About This Role
Working closely with the President and Dean of the Institute, the Chief People Officer (CPO) plans, develops, organizes, implements, directs, and evaluates the overall Institute Human Resources function and performance. This role also oversees Diversity/Inclusion and Engagement strategies. The CPO will create and implement organization-wide human resources strategies to transform HR into a strategic shared services unit, supporting the Institute's goals of blazing new trails. They will design and implement a change management program and a total rewards program, as well as overhaul the Performance Management System.
Responsibilities
- Facilitate business change and performance across the institute through the implementation of an effective people strategy, influencing significant business decisions through a close partnership with the Management team
- Provide HR leadership and counsel on matters involving people and change/cultural management
- Formulate the Institute's total rewards philosophy and strategy and provide compensation-related consultation to ensure that competitive and equitable base, variable compensation, and benefits opportunities exist, ensuring sound and appropriate decisions are made related to people, performance, job levels and pay
- Develop progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance
- Participate in business planning and strategic direction with executives of each business unit, giving advice on organizational structure, recruiting and diversity strategies, retention, exit strategies, expansion, reduction, or change
- Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action, particularly those that affect the attraction, motivation, development, and retention of the people resources of the organization
- Champion talent development initiatives to strengthen talent pipelines, building a deep succession bench at all levels across the organization
- Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility
- Identify appropriate and effective external sources for candidates for all levels within the organization
- Monitor staffing and turnover progress by implementing standard and appropriate KPIs, collecting and analyzing labor cost, staffing requirements, turnover, etc.
- Develop programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees
- Develop human resource planning models to identify competency, knowledge, and talent gaps and develop specific programs to fill the identified gaps
- Continually assess the competitiveness of all HR programs and practices against the relevant comparable companies, industries, and markets
