CHIEF PEOPLE OFFICER

Description

Craft3 is on a mission to build a thriving, just, and empowered Pacific Northwest. We invest in people, businesses, and communities, and work towards a future of shared prosperity across our region.

Our human resources team draws on its experience in HR, talent management, office administration, compensation and benefits to deliver exceptional service to Craft3's management and employees.

The Chief People Officer (CPO) is the top people strategist at Craft3. They'll be instrumental in ensuring our human resources strategies are integrated, coherent, and consistent across all organizational levels that enables Craft3's culture to utilize our core values to transform the vision into reality.

The CPO enhances our organizational capacity across the organization that aligns with the strategic plan.

The CPO is responsible for overseeing all areas of human resources, talent acquisition, employee development, sharing of knowledge, performance management, and stewardship of our culture.

The CPO is the executive sponsor for diversity, equity, inclusion and belonging (DEIB) initiatives at Craft3, including overseeing and supporting the Anti-Racism Committee (ARC).

The CPO is responsible for training and developing supervisory capacity and talent in Craft3. As a member of the Leadership Committee, the CPO works with other Business Unit leaders by offering expertise, strategic thinking, and diverse viewpoints to help inform and make decisions that support employee growth and success.

Responsibilities

The essential duties and responsibilities of the position are :

Leadership

• Lead development and implementation of a comprehensive strategy for people and culture, including talent acquisition, career development, succession planning, retention, organizational training, leadership development, compensation and payroll, and internal communications, that appropriately values and invests in our greatest resource : our people.
• Contribute to corporate leadership and direction, including proactive engagement on the Leadership Committee.

Stewardship of Culture

• Lead efforts to cultivate and grow a conscientious, effective, and engaged culture that empowers staff, creates trust, and promotes Craft3 as an employer of choice.
• Steward diversity, equity, inclusion, and belonging (DEIB) initiatives to create an environment where all employees feel valued, respected, and connected.
• Support the organization in developing systems and approaches to change management.
• Establish processes and systems to understand, collect and report on actionable feedback related to employee sentiment.

Develop response plans for identified issues.

Human Resources

• Develop and oversee administration of tools and measurements to monitor organizational effectiveness and engagement in the areas of people and culture.
• Identify and address complex performance management and other employee relations issues that arise while balancing employee needs and protecting Craft3.
• Review relevant data and processes to identify trends, root causes, and potential solutions to human resources concerns.
• Oversee resolution of workplace disputes, employee investigations, disciplinary actions, and employee terminations.
• Develop and oversee the implementation of a total compensation strategy that includes base pay, benefit programs, and other incentives to equitably attract and retain top talent.
• Oversee and ensure compliance with local, state, and federal regulations and laws governing human resources (examples : ADA, OFLA, WFLA, PLO, WA Paid Leave, FLSA, etc.).

Talent Acquisition, Development, and Retention

• Oversee talent acquisition, onboarding, development, and retention strategy and implementation. React to market forces and actively work to build a highly skilled and engaged workforce that supports Craft3 strategy.
• Oversee HR staff directing the evaluation, classification, and rating of occupations and job positions in consultation with supervisors, the Leadership Committee and the CEO, including the annual updating of job descriptions.
• Partner with HR staff and senior leaders to develop and execute workforce planning and talent acquisition strategies to ensure the organization has the right talent in the right roles at the right time.

Knowledge Sharing

• Cultivate an organization that values and embraces knowledge sharing. Oversee systems, processes, and companywide training to centralize, institutionalize, categorize, and disseminate knowledge across the company.
• Make shared knowledge more accessible and equitable across and within Business Units.
• Support and guide an internal communications strategy that includes ongoing employee engagement initiatives, two-way conversations, forums and feedback loops, and standards and best practices for companywide, cross-BU, and team communications.

Performance Management

• Oversee all employee personnel actions (hires, terminations, promotions, performance improvement and discipline, compensation, statistics, and records maintenance) in collaboration with Craft3 legal counsel and supervisors.
• Develop and oversee the implementation of performance management strategy, systems, and standards across the company. Manage SuccessFactors, our performance management software.
• Develop a comprehensive approach to and oversee the implementation of supervisor onboarding, training, development, coaching, and evaluation. Coach Supervisor Team.
• Partner with Leadership Committee, BU leads, and supervisors to establish succession plans, career ladders, and support leaders in developing talent pipeline by establishing best practices around individual development planning, performance goal setting, performance feedback, and formal appraisals.

Essential duties and responsibilities include some or all of the preceding; these are not, however, intended to be all-inclusive.

Craft3 reserves the right to change, add or delete responsibilities and duties.

Skills and Abilities

We encourage all candidates with diverse perspectives and backgrounds to apply regardless of whether you meet all the requirements of the job description.

Some specific things we are looking for in this role are candidates who demonstrate :

Ability to foster productive cross-functional collaboration to ensure cohesive effort and delivery of business outcomes;

High desire to work collaboratively with colleagues and external partners.

• Excellent oral and written communication skills, keen attention to detail, desire to plan, write, and edit short and long form content that supports our brand with the ability to communicate issues over the phone, in person, and via email to a variety of audiences.
• Excellent prioritization, solution orientation, organization skills and effective time management to succeed in a semi-autonomous, fast-paced environment.
• Strong conflict negotiation, census-building, and collaboration skills, ability to comfortably liaise and negotiate with internal and external stakeholders.
• Ability to question assumptions, solve problems, and make intentional choices that align with strategic objectives.
• Excellent project management, budget management, and situational leadership skills.
• Intellectual curiosity and commitment to continuous learning.
• A strong work ethic, a high level of integrity, and the desire to achieve.
• Proficiency in Microsoft Office Suite, ADP and Success Factors
• The ability to occasionally lift and / or move up to 10 pounds.

Certificates, Licenses, Registrations - SHRM-SCP or SPHR certification preferred.

Knowledge and Experience

• Fifteen (15) years progressive experience in various people and culture development and human resources management areas to include supporting employee relations, talent acquisition, workforce development, position / salary benchmarking, compensation, benefits, payroll, protective leaves, employee policy development, regulatory compliance, human resources information systems (HRIS), risk management / safety requirements, workers compensation, and talent retention.
• Minimum five (5) years of supervisory experience required.
• Experience with change management required.
• The CPO must possess excellent organizational, communications, and project management skills with experience working with mid-size teams in a very dynamic, results-driven environment.
• Experience supervising teams of at least 3-5 direct reports is a plus.
• Nonprofit experience preferred.
• Fluency in Spanish a plus.

Supervision

This position may supervise up to four other employees, as well as external consultants / vendors.

Travel

Travel up to 12 weeks per year is expected for leadership meetings and office visits, as well as company events across Oregon and Washington.

Listing Type

Jobs Hybrid Remote

Categories

Business Development Human Resources Nonprofit

Position Type

Full Time

Experience Level

Senior Level

Employer Type

Direct Employer

Salary Min

180000

Salary Max

210000

Salary Type