Top 3 Chief people officer Jobs in Naples Fl

Director of HR
The Conservancy of Southwest Florida —Naples, FL
- Clean driving record
- 5 years
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Pearl Interactive Network, Inc. —United States
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Director of HR

The Conservancy of Southwest Florida -
Naples, FL

Apply Now

Job Details

Qualifications

Managing human resources teams
Team leadership
AI tools proficiency
HR legal compliance
Driver's License
Bachelor's degree
Task prioritization
Employment law in talent management
Negotiation

Full Job Description

Job Title: Director of HR
Salary Range:Salary Range:Range commensurate upon experience.
Reports to: Chief Operations Officer (COO)

Job Overview
The Director of Human Resources provides strategic leadership for the organization's people strategy, ensuring the Conservancy attracts, develops, engages, and retains a high-performing workforce aligned with its mission of conservation, science, wildlife rehabilitation, education, and advocacy, which are supported by development, marketing, and operations. The Director oversees all human resource functions (excluding payroll administration), partnering closely with the Finance team to ensure alignment between workforce planning and organizational resources. The role serves as a trusted advisor to executive leadership, managers, and employees while fostering a culture of accountability, professional growth, collaboration, and inclusion.

Responsibilities
Strategic Human Resources Leadership

Provide strategic direction for all human resource programs that support organizational growth and operational excellence.
Develop and implement the organization's human resources strategy aligned with the strategic plan.
Serve as a member of the senior leadership team, providing expert advice on workforce and organizational matters.
Lead workforce planning and succession planning initiatives to support current and future operational needs.
Develop HR policies, procedures, and governance frameworks that support legal compliance and organizational effectiveness.
Monitor HR metrics and workforce trends to support data-informed decision making.
Lead organizational change initiatives, restructures, and workforce transitions.
Foster a culture of continuous improvement, accountability, employee engagement, and collaboration.

Talent Acquisition, Workforce Planning, Organizational Development

Lead the organization's strategy for attracting, developing, and retaining exceptional talent.
Oversee recruitment strategy and selection processes for all positions.
Partner with leadership to evaluate organizational structure and recommend workforce improvements.
Conduct position evaluations and salary analyses to ensure internal equity and market competitiveness.
Develop job descriptions, competency frameworks, succession plans, and support Directors/Managers to create career pathways for their teams.
Design onboarding programs that support successful employee integration.
Lead employee engagement, retention, recognition, and professional development initiatives.
Establish leadership development and management training programs across the organization.

Employee Relations, Performance and Compliance

Promote a fair, respectful, and legally compliant workplace while supporting organizational performance.
Provide guidance and coaching to managers on employee relations, performance management, and workplace issues.
Lead investigations involving employee complaints, policy violations, and workplace concerns.
Oversee disciplinary processes, performance improvement plans, and employee separations.
Ensure compliance with federal, state, and local employment laws and HR best practices.
Maintain and update employee policies, handbooks, and HR procedures.
Manage leave administration oversight, ADA accommodations, workers' compensation coordination, and regulatory reporting (excluding payroll processing).
Minimize organizational risk through proactive HR practices and manager education.

Learning, Culture and Employee Experience

Build an engaged, knowledgeable workforce through leadership development and organizational culture initiatives.
Develop organization-wide learning and development strategies.
Design and deliver management, leadership, compliance, and employee training programs.
Promote organizational values, collaboration, accountability, and employee well-being.
Lead employee engagement surveys and action planning.
Support conflict resolution and foster positive working relationships across departments.
Develop initiatives that strengthen communication, recognition, inclusion, and employee experience.
Champion continuous learning and professional growth throughout the organization.

Human Resources Operations and Partnership

Provide effective leadership of HR operations while partnering closely with Finance and organizational leaders.
Lead, mentor, and develop the Human Resources team.
Ensure effective administration of HR systems, personnel records, and employee documentation.
Partner with Finance on salary budgeting, compensation planning, benefits strategy, and workforce forecasting while Finance retains responsibility for payroll administration and financial management.
Develop HR operational plans, departmental goals, budgets, and performance measures.
Oversee HR technology, process improvement, and reporting initiatives.
Support organizational planning, Board reporting, audits, accreditation, and strategic projects as required.
Represent Human Resources on cross-functional initiatives that support organizational success.
Lead quarterly All Staff Meetings, and collaborate with Leadership and HR team to organize staff social events and Holiday Party.

Education and Experience

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field required. Master's degree preferred.
8–10 years of progressively responsible human resources leadership experience.
Minimum of 5 years leading an HR function and supervising HR staff.
Experience supporting complex, multidisciplinary organizations.
Experience leading organizational change, workforce planning, employee relations, and talent management.
Thorough understanding of employment-related laws and regulations.
Non-profit experience preferred.
SHRM-SCP or SPHR
Exceptional level of proficiency using information systems, Microsoft Office Suite, and Artificial Intelligence (AI) solutions.

Skills and Abilities

Exceptional verbal and written communication skills.
Strong interpersonal, negotiation, and conflict resolution skills.
Outgoing personality with a focus on trust-building.
Outstanding organizational skills with a keen attention to detail.
Exceptional time management with a record of meeting deadlines.
Robust analytical, problem-solving abilities
Prioritization and delegation skills.
Conduct with integrity, professionalism, and confidentiality.
A deep commitment to Florida's natural environment conservation.

Certifications, Licenses and Registrations

Valid driver’s license and good driving record.

The above statements describe the general qualifications required to perform the job and the general nature and level of work performed - not a complete list of duties; management may assign additional responsibilities.

Physical Demands and Work Environment
This job description recognizes that reasonable accommodations may be provided to enable individuals with disabilities to perform the essential functions of the role. The job entails:

Regularly required to sit, stand and walk.
Lift/move objects weighing up to 25 pounds.
May spend time in the field, and experience exposure to Florida outdoor weather conditions.
Use of hands for various tasks.
Visual abilities include close and color vision, along with peripheral and depth perception.
Noise level in the work environment is typically moderate.

Equal Opportunity Employer
The Conservancy of Southwest Florida is an equal-opportunity employer and provides reasonable accommodations to individuals with disabilities to perform essential job functions.

Date Posted:07/30/2026

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