Chief Human Resources Officer

JOB PROFILE Somerville Cambridge Elder Services (SCES) based in Somerville, Massachusetts, seeks a dynamic, action and service-oriented executive to serve as its inaugural Chief Human Resources Officer (CHRO). Reporting to the Chief Executive Officer, this is an extraordinary opportunity for a talented, energetic, strategic human resources executive to elevate human resources and build a strategic human capital platform. The CHRO will be an instrumental part of the senior leadership team and will lead by example to bring stability and consistency to the function. The CHRO will demonstrate significant focus and effective leadership around SCES’s culture and workforce initiatives. The ideal candidate will be a system thinker and team player with a proven track record of aligning Human Resources strategy with an operating strategy, while leading complex organizational changes that support an integrated enterprise. They will have a bias for action. The CHRO will be a strategic yet operational leader willing to roll up their sleeves alongside the executive leadership. Candidates should have a minimum of ten years' senior management experience in a sophisticated organization known for its excellence in the Human Resource function. Prior experience with union negotiations and working in a unionized workplace is highly preferred. Goals and Objectives Establish personal and professional credibility with the senior leadership team, the Human Resources team, the broader employee population and in the community, with relationships based on trust, collaboration, and mutual support. Be viewed as highly engaged, effective, and visible. Develop and build a strong, cohesive, and high-performing team within the agency. Lead by example in bringing stability and consistency. Identify a leadership structure, assess talent gaps, and fill vacancies as needed. Lead, mentor, and invest in the professional growth and development of colleagues and direct reports. Ensure the attraction and retention of a loyal, high-performing team members. Demonstrate significant focus and effective leadership around SCES's culture and workforce initiatives. Advance teambuilding and related culture efforts to promote meaningful, positive impacts on people and teams across the organization. Leverage strong skills in organizational development and a "team before self" mindset to drive significant improvements in employee engagement and bring back a sense of pride and joy for all who work—or may choose to work—at and for SCES. Identify and implement strategies to address recruitment, retention, engagement, and alignment across the organization. Provide leadership in addressing a recent uptick in union activity and related labor relations issues. In partnership with the CEO and senior leadership team, foster a spirit of inclusion and collaboration so all parties are working together to provide the highest quality, most cost-effective care. Provide leadership on SCES's labor management challenges. Identify, refine, optimize, and execute strategies to optimize agency staff, address staffing issues and support the long-term viability of SCES as an independent not-for-profit agency. Develop a strategy and process for addressing and implementing a consistent compensation plan across the organization. Examine and redesign the health benefits plan offered across SCES. Position Summary The Chief Human Resource Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of total rewards, talent management, change management, organizational design, training and development, employee/labor relations, and HR communication. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team and the board of directors ensuring SCES’s strategic human capital needs are met. Provides executive-level leadership and guidance to SCES’s HR operations and is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices. Reporting Relationships: The CHRO reports to the Chief Executive Officer. Direct Reports to the CHRO include: Director, Culture & People Operations Responsibilities - Position Specific Accountabilities Actively lead the plan and development of a cost-effective, integrated human resource function and workforce strategy in support of SCES’s mission, vision, values, and business strategy. Effectively implement the SCES Workforce Strategy including HR Research and Development, Selection, Appraisal, Total Reward, Development, Organizational Design and Development, HR Communication, and Employee/Labor Relations. Ensure all relevant Human Resource related state and federal legal and regulatory guidelines and standards are met and/or exceeded. Function in a visible and integrated manner within the organization and the community at large by serving on appropriate committees and task forces; interacting with the SCES Board of Directors, as appropriate; participating in professional associations, etc. Interface effectively with management and staff throughout the organization. Assume all other responsibilities that may be assigned by the President and CEO. Human Resources, Organizational Leadership and Organizational Development Create a culture that fosters staff self-development and continued learning. Implement a process that defines the qualifications and performance expectations for all staff positions. Ensure that the competence of all staff is assessed, maintained, demonstrated, and improved on an ongoing basis. Establish and maintain clear performance expectations for all employees (performance expectations for all direct reports to be reviewed quarterly). Ensure that management is held accountable for performance expectations for their respective direct reports. Effectively implement and maintain a recognition program for managers that recognizes a job well done. The CHRO will attend all employee events. Ensure that leadership, values integration, and conflict resolution exemplifies SCES’s values, as indicated by surveys and employee feedback. Cultivate informal mentoring of managers. Ensure that development plans are in place for staff as needed and that management is held accountable for development plans for their respective direct reports. Actively participate in organizational development activities. Ensure that succession plans are in place for self and for all critical roles in area of responsibility. Maintain a rewards system that allows SCES to recruit, retain, and motivate a highly qualified workforce. Vision and Strategy Fulfillment of SCES’s Mission – In concert with the Executive Team, develop and communicate the strategic direction of the organization. SCES will respond swiftly to challenges and opportunities as they occur. The assessment will be the responsibility of the SCES Board of Directors. Annual Operating Priorities – In concert with the Executive Team, develop and communicate an annual operating plan and priorities that support the strategic direction of SCES. Constituent Relationships Be responsive to and foster communication and coordination among all key SCES stakeholders including employees, clients, and the communities served by SCES. Actively participate in community events within SCES’s service area. Achieve and maintain established goals for employee satisfaction. Foster positive relations with employees. Candidate Qualifications Education/Certification Master's degree in business or human resources management is required. SHRM-SCP or SPHR certification required. Knowledge and Work Experience Ten years of relevant experience in human resources leadership, including strategic leadership and managerial responsibilities in at least three Human Resource functions. Knowledge and previous experience with unions to include contracts, negotiations, and unionized staffing is strongly preferred. Leadership Skills and Competencies Demonstrated expertise in change management and performance improvement with a track record of successfully leading transformational change within the HR function. Models compatibility with SCES's mission, vision, values, purpose, and leadership principles, with a demonstrated commitment to diversity, equity, and inclusion. Demonstrated results in taking team engagement strategy to positive and sustainable results. Demonstrated ability to apply a system perspective, metric-driven approach to decision-making. Demonstrated skill as an open, articulate, engaging and participative leader who inspires respect, credibility, and results. Has excellent communication, listening, collaboration skills. Can relate and connect with team members at all levels in the organization. Proven creative problem-solver with ability to lead change and make best choice to serve the interest of the broad system. Experience with Paylocity or other HRIS software is required. Strong collaboration, communication, and influencing skills. Job Type:

Full-time Pay:

From $150,000.00 per year Benefits: 401(k) Dental insurance Employee assistance program Flexible spending account Health insurance Life insurance Paid time off Referral program Schedule: Day shift Education: Master's (Preferred) Ability to Relocate: Somerville, MA 02143: Relocate before starting work (Required) Work Location:

Hybrid remote in Somerville, MA 02143

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