The Chief People Officer (CPO) is responsible for the strategic development, direction, and implementation of the human resource and talent management functions for the organization.

As a trusted advisor and business partner, the CPO will provide strategic counsel to leaders in support of the organizational objectives. In concert with the President & CEO, the CPO will provide strategic leadership in supporting and directing a comprehensive framework focused on an innovative, progressive workforce for the future.

Key Responsibilities

• Develops, implements, and oversees human resources strategies, policies, and programs regarding talent management, retention, performance management, organizational structure, leadership continuity, compensation, benefits, and employee relations that meet organizational needs and comply with applicable state and federal laws and regulations.
• Serves as an architect in designing recruiting and retention programs in alignment with the organization's goals and objectives.
• Provides strategic leadership and council to the organization's senior leadership team and leaders across the organization regarding key human resource needs, challenges, and best practices. Works closely with leaders to resolve complex organizational challenges.
• Serves as the organizational expert in changes in regulatory and market conditions that may affect the agency's inclusion programs and implements changes and/or adjustments to ensure compliance. Works closely with internal communication and process improvement partners to message internally and externally.
• Develops and maintains a comprehensive and competitive benefit and compensation program that best supports team member needs and is cost-effective for the organization.
• Ensures the effective use and maintenance of a human resources information system that meets management information needs, and allows for the analysis and communication of records required by law or local governing bodies or other departments in the organization.
• Researches and shares the latest industry trends and best practices in a proactive manner, ensuring optimal performance of HR-related activities for the organization.
• Conducts investigations into allegations of discrimination and team member misconduct, determines appropriate corrective action and represents the agency when responding to EEOC claims and DOL complaints.
• Develops and implements short- and long-range strategies and objectives for areas of responsibility in alignment with, and support of, the organization's mission, vision, values, and strategic plans.
• Represents the organization at various community, business, and civic functions to increase general visibility and awareness of Goodwill programs, services, and enterprises.

Supervisory Responsibilities

• Directly supervises the Director of Human Resources, Director of Talent Acquisition, and Director of Employee Engagement. Responsible for the overall direction, coordination, and evaluation of assigned departments.

Additional Responsibilities

• Serve as the Equal Opportunity and Compliance Officer for the organization.
• Provide leadership, direction, and support to one or more committees of the Board of Directors as requested by the President & CEO.
• Represents the organization in the communityand the region as requestedby the President & CEO
• Performs other job-related tasks as assigned by the President & CEO.

Education and/or Experience

• Bachelor's degree from a four-year college or university in Human Resources Management, Business Administration, or related field (master's degree preferred).
• Ten years of human resource experience and a track record of building a culture of access and opportunity with a similar level of responsibility in an organization of similar size/complexity.
• Management experience with a similar level of responsibility in an organization of a similar size/complexity.
• Excellent written and oral communication skills, with the ability to represent the organization internally and externally across a wide range of stakeholders and constituencies.
• Record of demonstrated success in knowledge gained from previous roles.
• Led a human capital strategy during a period of significant growth and transformation.
• Served as the most senior HR executive of a public, private or nonprofit organization.
• Demonstrated commitment to inclusiveness and the values of respect, integrity, service, excellence, and stewardship.
• Demonstrated ability to solve, interpret, analyze complex data and issues and draw valid conclusions.
• Proven strategic partner who developed long-term plans, served as a trusted advisor to the CEO/C-suite, and led new initiatives across a matrix environment.
• Significant leadership experience in policies and decision-making for an organization.
• Strong relationship builder with the ability to establish common ground, build consensus, and strengthen collaboration among diverse stakeholders.
• Identified and evaluated an organization's current and future core skills required to execute its business strategy in a competitive business environment and changing economic conditions.
• Operational knowledge of business units and corporate functions including operations, finance, marketing, legal, risk, and audit.
• Built and managed HR budgets with strong vendor management experience.
• Proficiency in UKG and Microsoft Office skills required.

Competencies

• High level of Integrity and Trusted Partner: Approaches challenges and opportunities with a high level of integrity and unquestionable character.
  Relationship Building: Builds and maintains strategic alliances with all business units in the organization and works together to achieve business goals.
• Communicative: Comfortably delivers strategic messages supporting their function and the organization at the enterprise level, communicates with senior-level executives on complex organizational issues.
• Strategic Execution & Direction: Makes sound decisions that have organization-wide consequences and influences future direction.
  Innovating: Cultivates and embodies a culture that views uncertainty as an opportunity and supports change and innovation.
• Managing Risk: Demonstrates expert insight into the organization's risks and opportunities within the competitive environment.
• Data Literate: Incorporates data and insights from multiple sources to tell a meaningful story and share actionable recommendations.
• Decision Making and Problem Solving: Able to identify business problems, suggest solutions, and make decisions in uncertain situations.

Certificates, Licenses, Registrations

Driving Requirements: valid NCDL, insurance, safety inspection. Willing to work evenings and weekends, as well as travel to events or as needed to perform essential job duties.
Society of Human Resource Management (SHRM) certification is preferred.

Physical Demands

Work is not physically strenuous and is primarily sedentary. May require typing, walking, standing, bending, and light lifting of items such as paper/books.

Work Environment

The work involves risks associated with an office or commercial vehicle and requires observing basic safety/fire regulations. Adequate lighting, heating, and ventilation.

Goodwill Industries of Northwest North Carolina is an Equal Opportunity Employer. Candidates should submit a resume and letter of interest by June 15, 2025 for the most favorable consideration.

Nominations, expressions of interest, and applications will be treated with complete confidentiality.

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