for the development of business plans including ongoing assessments of the organization’s success and market competitiveness.Responsible for the development and execution of learning and development offerings that support the workforce development needs and the overall growth goals of the organization.Ensures Lifeworks diversity, equity, inclusion, and accessibility initiatives are leading the development of the workforces’ cultural competency. Serves as the Executive Sponsor of the DEIA ERG (Employee Resource Group). Confirms human resources policies, processes and procedures reflect anti-racist standards and oversees the development of these standards throughout the organization.Serves as a champion for Lifeworks’ culture and values, positioning Lifeworks as an organization that attracts, retains, and motivates quality staff.Ensures human resource organizational policies are compliant with federal, state, and local laws and regulations, including compliance with government contracts, laws, and other organizational regulations.Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources across all levels of management.Oversees investigations of complaints of discrimination, harassment or egregious misconduct/behavior and ensures steps are taken to address the issue and those impacted are communicated with respectfully and effectively.Oversees human resources operational infrastructure ensuring relevant and reliable Human Resources Information Systems (HRIS) and related software platforms are implemented and utilized following best practices.Expands professional and technical knowledge both in the industry and profession by attending educational workshops, reviewing professional publications, and personal networking.Team LeadershipEmpowers the human resources team to work effectively as cross-organizational business partners to achieve Lifeworks’ mission and strategic plan and collaborate effectively with organizational leaders to deliver on recruitment, retention, and engagement goals for the organization.Selects, supervises, and develops direct reports including coaching, training, providing work direction, and addressing performance issues while recognizing and reinforcing desired performance. Provides mentorship to high-potential talent throughout the organization.Oversees leaders in all current key areas of HR including Compensation and Benefits, Recruiting, Learning and Development, and Employee Engagement.Regularly evaluates the HR department structure and, with the team, develops creative means to affect organizational success as well as continual improvement of efficiencies and effectiveness.Inspires a culture of service and accountability across the HR organization, ensuring core services are provided seamlessly to team members and the broader organization.Provides developmental opportunities, coaching and feedback to support the growth and retention of the HR team.Participates and represents Lifeworks human resources function to external audiences.
The ideal candidate will be a strategic, growth-minded human resources leader with experience in multi-site operations and a passion for Lifeworks’ mission and community. This person will have proficiency in the full suite of HR disciplines, including diversity, equity and inclusion and have a proven ability to align HR strategy with the overall business plan.They will be a culture champion and effective change agent who is energized by being in the field. They will also be a key leadership team member supporting Lifeworks’ broader strategy.RequirementsThe Chief People Officer at Lifeworks is expected to demonstrate the following leadership competencies:
Strategic AcumenUnderstands markets, identifies trends and drives the organization to create comprehensive, competitive and breakthrough strategies. Prioritizes strategically, leading the organization to pursue and capitalize on the most impactful opportunities.Sound Decision MakingPossesses strong intellectual curiosity and the ability to analytically, conceptually and critically evaluate information to determine relative strengths and weaknesses of ideas and proposals.Leverages data and insights in critical decisions. Comfortable managing incomplete information, balancing action with the appropriate level of risk.Activates ChangeHelps the team understand why change is critical. Works to understand and overcome cultural and operational barriers while communicating and reinforcing the objective. Quickly determines how to move things forward in the face of resistance or unforeseen obstacles. Ensures that the organization establishes metrics, measures progress and celebrates success.Inclusive LeadershipRelates openly and comfortably with diverse groups of people, modeling humility, curiosity and empathy and ensuring space for all voices. Encourages diverse perspectives for greater insights and enhanced performance. Ensures all team members have opportunities for success and challenges natural biases to promote inclusion.Fosters CollaborationCreates an environment that supports collaboration by facilitating communication and coordination across all parts of the organization. Builds trust, encourages healthy discourse and ensures diverse viewpoints are explored. Builds an intentional and cohesive culture that aligns functional agendas and unites the team.Skills, Experiences, QualificationsIn addition to the demonstration of the Leadership Competencies on the previous page, key skills and experiences desired include:A minimum of 10 years of HR experience, with at least seven years of people leadership experience managing both managers and individual contributors.Proven ability to architect HR strategy to support a scaling, multi-site organization.Experience in strategic planning and goal setting; leading and managing projects; tracking data; and developing and delivering reports on progress to leaders and Board of Directors.A proven partner to the business, with the ability to direct the design and delivery of most, if not all, HR disciplines. (Learning and Development, Performance Management, Talent Acquisition, Total Rewards, HRIS, etc.)Business acumen and seasoned knowledge/experience with industry trends in support of human resources and diversity, equity, inclusion, and accessibility initiatives that support an anti-racist philosophy.Experience and skilled in organization-wide budgets, employment law, labor relations, compensation, benefits administration, and employment relations.Skilled at establishing and cultivating strong relationships with colleagues across different levels of the organization and externally.Strong acumen in the areas of strategic partnership between human resources, finance and information technology.Bachelor’s degree in human resources or related field and/or HR Certification (PHR SPHR, SHRM-CP, SHRM-SP); MBA preferred.
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The CPO will be responsible for developing and executing the overall human resources strategy in support of the overall business plan and strategic direction of the organization. This position will have a broad scope of responsibility that will include talent acquisition, talent management, talent development and training, talent retention, compensation structure, benefits and well-being, diversity, equity and inclusion, compliance and culture.
Bringing both broad business acumen and deep functional expertise, along with a cross-functional perspective, this person will serve as a trusted member and partner on the senior leadership team and will be a critical driver of strategic, operating and organizational models that support an expanding business. The CPO will provide strategic leadership by articulating HR needs and plans to the executive management team and shareholders.
Key Responsibilities
Strategic/Enterprise LeadershipAs a member of the executive leadership team, collaborates in setting the longer-term strategic, business, operational, and financial direction and strategic plans for Lifeworks. The CPO is the team’s thought and action leader for the human resources functions and ensures the human resources functions and department are supportive of, and aligned with, the vision and mission of the organization.Provides consultation to the President & CEO in their supervision, development, coaching, and performance management of the executive team, and leads talent assessment and succession planning initiatives.Provides consult and support to the Compensation Committee of the Lifeworks Board of Directors, attends meetings as required and provides information necessary to fulfill the needs of the charter.Human Resources LeadershipLeads the design, development, and continuous improvement of the human resources team including strategic, operational and management plans, practices, and systems in line with Lifeworks’ strategic and annual plans.Drafts and implements the organization’s staffing budget and the budget for human resources.Establishes and implements short- and long-range goals and objectives, while staying informed of trends in recruitment, retention, employee engagement, training and professional development, compensation, total rewards, health and safety, organizational development, and diversity, equity, inclusion, and accessibility.Identifies, develops, and reports key metrics for the organization’s human resource and talent management performance that can be used for planning purposes.Based on metrics and trends, forecasts the organization’s future scenarios and goals for the development of business plans including ongoing assessments of the organization’s success and market competitiveness.Responsible for the development and execution of learning and development offerings that support the workforce development needs and the overall growth goals of the organization.Ensures Lifeworks diversity, equity, inclusion, and accessibility initiatives are leading the development of the workforces’ cultural competency. Serves as the Executive Sponsor of the DEIA ERG (Employee Resource Group). Confirms human resources policies, processes and procedures reflect anti-racist standards and oversees the development of these standards throughout the organization.Serves as a champion for Lifeworks’ culture and values, positioning Lifeworks as an organization that attracts, retains, and motivates quality staff.Ensures human resource organizational policies are compliant with federal, state, and local laws and regulations, including compliance with government contracts, laws, and other organizational regulations.Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources across all levels of management.Oversees investigations of complaints of discrimination, harassment or egregious misconduct/behavior and ensures steps are taken to address the issue and those impacted are communicated with respectfully and effectively.Oversees human resources operational infrastructure ensuring relevant and reliable Human Resources Information Systems (HRIS) and related software platforms are implemented and utilized following best practices.Expands professional and technical knowledge both in the industry and profession by attending educational workshops, reviewing professional publications, and personal networking.Team LeadershipEmpowers the human resources team to work effectively as cross-organizational business partners to achieve Lifeworks’ mission and strategic plan and collaborate effectively with organizational leaders to deliver on recruitment, retention, and engagement goals for the organization.Selects, supervises, and develops direct reports including coaching, training, providing work direction, and addressing performance issues while recognizing and reinforcing desired performance. Provides mentorship to high-potential talent throughout the organization.Oversees leaders in all current key areas of HR including Compensation and Benefits, Recruiting, Learning and Development, and Employee Engagement.Regularly evaluates the HR department structure and, with the team, develops creative means to affect organizational success as well as continual improvement of efficiencies and effectiveness.Inspires a culture of service and accountability across the HR organization, ensuring core services are provided seamlessly to team members and the broader organization.Provides developmental opportunities, coaching and feedback to support the growth and retention of the HR team.Participates and represents Lifeworks human resources function to external audiences.
The ideal candidate will be a strategic, growth-minded human resources leader with experience in multi-site operations and a passion for Lifeworks’ mission and community. This person will have proficiency in the full suite of HR disciplines, including diversity, equity and inclusion and have a proven ability to align HR strategy with the overall business plan.They will be a culture champion and effective change agent who is energized by being in the field. They will also be a key leadership team member supporting Lifeworks’ broader strategy.RequirementsThe Chief People Officer at Lifeworks is expected to demonstrate the following leadership competencies:
Strategic AcumenUnderstands markets, identifies trends and drives the organization to create comprehensive, competitive and breakthrough strategies. Prioritizes strategically, leading the organization to pursue and capitalize on the most impactful opportunities.Sound Decision MakingPossesses strong intellectual curiosity and the ability to analytically, conceptually and critically evaluate information to determine relative strengths and weaknesses of ideas and proposals.Leverages data and insights in critical decisions. Comfortable managing incomplete information, balancing action with the appropriate level of risk.Activates ChangeHelps the team understand why change is critical. Works to understand and overcome cultural and operational barriers while communicating and reinforcing the objective. Quickly determines how to move things forward in the face of resistance or unforeseen obstacles. Ensures that the organization establishes metrics, measures progress and celebrates success.Inclusive LeadershipRelates openly and comfortably with diverse groups of people, modeling humility, curiosity and empathy and ensuring space for all voices. Encourages diverse perspectives for greater insights and enhanced performance. Ensures all team members have opportunities for success and challenges natural biases to promote inclusion.Fosters CollaborationCreates an environment that supports collaboration by facilitating communication and coordination across all parts of the organization. Builds trust, encourages healthy discourse and ensures diverse viewpoints are explored. Builds an intentional and cohesive culture that aligns functional agendas and unites the team.Skills, Experiences, QualificationsIn addition to the demonstration of the Leadership Competencies on the previous page, key skills and experiences desired include:A minimum of 10 years of HR experience, with at least seven years of people leadership experience managing both managers and individual contributors.Proven ability to architect HR strategy to support a scaling, multi-site organization.Experience in strategic planning and goal setting; leading and managing projects; tracking data; and developing and delivering reports on progress to leaders and Board of Directors.A proven partner to the business, with the ability to direct the design and delivery of most, if not all, HR disciplines. (Learning and Development, Performance Management, Talent Acquisition, Total Rewards, HRIS, etc.)Business acumen and seasoned knowledge/experience with industry trends in support of human resources and diversity, equity, inclusion, and accessibility initiatives that support an anti-racist philosophy.Experience and skilled in organization-wide budgets, employment law, labor relations, compensation, benefits administration, and employment relations.Skilled at establishing and cultivating strong relationships with colleagues across different levels of the organization and externally.Strong acumen in the areas of strategic partnership between human resources, finance and information technology.Bachelor’s degree in human resources or related field and/or HR Certification (PHR SPHR, SHRM-CP, SHRM-SP); MBA preferred.
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