WTOP: 5 ways nonprofits can…
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.
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.