Chief People Officer

TENDERLOIN NEIGHBORHOOD DEVELOPMENT CORPORATION•San Francisco, CA

6d•$226,000 - $235,500•Hybrid

About The Position

The Chief People Officer (CPO) will report to the Chief Executive Officer and be a key member of the Executive Management team leading strategic talent and culture efforts across TNDC, which is a diverse, unionized and multi-tiered organization. The CPO will be a collaborative, creative, and innovative partner to our leadership team in designing, communicating, and executing a powerful strategy that continuously and successfully attracts, develops, motivates, and retains high level talent to support our organization and mission. While this position includes oversight of a range of human resource functions and compliance, the vision for the role of the successful candidate for this position will include other areas of the business including strategic planning for growth and central offices operations. The ideal candidate will possess exceptional skill, interest, and expertise in envisioning and leading the development of organization-wide, human capital processes and initiatives that inspire current and prospective staff, support organizational excellence and growth, and model TNDC’s core values. This job description should not be interpreted as all inclusive. It is intended to identify the essential functions and requirements of this position. The incumbent may be requested to perform job-related responsibilities and tasks other than those stated in this job description.

Requirements

Knowledge and skills: Ability to effectively manage time (schedules, deadlines, etc.) and paper (forms, documents, etc.).
Ability to follow directions and work independently
Excellent interpersonal and organizational skills
Physical Requirements: Ability to operate office equipment such as personal computers and calculators.
Ability to coordinate eyes, hands, and fingers in performing word processing, writing, reading, and similar tasks
Ability to lift 15-20 pounds
Visual acuity is necessary to review documents
Hearing acuity sufficient to use telephone and communicate with tenants, and staff
Ability to perform sedentary to light physical work involves sitting most of the time
Environmental Adaptability: Ability to work in an office environment
Ability to work in a neighborhood with open drug use and active street life
Ability to travel to various work sites as needed
Mathematical Ability: Ability to analyze data, create KPI’s and measurable impact on people initiatives
Ability to create and manage budgets with P&L responsibilities
Ability to add, subtract, multiply, divide, and calculate decimals, ratios, percentages, and fractions
Ability to calculate weights and measures
Language and Communication Ability: Include any relevant information here – an example is noted below
Ability to comprehend and correctly use informational documents including employee handbook, employment law and job descriptions
Ability to communicate effectively with residents, coworkers and staff at all levels, residents, government officials, both verbally and in writing
Ability to maintain absolute discretion with confidential information and capably determine the appropriate audience and level of detail for communications both internal and external
Ability to keep abreast of changes in policy, regulations, methods, operations, etc. as they apply to compliance and occupancy procedures and activities
MINIMUM QUALIFICATIONS A bachelor's degree from an accredited university and a minimum of 10 years of highly successful experience in organizational development and/or human resources that has resulted in exceptional talent recruitment and development
A minimum of 7 years of experience supervising professional staff
Two years of experience working in an affordable housing management company
Direct experience in successful implementation of organizational change strategies and practice that has demonstrably benefited organizational effectiveness
Proven track record of success working in a unionized environment, successfully negotiating collective agreements to the benefit of the unionized staff and organization
Proficient in Microsoft Office (Word, Excel, Outlook, Access)

Nice To Haves

Human Resources management experience in a non-profit
Advanced degree in a relevant field
Knowledge of residential property management, building systems, and housing quality standards
Bi-lingual or fluent in spoken and written Spanish-English, Chinese-English, Vietnamese-English, Tagalog-English or Russian-English

Responsibilities

LEADERSHIP In collaboration with the Executive Management Team (C-suite), create and communicate a vision for human resources and talent that is aligned with the organization’s mission, values, and goals
Lead the organization’s labor relations strategy by advising the CEO on union related matters and ensure all labor initiatives align with overall business goals, culture, and workforce planning
Provide strategic and functional expertise to the C-suite, Senior Management Teams
Lead a strong human resources function by attracting, developing and retaining skilled human resources talent to support TNDC as employees and consultants.
Actively participate as a member of the C-suite and overall Management Team
Effectively partner with leaders across the organization to ensure commitment for execution of initiatives to support a culture of equity and engaged talent aligned with TNDC’s vision and values
Leadership of the TNDC central offices operations team
Manage and lead internal employee communications
Present to the Board of Directors on key Talent and HR matters
STRATEGIC THINKING AND CHANGE MANAGEMENT Analyze the external environment, including the performance of industry peers, against TNDC’s strengths and challenges, and develop and implement Talent and HR initiatives that hold promise for the organization
Align human resource initiatives and talent planning with organizational strategies, mission, values, and goals
Develop, plan, and implement change management strategies to support organizational improvement and growth
Develop and execute the organization’s labor relations strategy and ensure it aligns with broader business goals, culture, and workforce planning
HUMAN RESOURCE RISK MANAGEMENT Provide oversight of the Human Resource function ensuring human resource policies, programs, and processes are administered effectively and in compliance with relevant laws and regulations
Identify and mitigate workforce and labor risks proactively and partner with legal counsel to ensure adherence to federal and state labor laws
Oversee investigations and ensure documentation aligns with legal standards
Provide direct supervision to the HR leadership team
Ensure compliance with all bargaining-related timelines and regulatory requirements
Lead the ongoing relationship with the union and oversee the interpretation, implementation and enforcement of CBAs by partnering with legal counsel to ensure full compliance with federal and state labor laws and leading to resolution of contract-based disputes and grievances
Manage human resource-related risk
HUMAN RESOURCES POLICIES AND PROGRAM OVERSIGHT Inspire and oversee implementation of responsive human resources policies and programs for union and non-union members including but not limited to training and development, recruitment and retention, performance management, career ladders, compensation, and benefits programs
Build, implement, and maintain sustainable yet flexible human resource programs and processes that enable the organization to effectively attract, motivate, and retain high-performing employees
Oversee the creation of job-related competencies for positions and integrate them into all core human resource efforts
Develop, implement, and maintain an effective succession planning process
Establish and reinforce a strong performance and progressive discipline culture, with appropriate measurements in place
Manage union and non-union requirements, process, procedures and integrate into one TNDC culture
Other duties as requested