Chief Human Resources Officer

POSITION TITLE: CHIEF HUMAN RESOURCES OFFICER

REPORTS TO: Chief Executive Officer (CEO)

FSLA CLASSIFICATION: Exempt

SALARY: 70,000-80,000

GENERAL RESPONSIBILITY: The Chief Human Resources Officer (CHRO) provides executive leadership and strategic oversight for NKCAC’s people strategy and Human Resources functions. Working with the Chief Executive Officer, Executive Leadership Team, and Board of Directors, the CHRO aligns workforce strategy with the agency’s mission, strategic priorities, Whole Family approach, and long-term sustainability. The CHRO leads talent strategy, employee relations, compensation and benefits, performance and organizational development, workforce planning, training, compliance, and HR operations while strengthening a culture of accountability, engagement, inclusion, and service excellence.

SPECIFIC RESPONSIBILITIES:

Executive Leadership, Strategy & Workforce Planning

•  Serve as a member of the Executive Leadership Team, helping shape agency strategy and translating organizational priorities into workforce strategies, policies, and practices.

•  Advise the CEO, Executive Leadership Team, and Board of Directors on workforce trends, culture, employee relations, talent risks, and Human Resources matters, while leading workforce and succession planning strategies that anticipate staffing needs, strengthen talent pipelines, support leadership continuity, and address organizational growth or change.

•  Use workforce data and Human Resources metrics, including turnover, vacancy rates, time-to-fill, applicant volume, and retention, to identify trends, risks, and opportunities for improvement.

•  Represent NKCAC on Human Resources and workforce matters with professional organizations, insurers, vendors, regulatory agencies, and other stakeholders as assigned.

Human Resources Operations, Compliance & Employee Relations

•  Provide executive oversight of Human Resources operations, including recruitment, hiring, onboarding, employee relations, retention, compensation, benefits, leave administration, performance management, policy implementation, and offboarding.

•  Ensure consistent, equitable, and compliant employment practices across programs, departments, and locations in accordance with applicable federal, state, and local employment laws and regulations.

•  Maintain executive oversight of the Employee Handbook, HR policies and procedures, personnel records, HRIS/GMS data, record retention, and employment-related reporting.

•  Serve as the agency’s senior Human Resources resource for employee relations, corrective action, investigations, conflict resolution, workers’ compensation, unemployment, audits, and other complex employment matters; partner with legal counsel and professional advisors as needed.

•  Lead strategies that strengthen organizational culture, employee engagement, communication, trust, accountability, inclusion, retention, and a respectful, high-performing workplace.

Talent, Compensation, Benefits & Organizational Development

•  Lead agency-wide recruitment, onboarding, orientation, retention, performance management, leadership development, staff development, and organizational learning strategies.

•  Provide executive oversight of compensation and employee benefit programs and evaluate practices to support internal equity, market competitiveness, fiscal responsibility, and retention.

•  Partner with the CFO and Finance team on payroll-related HR matters, benefit billing, retirement reporting, garnishments, personnel actions, and related employee financial processes.

•  Oversee HR vendors, benefits providers, brokers, consultants, and service partners, including service quality, compliance, and contract performance.

•  Oversee agency-wide training and strengthen supervisor and leadership capability through coaching, communication, accountability, compliance training, professional development, and team effectiveness.

Human Resources Team & Executive Administration

•  Lead, develop, and evaluate the Human Resources team, establishing clear priorities, accountability, professional development, confidentiality, responsiveness, and high standards of service.

•  Build strong partnerships across departments and programs to ensure Human Resources practices support agency operations and staff needs.

•  Establish and monitor Human Resources performance measures and dashboards; prepare workforce analyses, reports, recommendations, and presentations for executive leadership, the Board, auditors, grantors, insurers, and regulatory entities as required.

•  Develop and monitor the Human Resources departmental budget and ensure responsible stewardship of agency resources.

•  Maintain strict confidentiality, model sound professional judgment and ethics, and perform other duties as assigned by the Chief Executive Officer.

QUALIFICATIONS:

•  Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, Public Administration, or a related field required; master’s degree preferred. An equivalent combination of education and significant relevant experience may be considered.

•  Minimum of ten (10) years of progressively responsible Human Resources experience, including significant leadership and supervisory experience; nonprofit or human services experience preferred.

•  Demonstrated knowledge of federal and state employment laws, employee relations, benefits administration, compensation, performance management, talent acquisition, and Human Resources compliance.

•  Demonstrated success leading organizational change, strengthening workplace culture, developing leaders, and building effective Human Resources systems and practices.

•  Experience using workforce data and Human Resources metrics to inform strategy, identify trends, and improve organizational performance.

•  Exceptional written, oral, interpersonal, coaching, and presentation skills, with the ability to effectively advise executive leadership, managers, employees, and the Board of Directors.

•  Ability to exercise sound judgment, maintain confidentiality, manage sensitive matters, and build trust across all levels of the organization.

•  Ability to work effectively in collaboration with diverse groups of people, including individuals from diverse socio-economic backgrounds.

•  Proficiency with HRIS systems, Microsoft Office applications, databases, and Human Resources reporting tools.

•  Must possess SHRM certification (SHRM-CP or SHRM-SCP) or obtain certification within twenty-four (24) months of appointment.

•  Valid driver’s license, vehicle, current automobile insurance, and ability to travel between agency locations as required.

PHYSICAL REQUIREMENTS:

• Prolonged periods of sitting and working on a computer.
• Ability to travel between agency locations and move throughout facilities as needed.
• Ability to occasionally lift and/or carry up to 30 pounds.

*NKCAC is an equal opportunity/affirmative action employer. We strongly encourage people of Color, people with disabilities, women, bilingual people, and former or current recipients of public assistance to apply for available positions.

NKCAC IS A DRUG-FREE WORKPLACE