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Girls Inc. is searching for a passionate and dynamic Chief People Officer to help shape the future of their team and the girls they serve. This is an incredible opportunity to lead HR strategy in a mission-driven organization, where your work will directly impact the empowerment of young girls, preparing them for bright futures.

Enjoy the perks of a Hybrid work opportunity in the vibrant downtown area of Indianapolis along with a competitive and comprehensive benefits package including generous PTO and wellness benefits.

Requirements

Reporting to the President & CEO, the Chief People Officer (CPO) is a senior leader responsible for overseeing and managing all aspects of human resources (HR) within Girls Inc. of Greater Indianapolis. This role is critical in shaping the employee experience, developing talent strategies, and aligning HR practices with the company’s overall business objectives. Understanding that our people are at the heart of everything we do, this newly created role will be focused on three critical priorities:

Building people related processes, systems and structures to enable the critical work of the Girls Inc. Indy office.
Leading the way with the senior management team to forge a culture that supports innovation, sustainability and resilience and reflects our deep value for diversity, equity & inclusion.
Creating and stewarding a leadership framework to ensure that Girls Inc. continually refreshes our capacity to engage our people, face into our challenges and achieve our aspirations.

Major Areas of Responsibilities

The Chief People Officer (CPO) plays a crucial role in shaping and executing the people strategy of an organization, ensuring that HR practices support both the well-being of employees and the strategic objectives of the business. The CPO is accountable for day-to-day operations with a strong focus on establishing solid foundational practices to enhance the employee experience.

Main Responsibilities:

Compliance and Risk Management: Ensuring that HR policies and practices comply with legal and regulatory requirements, and managing risks related to employment and labor laws.
Employee Relations and Experience: Addressing and resolving employee issues, conflicts, and grievances in a fair and effective manner. Enhancing the overall employee experience by implementing programs that promote employee satisfaction, engagement, and well-being.
Aligning Culture with Business Goals: Ensuring that the company’s culture supports its strategic objectives and helps in achieving business goals.
Talent Management: Developing and executing strategies for attracting, developing, and retaining top talent. This includes overseeing recruitment, career development, and succession planning. It also includes volunteer management and recruitment.
Organizational Development: Leading initiatives to improve organizational effectiveness, including change management, leadership development, and team dynamics.
Diversity and Inclusion: Championing diversity, equity, and inclusion (DEI) efforts within the organization, and ensuring that these principles are integrated into all HR practices.

Required Knowledge, Skills & Abilities

Experience in wide-ranging or cross-functional areas, and an eagerness to learn new skills.
Strategic thinker, data-driven and analytical in approach to solving problems.
Strong written and verbal communication; listens well and can easily learn.
Excels at building relationships and networks; influences others to achieve outcomes.
Ability to inspire and engage others around a shared vision and strategy.
High detail orientation and accuracy.
Proactive in anticipating and alerting others to problems with projects or processes.
Takes initiative and needs little supervision and a willingness to engage in self-learning.
Able to work well in a team environment.
Demonstrated HR functional leadership and subject matter expertise.
Grounding in all aspects of contemporary HR principles and practices; current knowledge of employment law; excellent employee relations management skills.
Deep appreciation and understanding of Diversity, Equity and Inclusion and how it intersects with our work.
Well-developed empathy to deliver tough feedback with compassion; ability to challenge assumptions and conventional wisdom with specific, supported, reasoned proposals.
Ability to hold people accountable and lead by example. Must be willing to stand strong in the face of adversity to hold the organization’s leaders and people accountable for behaviors by holding an objective mirror.
Well-developed presence and impact to inspire confidence; strong communication skills, to include writing and presentation skills; demonstrated success with storytelling is preferred. Must be an excellent facilitator with deep listening skills.
Ability to manage the healthy tension between a values-first approach and pragmatic business realities.
Natural collaborator, trust-builder and influencer with well-developed consulting skills, including providing executive advice, coaching and counsel.

Education and Experience:

This is an organization driven by the values of its people, so experience in managing a “values-driven” organization will be highly prized.
BS degree in Human Resources, Business Management, Ethics, or in related fields is required.
PHR/SPHR Certification is preferred.
At least 10 years of comprehensive human resources experience to include at least 5 years with specific experience leading and developing teams and proven impact as a Human Resources Business Partner strongly preferred.
Experience leading substantial projects and organization-wide initiatives.
Experience in designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development and movement, coaching, talent and succession planning, and metrics.

Red Envelope Consulting is an Equal Opportunity Employer. We do not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.

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