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Nonprofit HR is the country’s leading and oldest firm focused exclusively on the talent management needs of the social sector, including nonprofits, associations, social enterprises and other mission-driven organizations.

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At Nonprofit HR, we listen intently to our clients and our thought partnership, expertise and approach equips them to create workplaces that attract, develop, engage and retain high performing talent. From education to healthcare, advocacy, environmental and community development, our clients are addressing some of the biggest challenges in society.

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From culture management to harassment prevention to diversity, equity and inclusion, Nonprofit HR provides the needed knowledge and insights for your organization to best support your people.

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Nonprofit HR hosts dynamic educational, networking and collaboration events designed to explore the critical talent and culture issues facing the nonprofit sector.

Learn from our Strategy & Advisory consultants during Three Things Your Organization’s HR Assessment Should Reveal. See more information and how to register for this webinar.

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202.785.2060

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Need a Thought Partner for your People Management Needs?

Secure the talent management support your organization needs to achieve its goals with our HR experts. Our consultants are backed by more than 20 years of social sector expertise and understand the unique needs of associations, foundations and other social impact organizations.

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OPERATION HOPE

Operation HOPE is dedicated to financial dignity and inclusion. We equip young people and adults with the financial tools and education to secure a better future—coaching them through their personal aspirations and life’s challenges, and facilitating their journey to financial independence. This position will provide strategic and operational oversight for the development of Financial Literacy for All (FL4A), an initiative launched in May, 2021 with key Fortune 500 private sector leaders aimed at creating opportunities and access to financial literacy for all Americans.

ABOUT THE ROLE

The Chief People Officer (CPO) develops and builds out multiple key initiatives and programs that are aligned with the organization’s goals and objectives. The CPO reports to the Chief Administrative Officer, who is a member of the executive management team and serves as an advisor to the executive team and others on all aspects of their talent management platform.  This includes setting a vision for creating the strategy for building a best in class talent enterprise.  The CPO will be responsible for designing, finalizing and updating the HR policies, contributing to business strategy, developing workforce plans and programs that align with the organizations overall strategic objectives, forecasting talent needs and addressing the talent gaps, orchestrating career development of the workforce, designing and implementing a robust Performance Management program and managing compliance issues, policies and procedures, workers compensation administration, wage and salary administration, benefits administration, and employee assistance.

Essential Duties and Responsibilities:

  • Supervise the HR staff (4) and lead in creating an inviting and cohesive employee experience.
  • Implement HR policies and programs including employee relations, recruiting and staffing, wage and salary administration, benefits, and management training.
  • Partner with management to address day-to-day HR operational issues such as employee and labor relations, compensation reviews, escalated benefits issues, performance management and training.
  • Provide objective and strategic input and guidance to employees at all levels of the organization including career development, and general management / employee relationship issues.
  • Guide managers and employees in resolving employee relations issues by providing effective conflict resolution and coaching to with the ultimate goal of turning employee behavior around.
  • Identify and implement compliance and employee development training programs.
  • Develop and implement effective hiring and employee retention programs.
  • Investigate claims of misconduct and escalates to legal and security team as required.
  • Develop and manage annual budgets for the department and perform periodic cost and productivity analyses.
  • Maintains current knowledge of industry trends and employment legislation to insure regulatory compliance. Identifies trends that could impact the organization objectives.
  • Maintain an effective level of business literacy including company goals, mission, financial position, strategy, competition, technology and culture.
  • Other duties as assigned.


DEI PracticeOur Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities to help strengthen the talent management capacity of the social impact sector. See the full statement.

Nonprofit HR is the leading human resources firm in the country that works exclusively with the nonprofit sector.

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