Job Description

The Chief People and Culture Officer will lead the development, implementation, and evaluation of strategies for our human resources and organizational culture initiatives. As a key member of the executive leadership team, the CPCO will drive strategic, people-focused initiatives that foster a high-performing, inclusive, and engaged workforce. This role is responsible for shaping our company culture, enhancing employee experience, and ensuring our talent strategies align with our business objectives.

This leader will work collaboratively with key stakeholders to design, implement, and sustain improvements and programs that align with the organization’s Mission, Strategy and Culture goals. The role requires an extraordinary ability to partner with leaders, the organization’s 24 Member Boards, departments, and teams, while leading through influence. This position is strongly oriented toward establishing a collaborative, strategic partnership with the Executive Leadership Team and key stakeholders, including Board and Committee members and other external partners.

Reporting: This position will have a matrixed reporting relationship with the Chief Operating Officer and the Chief Executive Officer.

Responsibilities:

• Partner with senior leadership to align people and culture strategies with overall business goals, ensuring a thriving and high-performing workforce.
• In collaboration with leadership, facilitate the development, execution, and communication of the health equity vision, value, and strategy.
• Develop and lead the strategic work for equity throughout the organization. Work with senior leadership to support innovation in organization practices that will leverage employee composition in the workforce and identify areas of opportunity for improvement in delivering culturally sensitive, high-quality, equitable services.
• Support Member Boards in developing their people and culture strategy through influence.
• Oversee the work of and support the organization’s DEI Committee, which is charged with recommending DEI initiatives, and overseeing and evaluating implementation of Board-approved initiatives; maintaining and sharing an inventory of the organization and Member Board DEI-related research and initiatives; and serving as a resource for Member Boards.
• Provide visionary and strategic leadership, build awareness, create access, and promote cultural understanding, intelligence, and behaviors concerning equity practices.
• Interface with all levels of team members and leadership to create institutional alignment on equity strategies and plans that will drive change across the system. Ensure that equity strategies are being implemented and measured across the system.
• Partner with key leaders to drive change initiatives throughout the organization and its Member Boards. Develop strong relationships with these leaders to optimize and shape the organization’s equity programs and efforts. This includes training, educating, communicating, and integrating equity efforts in a unified manner across the organization.
• Envision, build, and accelerate equity initiatives from concept to completion. Cultivate critical organizational and Member Board support and buy-in, leading cross-functional work teams in the successful implementation of initiatives.
• Provide leadership to build awareness, create access, and promote cultural humility, understanding, and intelligence concerning equity best practices and desired outcomes.
• Recommend goals and measures and establish a reporting structure to document success. Use the results to inform and recommend priorities. Evaluate quantitative data, qualitative feedback, and observations to inform strategy, decision-making, and accountability. In partnership with human resources, standardize and share workforce analytics to routinely track and improve workforce goals. Additionally, ensure an effective culture transformation strategy that complies with appropriate regulations and aligns with organizational goals.
• Establish personal and professional credibility, gain respect, and build trust with senior leadership, peers, and their teams. Gain recognition as a collaborative and visible member of the leadership team. Champion the mission, goals, and values of the organization.
• Provide leadership and champion a clear link between equity, diversity, and inclusion initiatives and the impact on the organization’s overall performance.

Education and Experience

• Minimum 10 years of related experience required, including experience in community health, public sector health, social service delivery systems, or Human Resources.
• Minimum 5 years of experience managing people.
• Master’s or Bachelor’s degree in Public Health, Public Policy, Social Justice, Sociology, Social Anthropology, Human Resource Management, Psychology, Counseling, Organizational Development, or a related field preferred.
• A minimum of 5 years of relevant work experience in diversity, leadership development and/or organizational development as well as experience at the executive management level working directly with senior leadership.
• Strong experience in topics of inclusion, health equity and health disparities, social determinants of health, disability awareness, racism (how it operates at an individual and systemic level through unconscious micro aggressions and implicit bias), intersectionality, multiculturalism, social justice initiatives, and full participation.
• Experience in change management, data analysis, community relations, training, communication to diverse audiences, and employee engagement.
• Experience working within complex organizational structures, including federated models, preferred.
• Strong written and verbal communication skills.
• Ability to reach a broad audience, which includes executive and board leadership, staff, and community constituents.
• Ability to challenge the status quo, communicate changes effectively and receive pushback effectively.
• Possess a high level of familiarity with managing relationships within complex governance.
• Experience building a culture strategy within an organization, communicating it in a way that ensures transparency and inspires action, and operationalizing it to achieve results.
• A proven track record of accomplishments leading the development and implementation of a multiyear strategic diversity, equity, and inclusion plan.
• Demonstrated in-depth knowledge and experience with equity best practices, innovation, and strategies for counteracting the structural, contextual, historical, and current underpinnings of institutional racism, bias, and exclusion that have the potential to impact workplace dynamics and the provision of care.

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