Chief People Officer, Remote

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Date: 1 week ago
City: Greensboro, NC
Contract type: Full time
An organisation is searching for a Chief People Officer please see some of their job details below.

Leadership


  • Strategic Vision: Develop and execute a comprehensive people strategy aligned with CCL’s long-term vision and goals.
  • Executive Partnership: Partner with the Executive Team to identify and address critical people challenges and opportunities.
  • Cultural Stewardship: Nurture a positive and inclusive organization, collaborating with leaders to inspire commitment to CCL’s mission, values, and long-range strategy.
  • Board Collaboration: Leverage the expertise of CCL’s Board of Governors to inform strategy, manage talent risks, and produce competitive advantage for CCL.
  • Organization Effectiveness: Design and lead culture change and organizational effectiveness initiatives.


Strategic Thinking and Change Management


  • Market Analysis: Analyze the external environment, including the performance of industry peers, and implement People initiatives that position CCL for optimum competitiveness.
  • Scenario Planning: Engage in long-range scenario planning with consideration for the impact of various human capital impacts.
  • Processes and Technology: Continuously evaluate people-related work processes and technology to maximize efficiency and meet staff needs.


People and Culture


  • Global Leadership: Lead a global People Team, ensuring policies, programs, and processes are administered effectively and in compliance with relevant laws and regulations.
  • People Development: Develop people through coaching, special assignments, professional development opportunities, and mentoring. Create structured leadership development process to ensure the organization is prepared for long-term growth and leadership continuity.
  • Performance Culture: Establish and reinforce a strong performance-based culture with appropriate performance measurement tools and processes.
  • EDI Commitment: Ensure support for organizational EDI commitments is foundational to leadership practices and policies.
  • HR Policies and Programs: Inspire and oversee implementation of responsive people policies and programs, including talent development, recruitment, performance management, compensation, and benefits.
  • Workforce Planning: Guide workforce planning efforts using talent metrics to predict needs and measure success for all employment types including employees, coaches, and associates.


Thought Leadership


  • Industry Engagement: Act as an engaged supporter and influencer of our sales efforts through appropriate relationship-building and engagement with CHRO’s and other C-Suite leaders.
  • Industry Leadership: Participate in global Industry Talent/HR meetings/networks, engaging with key audiences, and disseminating knowledge and the CCL point of view through in person events, social media, and other channels.
  • Employer Brand Strategy: Develop and execute an employer brand strategy, aligned with the corporate brand to attract and retain the diverse, global workforce.


Essential Skills


  • Ability to build trust, psychological safety, and drive team effectiveness.
  • Ability to develop people strategies that drive high performance in a multi-generational, globally diverse employee population.
  • Strong cross-functional business understanding with a P&L orientation.
  • Broad and deep global knowledge of compensation, incentives and rewards, and recognition of best practices.
  • Technologically savvy and well-versed in talent analytics and tools for recruiting and engaging a global, hybrid, and remote workforce.
  • Demonstrated ability to achieve KPIs through an inclusive, collaborative leadership style.
  • Keenly attuned to equity, diversity and inclusion issues in a global, multi-generational workforce.
  • Exceptional interpersonal skills, with the ability to articulate a clear vision and develop effective working relationships with people with diverse backgrounds.
  • Demonstrated ability to provide strong oversight and problem solving in on-going Human Resources and administrative operations.
  • Passion for, and knowledge of, leadership development.


Education/ Work Experience


  • Minimum of ten years in human resources and operations, with substantial leadership experience in designing, developing and implementing comprehensive people strategies and improving organizational results.
  • An advanced degree (MBA, MA) in human resources, business, organizational development, psychology or other related fields is preferred.
  • Proven global experience is essential. The selected executive must demonstrate a deep understanding of diverse cultural dynamics and regional HR practices with a track record of strategic leadership across international teams. They must bring immediate credibility to the People function through professional qualifications and leadership skills, and project the highest levels of integrity.


Other Qualifications


  • SHRM-SCP or SPHR required.
  • Greensboro based, willingness to travel internationally as appropriate, approximately 15–25%.


Pay And Benefits


  • The starting range for the role is $290,000-$305,000. All offers will be commensurate with relevant qualifications and professional experience.
  • 403(b) Savings Plan with employer contribution
  • Medical insurance
  • Telemedicine
  • Dental insurance
  • Vision insurance
  • Health savings and flexible spending accounts
  • Paid time off and paid holidays
  • Employer-paid short-term and long-term disability
  • Employer-paid life insurance
  • Employee and family assistance program
  • Various voluntary options for additional plans or coverage levels


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