Chief Human Resources Officer
The Chief Human Resources Officer (CHRO) is a dynamic and innovative change agent responsible for leading high-impact, people-focused strategic initiatives that develop Company’s internal culture and help drive alignment with the organization’s values and strategic vision, including our commitment to anti-racism, forging a shared identity, and investing in our people and culture. The CHRO reports to the Chief Financial & Administrative Officer.
The Chief Human Resources Officer provides leadership, supervision, and strategic oversight to Company’s Human Resources (HR) department. The CHRO is responsible for directing workforce strategy, human resources policy development and compliance, compensation and benefits administration, recruitment, employee and labor relations, regulatory compliance, and other functions and processes that impact the employee experience at Company. In addition, the CHRO is a critical leader assisting in the implementation of Heartland’s strategic plan with accountability for directing change management efforts in coordination with Company’s internal communications professionals. The CHRO serves on the Company Business Services (HABS) leadership team, interacts effectively with affiliated companies and programs, and acts as a trusted internal and external business advisor. The CHRO staffs the Workforce Culture Committee of the Board of Directors and attends other board of directors and committee meetings as necessary to provide insight on HR-related matters.
Essential Duties and Responsibilities:
- Develops HR plans and strategies to support the achievement of the overall enterprise priorities and objectives
- Provides strategic direction and leadership to the HR department, including but not limited to recruitment, labor relations, contract negotiations and administration, workforce planning, compensation and benefits, employee relations, and staff and leadership development
- Develops, implements, manages, and monitors human resources policies and procedures and recommends policies and policy changes to the Alliance Leadership Team (ALT) and Board of Directors
- Provides leadership to Company initiatives that impact the employee experience including, but not limited to, flexible workplace arrangements, workplace safety, and racial equity initiatives.
- Researches and analyzes industry trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law to communicate and apply changes in policies and practices
- Leads employment relations including the negotiation efforts related to Collective Bargaining Unit contracts
- Leads HR initiatives to promote equity, diversity, and inclusion across the enterprise including an active role, in coordination with the President and the Chief Racial Equity Officer (CREO), in implementing Company’s racial equity initiatives.
- Promotes employee benefits, staff development, and recognition and retention strategies as a means of attracting qualified candidates to develop a workforce connected to mission, strategy and organizational effectiveness
- Supervises benefits administration with an eye to providing market-aligned and attractive benefits packages, and develops employee services in accord with applicable policies, procedures and government regulations
- Plays a leadership role on Company’s Retirement Committee with oversight for the relationship between Company and its co-fiduciary retirement consultant and its retirement plan record keeper
- In coordination with the Director of Human Resources Operations, directs plan audits, reporting and compliance activities
- Prepares budget, directs strategic planning and supervises department’s leadership team
- Other duties as assigned
Education and/or Experience: Bachelor’s degree and ten years of progressively responsible experience in human resources management required, with demonstrated experience in the areas of contract negotiations, labor agreement administration, compensation plan design, learning and development initiatives, change management, and organizational effectiveness. Master’s degree in Industrial Development, Organizational Development, Human Resources or a related field is highly desirable. SHRM Senior Certified Professional (SHRM-SCP), SHRM Certified Professional (SHRM-CP), PHR or SPHR certification preferred.
Language Skills: Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, employees, and the general public.
Mathematical Skills: Ability to work with mathematical concepts such as probability and statistical inference. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.
Reasoning Ability: Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, verbal, diagram, or schedule form.
Computer Skills: To perform this job successfully, an individual should have knowledge of ADP Workforce Now, Taleo, Internet, and various software applications as necessary to perform the function of the position.
Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee is frequently required to use hands to finger, handle, or feel. The employee is occasionally required to stand; walk and reach with hands and arms. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision and ability to adjust focus.
Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is moderate.
Work Arrangements: The CHRO role is a hybrid role, working onsite, remotely, and at program locations depending on the nature of the work at hand.