Chief Human Resources Officer

3 weeks ago

Santa Barbara, United States Marsh McLennan Agency Full time

Initially reporting to the CPO before fully transitioning to reporting to the CEO, the Chief Human Resources Officer (CHRO) provides strategic management oversight in implementing, directing, and monitoring all HR functions, including employee relations, employee experience, performance management, compensation and benefits, HR compliance, talent acquisition, and learning and development, while ensuring the HR function is aligned with overall organizational goals and strategies.

Acting as a subject matter expert, the CHRO provides executive level advice, guidance, and coaching on human resources issues as well as managing and leading the HR Department. This position includes a broad scope of complex and challenging responsibilities and functions that require substantial leadership presence, subject matter and/or functional area proficiency and expertise, as well as the ability to exercise significant independent judgment and discretion.

Duties and Responsibilities

As a strategic partner and member of the Senior Leadership Team, the CHRO will:

  • Assist with strategic planning, executive coaching, and effective communication with regards to Human Resources strategies, initiatives, and critical HR issues.
  • Establish and maintaining Human Resources as a trustworthy, neutral, and service-oriented partner by role-modeling the values and always aligning to the mission.
  • Ensure that HR remains readily accessible to staff and leadership and drives customer-orientation in all Human Resources functions.
  • Partner effectively and pro-actively with the executive and senior leadership teams to build, implement, monitor, manage and sustain high performance teams throughout the organization.
  • Oversee the Talent Acquisition function to ensure efficient, effective, and compliant recruiting and selection processes with an emphasis on attracting, hiring and retaining highly qualified employees.
  • Partner to establish learning and development plans aligned with company strategy, budgeting and implementing the plans for developing and retaining top talent.
  • Engage with leaders and staff, coaching people to build trustful relationships and resolve employee relations matters with integrity and collaboration.
  • Coach managers in navigating conversations with employee counseling and assist in writing performance improvement plans and documenting conversations.
  • Lead the training and development of supervisors through efforts such as the annual leadership development program and bi-monthly supervisor trainings.
  • Champion the performance management process, designing and implementing performance management tools and processes to ensure the vision, mission and values are embedded in the performance expectations and evaluation for all employees.
  • Direct the administration of the compensation plan, including benchmarking, salary grades, and administering the compensation philosophy while maintaining internal equity and external competitiveness.
  • Ensure there is in full compliance with all federal, state and local laws, and regulations affecting employment related activities.
  • Proactively prepare the organization for evolving employment laws and regulations.
  • Take a proactive approach to risk mitigation surrounding employee relations, worker’s compensation and leave of absence administration.
  • Direct the management and utilization of the Human Resources Information System(s) (HRIS) to ensure functionality is leveraged.
  • Direct the generation and tracking of HR metrics through accurate reports and metrics to measure the quality and efficiency of HR practices, including, turnover rates, retention rates, time to hire, employee experience and other metrics as identified.
  • Collaborate with division management to design and administer a meaningful employee on-boarding process to ensure successful integration of new employees.
  • Direct the maintenance of the Employee Handbook and applicable policies and procedures, to ensure consistency, equity, and fairness in the administration of policies across the organization.
  • Assist in designing and implementing the employee benefit plans.
  • Cultivate and promote a culture of high-quality performance standards, customer service, consistency, and accountability.
  • Lead, develop, coach, engage and motivate the HR team.

Education and Experience

  • Bachelor’s Degree is required. A degree in Human Resources, Organizational Development, or a related field is desirable.
  • Minimum eight (8) years of progressive HR experience, including compensation, talent acquisition, employee relations, performance management, learning and development, employee benefits and compliance related responsibilities.
  • PHR/SPHR or SHRM CP/SCP certification highly desirable.

Required Skills/Knowledge/Abilities

  • Able to establish business partner relationships with all levels of staff.
  • Able to lead and influence a diverse range of professionals.
  • Possess and apply a broad knowledge of training and development tools & techniques.
  • Skilled in presenting/facilitating a wide variety of training to diverse audiences. Able to motivate, communicate and instruct/train others.
  • Able to work with multiple projects and departments.
  • Excellent oral, written, communication and interpersonal skills; strong direct and indirect counseling skills.
  • Strong knowledge of California and Federal Employment Laws.
  • Proficient with current software packages such as Microsoft Office and PowerPoint skills and HRIS Systems.
  • Trustworthy with confidential information and matters.
  • Creative, solution-oriented, and open to learning and receiving feedback.
  • Comfortable making decisions & recommendations to management or internal clients.
  • Able to work effectively under multiple deadlines and pressure.
  • May require occasional travel
  • Culturally competent and aware of differences in employees based on cultural backgrounds; aware of one's own culture and how someone's background may lead to biases; has the skills and resources needed to work with employees from all different cultures and backgrounds; and the ability to avoid making biased assumptions based on someone's culture, appearance, or background.

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