Chief People Officer

Envision Consulting•Chatsworth, CA

10d•Hybrid

About The Position

The Chief People Officer (CPO) is a member of North Los Angeles County Regional Center’s executive leadership team and reports directly to the Executive Director. The CPO provides strategic direction and oversight for all human resources functions, aligning HR initiatives with the organization’s mission, values, priorities, and long-term goals. The role leads a 13-member Human Resources Department and oversees recruitment, employee engagement, labor relations, performance management, compensation and benefits, compliance, HR operations, and workforce development. The CPO advises executive leadership on organizational planning, workforce challenges, and complex personnel matters; represents executive leadership at monthly Board of Trustees meetings; and supports designated Board committees. The role also works across the organization and with Accounting and Finance, legal counsel, Board members, state agencies, and other stakeholders to strengthen HR practices, manage risk, and support organizational effectiveness. North Los Angeles County Regional Center is a nonprofit organization funded by the California Department of Developmental Services. It supports individuals with developmental disabilities and their families in the San Fernando, Santa Clarita, and Antelope Valleys through services and programs intended to promote independence, inclusion, and quality of life. The position offers a salary range of $165,000–$190,000 and hybrid or remote work flexibility following an initial 90-day in-office introductory period.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field from an accredited college or university.
At least five years of experience in a Human Resources leadership or management role, including supervising HR staff and advising senior leadership on personnel matters.
Experience in union labor relations, including collective bargaining, grievance hearings, labor-management meetings, contract negotiations, and fostering collaborative labor-management partnerships.
Strong written and verbal communication skills, including the ability to engage employees, executive leadership, Board members, and external stakeholders.
Strong knowledge of federal, state, and local employment laws, regulatory compliance, employee relations, and HR best practices.
Valid California Driver’s License and ability to travel regularly between NLACRC office locations in the San Fernando Valley, Santa Clarita Valley, and Antelope Valley.
Demonstrated commitment to service, with prior experience in a service-focused organization or a role supporting the well-being of individuals and communities.

Nice To Haves

MBA or master’s degree in Human Resources or a related field.
Previous HR management experience within a government, nonprofit agency, or regional center.
Professional HR certification such as SPHR, PHR, SHRM-SCP, or SHRM-CP.

Responsibilities

Provide strategic leadership and oversight of the Human Resources Department, aligning its work with NLACRC’s mission, values, and organizational priorities.
Develop and implement short- and long-term HR strategies, policies, and initiatives supporting organizational effectiveness, employee engagement, and workforce development.
Lead, mentor, and manage 13 staff, fostering collaboration, inclusion, clear expectations, and accountability.
Develop professional development pathways and opportunities for growth within the HR Department.
Advise the Executive Director and senior leadership on organizational planning, workforce challenges, and strategic HR decisions.
Represent executive leadership at monthly Board of Trustees meetings and support designated Board committees.
Develop and oversee recruitment, selection, retention, and succession-planning strategies.
Lead employee engagement, performance management, and professional development initiatives.
Guide executive leadership on complex employee relations matters, including disciplinary actions, terminations, conflict resolution, and performance concerns.
Oversee labor relations, including union negotiations, collective bargaining agreements, grievance procedures, and labor-management meetings.
Ensure compliance with applicable federal, state, and local employment laws, regulations, and reporting requirements.
Oversee employee complaints, whistleblower investigations, and conflict-of-interest reporting and resolution.
Collaborate with legal counsel and executive leadership on sensitive employment matters, labor disputes, and regulatory compliance issues.
Develop, review, and implement HR policies and procedures that promote accountability, mitigate risk, and support best practices.
Build collaborative relationships across the organization and communicate effectively with diverse audiences.
Use active listening, cultural sensitivity, and conflict resolution skills to address complex employee relations matters.
Analyze HR data, identify trends, and develop recommendations and strategies for organizational effectiveness.
Oversee HR operations, systems, procedures, and departmental workflows, pursuing continuous improvement.
Partner with Accounting and Finance to develop and manage competitive compensation and benefits programs that meet regulatory requirements and organizational needs.
Develop and monitor HR key performance indicators, analyze workforce trends, and prepare reports and forecasts for executive leadership and applicable state agencies.
Develop and manage the Human Resources Department budget and allocate resources in line with organizational priorities.
Identify opportunities to streamline HR processes, improve efficiency, and strengthen service delivery.

Benefits

NLACRC pays the full cost of employee-only coverage for select medical plans and contributes toward additional medical plans for employees and eligible dependents.
NLACRC pays the full cost of the Dental DMO Plan for employees and eligible dependents; a Dental PPO Plan is also available with a low monthly employee contribution.
Pre-tax flexible spending accounts are available for eligible healthcare and dependent care expenses.
No-cost life insurance, accidental death and disability insurance, and long-term disability insurance for employees.
No-cost vision coverage for employees and eligible dependents.
CalPERS defined benefit retirement plan providing eligible employees with a monthly retirement allowance.
Deferred compensation plans: 457 and 403(b).
Opportunity to participate in the Public Service Loan Forgiveness Program.
Eligible employees accrue three weeks of vacation during their first year and eight hours of sick leave per month.
Additional education, wellness, and sabbatical leave may be available based on eligibility.
12 paid holidays annually.
Hybrid or remote work flexibility following an initial 90-day in-office introductory period.