Chief Human Resources Officer

Hey there. Glad you found us! Flock Freight is a technology company that’s creating a smarter, more sustainable supply chain. Recognized on the CNBC “Top 50 Disruptors” list three years running (checking in this year at #20), Flock’s patented technology finds and fills trucks’ empty spaces so shippers can save money, carriers can earn more money, and goods move terminal-free with more accuracy and fewer emissions. Sounds like a pretty big task, right? Welp, it is. But we know we can make it happen.

If you’re looking for the opportunity to make a difference then you’ve come to the right place. We’re looking for folks that are innovative, love collaborating in a fast-paced environment, and find joy and excitement in doing the hard work. If that sounds like you then keep on reading and see if this role is the one for you.

About the Role:

The Chief Human Resources Officer (CHRO) is a key executive leadership role responsible for all aspects of the human resources function within the organization. The CHRO plays a critical role in remodeling Flock’s HR strategies to align with the company's goals and objectives, driving a high performance culture throughout the firm, attracting and retaining top talent, and leveraging personnel data for firm strategy decisions. 

Key Responsibilities

Strategic Leadership 

• Establish the vision and strategic direction of the human resources team to support the overall success of the organization, which includes setting strategies in the following areas: talent acquisition, engagement and retention, total rewards, learning and development, performance management, diversity, equity and inclusion, and people analytics.
• Contribute as a thought leader within the organization, advise the CEO and members of the executive and senior leadership teams, produce data-driven insights to maximize ROI on employee investments. 
• Present the firm's HR strategy to the board of directors upon request.
• Oversee the HR team’s partnership with functional leaders to ensure alignment and support to departmental needs, company objectives and employee advocacy.
  
  

Performance Management

• Define and deploy a performance management framework that is rooted in our mission and values, and focuses on effective strategies to improve performance, growth and development of our people and teams. 
• Drive uniform processes and regular performance reviews throughout all departments. Monitor and analyze resulting performance data to leverage team and personal capabilities to drive Flock strategic decisions.  

Talent Acquisition 

• Continuously evolve talent strategy including sourcing, interviewing, hiring and onboarding, all of which target top talent and reduce time to hire. 
• Oversee and drive a data-first approach to talent acquisition and share with relevant ELT and SLT members.

Employee Engagement 

• Guide employee engagement and DEI initiatives. Celebrate the unique contributions of our diverse workforce and drive cross functional collaboration.
• Champion cultural initiatives company-wide to reinforce high-performance.
• Oversee employee relation matters including concerns, grievances and investigation process ensuring employees are treated fairly and equitably. Review and improve firm policies and training materials to mitigate personnel risk.

Total Rewards & Compensation

• Develop and execute comprehensive job leveling and salary bands across all departments to improve hiring, promotion, and dehiring decisions.
• Drive benefits, variable compensation structures, equity, and other compensation strategies to align performance with company objectives.
• Identify key market performance indicators for total rewards and assess Flock’s success and market competitiveness against its peers.
• Create employee development and career paths that are applicable across departments and improve retention and growth of high-performing personnel.

People Analytics

• Establish quantitative and qualitative metrics, guidelines, and standards by which the company's personnel strategies can be measured and improved.
• Compile uniform performance data to drive better personnel decisions.
• Regularly report on key department data to the CEO and ELT.

HR Processes and Compliance

• Develop and execute best-in-class industry practices for personnel management; leverage current and new software to improve employee efficiencie