Chief People Officer

Salary: $120,000 to $150,000 DOE

Position Summary:

The Chief People Officer, Human Resources position, working as part of the Executive Leadership Team (ELT), is responsible for the strategic and administrative leadership of the Human Resources function. The individual will work with the ELT and HR team to help develop and achieve goals and objectives which are compatible with those of the organization, its mission and the community it serves. Working in partnership with key MAC Midwest leaders, the Chief People Officer is responsible for driving value through the design and delivery of all services, assuring they are business driven, mission focused and provide integrated solutions. This position supports the execution of organizational strategies and plans through the implementation of solutions that support short- and long-term business objectives.

Position Requirements and Specifications:

• Bachelor’s Degree with a master’s degree preferred in Human Resources or closely related field.
• Minimum of 5 years in a Senior Human Resources Leadership role; proven track record of leading a multi-faceted human resources function, coaching, mentoring and leading a staff to high performance.
• Experience working with employees at all levels in mission and business driven environment.
• Experience in behavioral health or non-profit preferred.
• Highly skilled in understanding and executing all facets of HR including strategy development, talent management, employee relations, total rewards/compensation, performance management, employee assessment and development, succession planning and organization development, DEI and HRIS.
• Experience working as a part of an organization’s senior leadership team.
• Past successes in working as a coach, confidant and strategic business partner to a senior leaders.
• Experience running human resources as a business with measurable results.

Major Position Accountabilities:

• Establish and implement human resources (HR) efforts that effectively communicate and support the organizations mission and overall vision, driving accountability for patient/learner care, financial and operational outcomes.
• Provide overall leadership and guidance to the HR function by overseeing HR Strategy development, talent management, talent acquisition, employee relations, total rewards/compensation, performance management, employee assessment and development, succession planning and organization development, DEI and HRIS.
• Develop HR Strategies and plans to support the achievement of the overall business operations objectives. Establishes metrics that measure key business outcomes.
• Function as a strategic business advisor to the leadership of each key functional and business area regarding key organizational and management issues.
• Work with the organization’s executive leadership to establish a sound plan of management succession that corresponds to the strategy and objectives of the organization.
• Develop comprehensive strategic recruiting, onboarding and retention plans (with Talent Acquisition Manager and HR Generalists) to meet the workforce needs of strategic goals.
• Develop and implement comprehensive compensation and benefits plans (with HR Generalists) that are competitive and cost- effective.
• Provides leadership in developing, communicating and implementing employee programs to ensure ongoing effective employee/management relationships, improved productivity, employee morale and retention and employee recognition programs.
• Maintain knowledge of industry trends and employment legislation and ensure organization’s compliance.
• Maintains responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters.

Critical Success Factors:

• Impeccable integrity: words and actions must continually reinforce this characteristic.
• A leader by example, building a high-trust and high functioning team.
• Superb influencing skills evidenced by a high EQ and demonstrated ability to build strong relationships with internal and external customers, colleagues, the Board and the greater community.
• Collaborator and team player, yet able to discern when it’s appropriate to drive consensus or employ courageous decision-making.
• Innovative and action-orientated, with high energy and an upbeat interpersonal style and who possesses a sense of humor.
• A forward-thinking, high impact, low-ego servant leader motivated by the advancement of the organization.
• A leader provides an inspiring, engaging, accountable and collaborative environment that will retain a