Chief Human Resources Officer

Bancroft•Moorestown Township, NJ

2d•$200,000 - $250,000

About The Position

Bancroft is looking for their next Chief HR Officer. This role is responsible for the leadership of all aspects of Human Resources and Organizational Development & Learning functions, including Talent Acquisition, Talent Management, Organizational Development, staff and leadership Development, Organizational Culture (including Diversity, Equity & Inclusion), Employee Relations & Engagement, Workforce Planning, Occupational Health, HR Compliance, and Affirmative Action. The Chief HR Officer is a strategic leader focused on facilitating a positive, productive culture, an outstanding employee experience, and maintaining a productive, diverse, talented, and engaged workforce through the design, development, and execution of Human Resources strategies that align with organizational goals and objectives. This role serves as the key business partner for the President & CEO and Executives.

Requirements

Bachelor’s degree in Human Resources or related field required
Minimum 15 years progressive experience, with strong working knowledge of the various Human Resources functions
Minimum of 7 years in a senior executive leadership role, in a 1,000+ employee organization
Strong working knowledge in all areas of responsibility, including: Talent acquisition, organizational development, DE&I, compensation and benefits, safety, human capital management, labor laws, employee relations, process improvement.
Experience in strategic plan development and implementation.
Must be a self-starter able to prioritize and manage multiple competing responsibilities simultaneously.
Must be a decisive leader with a high degree of accountability and performance orientation; requires a management style that can engage, coach and build relationships on multiple levels across an organization.
Must have a high degree of integrity with a strong mission orientation consistent with Bancroft vision, mission and objectives.
Excellent technical, communication and computer skills essential.
Strong interpersonal, customer service, team building, relationship building and conflict resolution skills essential.
Strong business and financial acumen.
Valid driver’s license required in incumbent’s legal name and current address with no provisional restrictions.
Minimum 18 years of age required.

Nice To Haves

Advanced degree is strongly preferred.
Professional certifications, SPHR, SHRM-SCP, etc. preferred.

Responsibilities

Partners with the President & CEO and Executive Team to build short and long-term strategies that will ensure the right people are in the right roles, to perform the right duties in the right way, in order to deliver the organization’s vision, mission and goals, consistent with its core values.
Acts as coach and trusted business advisor to influence the President & CEO and executive team in the areas of leadership, employee engagement, organization effectiveness, change management, and capability building.
Develops and drives integrated talent management, organizational development, compensation and benefits strategies to recruit and retain a high-quality, stable workforce, and build an internal bench of talent.
Utilizing contemporary organizational development principles, shapes and stewards organizational culture, based on the principles of the organization’s Core Values, including Diversity, Equity & Inclusion, by recognizing, articulating and shaping organizational priorities and behaviors.
Responsible for the facilitation and development of a sound organizational strategy of attracting, developing and including diverse team members in all roles across the organization.
Develops and sustains a sound rewards and recognition philosophy that will ensure appropriate levels of engagement and accountability, enabling the attraction and retention of the best talent.
Develops and executes a talent development strategy that seeks to continually assess and improve workforce competency.
Maintains budget and fiscal responsibility for all HR strategies and initiatives, to include, management of self-insured benefit plans, pension, and unemployment.
Accountable to collaborate with other key stakeholders to support a safe work environment, and is responsible for the Occupational Health service, and in helping manage the workers’ compensation program.
Ensures that HR has the appropriate service delivery model and team capability, where HR processes, plans, programs and tools are in place to facilitate organizational goals and objectives and deliver on the established HR strategy.
Develops, implements and utilizes HR key performance metrics that support the improvement of efficiencies, accountability and best practices.
Partner with key community stakeholders to support mutually-beneficial relationships, goals and objectives.
With the President & CEO, serves as management liaison to the Human Capital Committee.