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.