- Project Management
- Microsoft Word
- Human Resources
- Analysis Skills
- Microsoft Office
The Chief Human Resources Officer (CHRO) provides strategic thought leadership around staffing, diversity, equity, and organizational culture, plus hands-on expertise, to align and advance Plymouth’s strategic priorities with its employment policies and practices. The CHRO plays a key role in guiding and supporting the organization through upcoming stages of rapid growth and development. As a trusted advisor and member of the Executive Leadership Team, the CHRO is responsible for all facets of Human Resources and may lead and support change initiatives that impact organizational growth, strategy implementation or organizational culture. This position plays a vital role in leading Plymouth Housing’s expanded efforts to attract and retain a diverse workforce. The CHRO is responsible to effectively manage all areas of the HR function with a focus on labor relations, compliance, service, and operational efficiencies.
This position is a regular, benefited, full-time position.
ESSENTIAL JOB FUNCTIONS:
In partnership with other leaders, lead the human resources function’s strategic direction to ensure an understanding of program and operational needs, and alignment with the organization’s strategic priorities.
Participate, with the Executive Leadership Team, in organizational strategic planning and organization-wide program and policy initiatives,
Collaborate with leadership to support, advance, and evaluate Plymouth’s commitment to diversity and equity.
Offer technical expertise and leadership for human resources best practices, employment law, labor relations, employment policies, and organizational development while providing proactive and practical options and solutions.
Establish and maintain a strategic workforce development plan that aligns with business needs and attracts and retains diverse staff and fosters equity in career and performance development opportunities.
Build and maintain strong, trusted relationships with all levels of staff. Serve as a resource for employee relations issues. Provide counsel, advice, and support in resolving issues, disputes and other sensitive matters.
Coach managers to build solid, effective employee relationships by offering guidance and support on performance and professional development issues.
Leads and manages labor relations in connection with the collective bargaining agreement; and serves as the subject matter expert and thought leader on labor relations topics and the interpretation and administration of human resource policies and the collective bargaining agreement. Utilize legal counsel as needed for more complex issues. Serve as lead on the Labor Management Committee.
Oversee and/or conduct workplace investigations and make recommendations regarding employment action. Ensure all matters are handled in an equitable, consistent and lawful manner.
Monitor employee engagement and “pulse” through formal and informal means with the goal of fostering a work environment that is respectful, inclusive, safe and healthy, and improves employee engagement.
Develop and maintain a comprehensive, progressive, and equitable compensation philosophy and structure that responds to the local labor market. Provide leadership for total rewards strategy, trends, and methodologies, while ensuring compliance with all legal and government regulations.
Lead and manage staff across all human resources specializations including recruiting, benefits administration, human resources information systems, compliance, labor relations, training, and operations. Build staff capabilities and support their growth and development.
Oversee the administrative office’s operations by providing supervision of and support to the Manager of Administration, including facilitating any priorities and/or projects.
Develop and provide key metrics, such as retention/turnover, time to hire, acceptance rate, employee referral program success, EEOC/AAP, and other statistical data.
Drive continued human resources-related policy development, including employee handbook.
Oversee, develop and implement staff training programs.
Maintain a thorough knowledge of and ensure compliance with federal, state and local laws and regulations to minimize risk to the organization.
Foster and maintain cooperative working relationships within the organization and among partners within the community.
ESSENTIAL JOB QUALIFICATIONS
(Any equivalent combination of knowledge, skills, abilities, education, and experience)
Education: Bachelor’s Degree in a relevant field.
Minimum eight (8) years’ increasingly responsible human resources experience with at least four (4) years of senior level experience in mid-size organizations.
Experience leading union negotiations and labor relations.
Experience in the areas of diversity, equity and inclusion and advancing related organizational initiatives.
Knowledge and Skills:
Deep technical Human Resources expertise
Patient, thoughtful, and clear verbal and written communication skills, including facilitation, mediation, and presentation skills.
Adept at relationship building and collaboration with all levels of staff, community partners, and others.
Ability to lead and thrive in a dynamic environment of change, challenge and multiple priorities.
Practical experience planning and driving organizational transformation as it relates to staffing, workforce development and organizational culture.
Strong strategic thinking, planning and analytical skills
Ability to listen effectively, learn quickly, and lead adaptively to deploy HR resources to address issues as they arise.
Perseverance in tackling tough decisions with creativity and reasonable risk-taking.
Strong organizational, time and project management skills.
Extensive knowledge of federal, state, and local employment regulations and laws.
Proficient and experienced with Microsoft Office applications; particularly Excel, Outlook, Word and PowerPoint.
Master’s degree in a related field.
Professional HR certification
Experience working in a nonprofit environment