About This Role
Leading all aspects of human resources and organizational culture, the Chief People and Culture Officer serves as a strategic executive responsible for developing and implementing people-centered strategies. This role supports the organization's mission, values, and operational goals in serving individuals with intellectual and developmental disabilities (I/DD) by cultivating a high-performing, inclusive, mission-driven workforce.
Responsibilities
- Serve as a member of the executive leadership team and contribute to organizational strategy, planning, and decision-making
- Develop and execute comprehensive people and culture initiatives aligned with the organization’s mission and strategic goals
- Lead workforce planning efforts to support organizational growth, retention, succession planning, and operational stability
- Advise leadership on organizational development, employee engagement, change management, and culture-building initiatives
- Oversee all HR functions including recruitment, onboarding, compensation, benefits, performance management, employee relations, leave administration, and policy development
- Develop strategies to recruit, retain, and support a qualified workforce in a competitive human services environment
- Ensure equitable and inclusive hiring and employment practices
- Monitor staffing trends and turnover metrics and implement retention strategies to improve workforce stability
- Ensure HR and personnel practices support compliance with Pennsylvania Chapters 6100, 6400, and 2380 regulations
- Collaborate with program and compliance leadership to support licensing, audits, incident management, training requirements, and corrective action initiatives
- Maintain compliance with federal, state, and local employment laws and nonprofit regulations
- Support risk management and workplace investigations as needed
- Foster a mission-driven, values-based organizational culture that emphasizes respect, inclusion, accountability, and person-centered practices
- Lead employee engagement initiatives, recognition programs, wellness efforts, and diversity, equity, and inclusion strategies
- Promote trauma-informed and culturally responsive workplace practices
- Oversee employee training and professional development initiatives
- Support leadership coaching, supervisory development, and succession planning across the organization
- Ensure training systems align with regulatory and operational requirements for I/DD services
- Develop and monitor departmental budgets, goals, and performance metrics
- Utilize HR data and analytics to support strategic decisions and organizational improvements
- Ensure HR systems, records, and processes are efficient, confidential, and compliant
