Chief People Officer

Department: Executive

The Role

The CPO/SVP is responsible for creating and fostering a leading-edge human resource function that advances the mission and vision of CRF.

Reporting Relationships

The CPO/SVP will report directly to the President. Direct reports include the following:

  • Director of Human Resources
  • Director of Training
  • Administrative Manager

The CPO/SVP will work collaboratively with the following, primary peers:

  • Chief Financial Officer
  • SVP Operations
  • Chief Impact and Strategy Officer
  • General Counsel

Key Responsibilities

The CPO/SVP leads the planning for and directs all aspects of the human resource function, including talent management, compensation, benefit, and rewards, overseeing training and development and performance management, creating a work culture of inclusion and quality employee engagement, and partners with department leaders to advance the overall mission and strategies of the organization.

Key roles and desired accountabilities include but are not limited to:

STRATEGIC LEADERSHIP AND PLANNING

  • Develops HR plans and strategies to support the achievement of the overall business operations objectives
  • Participates in development of strategic corporate planning process and collaborates with leadership team to define organization’s long-term goals; identifies ways to support the mission through talent development

TALENT MANAGEMENT

  • Develops staffing strategies and designs, implements, and manages programs and plans that attract, retain, and develop a talent pool
  • Provides tools and strategies for the organization to identify skills gaps, cultivate talent, enable talent mobility through career pathways, learning and development plans, and total rewards programs
  • Evaluates and provides reports regarding the effectiveness of the organization’s talent strategies
  • Creates, designs, and leads the employee learning and development programs at all job levels to enhance effectiveness of employee, ensure growth opportunities are available and accessible

ORGANIZATIONAL EFFECTIVENESS AND DEVELOPMENT (OE&D)

  • Designs, creates, develops, and manages overall organizational job design including job descriptions and department functions
  • Ensures engaged and effective people are the critical component in accomplishing business goals
  • Proposes changes to organizational structure to leverage talent and provide development opportunities to key leaders in the organization
  • Defines and collects key performance metrics to enable accurate and valid measurement of workforce performance and to identify areas for improvement
  • Oversees the assessment process of employees’ strengths and interests and develops and supports the administration of training and development opportunities to assist managers and employees meeting career objectives and goals
  • Leads org-wide succession planning

HR SYSTEMS AND PRACTICES

  • Ensures effective Human Resources administrative and operational functions, including benefits, compensation, employee relations, compliance and organization-wide policies and procedures
  • Establishes compensation philosophy, structure, and ongoing evaluation process

CULTURE AND ENGAGEMENT

  • Builds and maintains healthy organizational culture
  • Ensures every aspect of the organization lives the vision and values
  • Designs and develops programs to support the people in the organization, is the workplace champion for all employees
  • Uses a variety of methods, including surveys, focus groups, skill assessments, and other feedback to assist the organization with new ideas, identifying issues, and improving

The Ideal Candidate

The ideal candidate for the next CPO/SVP will be a well-rounded, proven human resource practitioner knowledgeable in all areas of human resources, with a depth of experience in OE/OD. Proven experience achieving operational excellence in a highly complex work environment is required. They will have a track record of growing and developing diverse teams in a fast-paced, changing organization while building an inclusive and equitable working environment.

The successful candidate will be a strategic, proactive business partner, who will provide thought leadership and forward-leaning practices as an active and constructive leader, who can foster a culture that supports creativity and innovation, and who is skilled at both prompting and effectively reacting to new work environments and organizational demands.

While no one candidate will have all the criterial enumerated below, the ideal candidate will possess the following professional and personal abilities and attributes:

  • A proven leader who is a strong talent developer and mentor of employees who can help create and maintain a positive organizational culture
  • A strategic partner and people-centric HR leader well versed in guiding an organization through change and growth; experienced in organizational development and HR transformation
  • A proactive business partner; to engage the leadership team and staff around creative HR solutions; one who can bring fresh ideas to drive growth and impact
  • An engaged and confident leader equipped with the tenacity to articulate and implement CRF’s people needs of the future and to further position HR as a strategic support function
  • A strong communicator with the ability to effectively communicate with a variety of audiences across all levels of the organization, open to feedback and skilled at conflict resolution, with an ability to influence others
  • An individual with strong emotional intelligence and an ability to build trust in a variety of relationships
  • A team player who emphasizes collaboration and consensus building
  • A trusted confidant with an ‘open door policy’; equipped at building trust with a remote workforce
  • An experienced professional who can leverage HR data and metrics to measure and monitor progress and inform decisions
  • A person of unquestionable ethics and integrity
  • A forward-thinking people leader passionate about an experience that attracts and retains employees where they can work and grow
  • An individual who exhibits a belief in diversity, equity, and inclusion, ensuring the strategies, policies, practices, and programs work in a cohesive manner to address both short and long-term needs of an evolving employee and talent pipeline
  • A leader deeply committed to CRF’s mission, vision, and values

Minimum Qualifications of an Ideal Candidate

Master’s degree or equivalent education, preferably with a focus in business or human resources.

  • Fifteen or more years of experience in human resources leadership with a successful track record of progressively increasing responsibilities.
  • Experience in all human resource functions including benefits, compensation, employee engagement, recruitment and staffing, organizational development, policy and procedure development, regulatory compliance, as well as associated generalist responsibilities.
  • Exceptional organizational skills and attention to detail
  • Strong analytical and problem-solving skills

How to Apply

For more information or to send your credentials, please email crf@cohentaylor.com. All inquiries will remain confidential.

Click here for full position profile.

Community Reinvestment Fund USA, Inc is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status or any other characteristic protected by law.

CRF USA, Inc. requires all employees to be vaccinated for COVID-19. As a condition of hire with CRF USA, Inc. candidates must be able to show proof of vaccination for COVID-19 prior to an extension of an offer of employment. Accommodations will be considered for disabilities or sincerely held religious beliefs. For the health and safety of our clients and employees, accommodations will not be considered for positions that require face to face interaction.

Candidates must reside in and be authorized to work in the United States without sponsorship.

CRF is headquartered in Minneapolis, Minnesota. For further information, please visit www.crfusa.com.

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