Chief People Officer

Voamass•Jamaica Plain, MA

3d•$130,000 - $150,000•Onsite

About The Position

Through our powerful integrated behavioral health care model, we bring together vast resources from a diverse team of caring staff to help each client meet their personal goals. The care we provide paves the way for greater opportunity and second chances by focusing on the critical pillars towards a healthy life: behavioral health, financial stability, and safe housing. As a Chief People Officer with VOAMASS, you’ll have a unique opportunity to have a significant impact on a growing organization and to help shape an agency-wide culture of positivity and service excellence. Partnering closely with Operations, Finance, and other agency leaders, you'll develop and direct a comprehensive people strategy that will serve as a cornerstone of our next strategic plan. The Chief People Officer is responsible for leading all day-to-day HR functions, including developing and implementing policies and procedures; overseeing performance management protocols; designing and executing recruitment and retention strategies; managing employee relations and investigations; and developing compensation and benefits strategies, among other core responsibilities. Some of your critical responsibilities: Develop a comprehensive people strategy that will help to deliver on the agency’s articulated recruitment, retention, and people development goals. Oversee all aspects of talent acquisition. Partner with operations and agency leaders to create relationships with local schools and colleges and develop other recruitment channels. Work as part of a team to revamp and direct the new employee orientation and onboarding process at VOAMASS to enhance employee retention. Develop and implement other employee retention strategies. Develop a culture of continuous learning and growth, instituting competency mapping for job roles and creating formal systems such as a leadership development program based on specific supervisory and managerial competency maps. Use performance management process to uphold competency standards and to identify high-potential employees on the basis of skill progression and expressed developmental goals. Partner with the executive team and agency leadership to develop an employee-centric culture of positivity and inclusion. Design and implement strategies to ensure that VOAMASS is an employer of choice among a diverse and talented employee pool. Partner with operations to drive accountability and service excellence among staff. Evaluate and recommend compensation structure in coordination with the executive team and in close collaboration with the CFO and COO. Continue to evolve and update the agency’s compensation plan and benchmark key positions to assess our competition and position within the broader marketplace. Ensure VOAMASS provides a best-in-class direct and indirect rewards program that is attractive to current staff and to applicants. Review benefit plans annually. Evaluate benefits participation to ensure that they are useful to staff and have a positive effect on staff retention and attraction of applicants. Partner with the executive team to determine gaps and effective utilization of existing benefits. Assess the cost and benefit of our total rewards and benefits portfolio. Review and provide data-driven evaluation of key HR metrics. Create and maintain an HR dashboard displaying Key Performance Indicators (KPIs) including statistics on interviewing, hiring, and retention of employees. Create and deliver data trending reports and offer suggestions and actions to improve outcomes. Review, update, and develop policies and procedures that support the VOMASS culture of excellence and enhance the effectiveness of personnel and their relationship to agency outcomes. Review and maintain Employee Handbook. Collaborate with the operations team to meet all compliance standards, renew Commission on Accreditation of Rehabilitation Facilities (CARF) certification, and prepare policies that are proactive and comprehensive to support operations on all levels. Review agency’s progressive discipline protocol and guide and support staff as it is carried out. Address and investigate complaints and employee issues and provide recommendations. Oversee all legal issues including working with outside legal counsel for issues regarding potential lawsuits, policies, and employee-related concerns, as needed. Provide strategic guidance for internal matters. Partner with the COO and others to ensure a fair, timely, and thorough review of issues and recommend solutions and actions. Other duties as needed to support needs of agency and as applicable to role. The Chief People Officer is about making a difference in the lives of the people we serve.

Requirements

Strong professional foundation in human resources, ideally with a master’s degree in human resources or a related field
10 - 15 years of progressive HR leadership experience or an equivalent combination of education and experience.
Deep knowledge of federal and state employment laws, human resources best practices, and organizational risk and liability considerations.
Strong leadership ability and strategic thinking skills to effectively plan, organize, and execute agency-wide objectives, as well as sound judgment and timely decision-making.
Excellent interpersonal and communication skills are essential, including the ability to navigate conflict, provide guidance on sensitive matters, and serve as a trusted partner to staff.
Strong analytical capability to conduct complex assessments related to personnel, financial resources, and organizational needs.

Responsibilities

Develop a comprehensive people strategy that will help to deliver on the agency’s articulated recruitment, retention, and people development goals.
Oversee all aspects of talent acquisition.
Partner with operations and agency leaders to create relationships with local schools and colleges and develop other recruitment channels.
Work as part of a team to revamp and direct the new employee orientation and onboarding process at VOAMASS to enhance employee retention.
Develop and implement other employee retention strategies.
Develop a culture of continuous learning and growth, instituting competency mapping for job roles and creating formal systems such as a leadership development program based on specific supervisory and managerial competency maps.
Use performance management process to uphold competency standards and to identify high-potential employees on the basis of skill progression and expressed developmental goals.
Partner with the executive team and agency leadership to develop an employee-centric culture of positivity and inclusion.
Design and implement strategies to ensure that VOAMASS is an employer of choice among a diverse and talented employee pool.
Partner with operations to drive accountability and service excellence among staff.
Evaluate and recommend compensation structure in coordination with the executive team and in close collaboration with the CFO and COO.
Continue to evolve and update the agency’s compensation plan and benchmark key positions to assess our competition and position within the broader marketplace.
Ensure VOAMASS provides a best-in-class direct and indirect rewards program that is attractive to current staff and to applicants.
Review benefit plans annually.
Evaluate benefits participation to ensure that they are useful to staff and have a positive effect on staff retention and attraction of applicants.
Partner with the executive team to determine gaps and effective utilization of existing benefits.
Assess the cost and benefit of our total rewards and benefits portfolio.
Review and provide data-driven evaluation of key HR metrics.
Create and maintain an HR dashboard displaying Key Performance Indicators (KPIs) including statistics on interviewing, hiring, and retention of employees.
Create and deliver data trending reports and offer suggestions and actions to improve outcomes.
Review, update, and develop policies and procedures that support the VOMASS culture of excellence and enhance the effectiveness of personnel and their relationship to agency outcomes.
Review and maintain Employee Handbook.
Collaborate with the operations team to meet all compliance standards, renew Commission on Accreditation of Rehabilitation Facilities (CARF) certification, and prepare policies that are proactive and comprehensive to support operations on all levels.
Review agency’s progressive discipline protocol and guide and support staff as it is carried out.
Address and investigate complaints and employee issues and provide recommendations.
Oversee all legal issues including working with outside legal counsel for issues regarding potential lawsuits, policies, and employee-related concerns, as needed.
Provide strategic guidance for internal matters.
Partner with the COO and others to ensure a fair, timely, and thorough review of issues and recommend solutions and actions.
Other duties as needed to support needs of agency and as applicable to role.

Benefits

Excellent health, vision, and dental insurance with 85% of medical deductible and certain co-pays paid by employer
Multiple opportunities to use pre-tax dollars to save for expenses such as health care (flexible spending account), child care, transit, and parking
403(b) retirement plan with employer match
24/7 nurse hotline for urgent health questions
Employee assistance program to provide help with family concerns, stress management, legal issues, and more
Employer-paid long-term disability and life insurance
Pet insurance
Tuition remission programs
Loan forgiveness (Public Service Loan Forgiveness (PSLF) program)
Generous vacation benefits, starting at three weeks and moving to four weeks after three years of employment
14 paid holidays, higher than industry average
Fitness/wellness reimbursement to cover expenses such as gym membership
Employee discount program on hundreds of items such as computers, cell phone plans and accessories, furniture, hotels, vacation home rentals, etc.
Cash bonus, with no annual cap, for referring other qualified candidates for employment