EVP and Chief People and Culture Officer

SCI Summary: SCI supports people with disabilities, behavioral challenges, medically complex needs, transitioning youth, the elderly, and other populations using Maryland Department of Health's Targeted Case Management and Supports Planning work models.

Position Summary:Reporting to the President and Chief Executive Officer, the Executive Vice President and Chief People and Culture Officer (EVP/CPCO) develops people strategy to ensure high performing diverse teams in all areas of the business and ensures tactical and operational implementation of strategy across all phases in the Team Member life cycle. The CPCO will impact the areas of succession planning, talent management, Team Member relations, organization and performance management, training and development, compensation and benefits, inclusion, diversity, equity and accessibility, compliance with relevant laws and regulations, and associated policy/procedure development using analyses of human capital data and industry trends as a guide.

The CPCO will provide oversight and leadership to the People and Culture Centers of Excellence - Talent Acquisition, Team Member Experience, Inclusion, Diversity, Equity and Accessibility (IDEA), Talent Development, and Team Member Operations. The CPCO serves as a member of the Executive and Senior Leadership Teams, acts as the Board liaison for the Governance, Compensation, and Nominating Committee, and is a key driver of strategy development and implementation in the learning and growth areas of SCI's strategic plan.

SCI Team Member Expectations: All SCI team members are expected to: Ensure services provided follow the organization's mission statement, core operating values and policies and procedures. Follow HIPAA, confidentiality and security procedures and principles; collaborate with peers, leadership, and support areas of the organization; actively participate in and contribute to leadership and other staff meetings and trainings; maintains compliance with federal, state, and local employment laws and regulations; follow self-direction and person-centered planning procedures and philosophy; and to foster a culture that values diversity.

Essential Duties:

HR Strategy, Planning, and Monitoring

Identify, define and implement appropriate human capital strategies and policies for the organization.

Ensure alignment of all HR strategies and policies to meet business goals and ensure compliance with applicable labor laws and regulations.

Ensure the creation and execution of work plans to align and support the needs of the business, including change management, workforce planning, resource allocation, organization. design/development including culture enhancement initiatives, talent assessment, recruitment, training, and team member engagement.

Lead the approach for performance management, talent management and associated review processes.

Create a talent pipeline that ensures succession strategies and plans for key leadership roles.

Continue to grow an organizational culture that recognizes the value of the collective sum of individual differences and lead efforts to strengthen SCI's inclusion, diversity, equitability, and accessibility (IDEA) strategies at all levels within SCI

Collaborate across various levels and Centers of Excellence of the organization to develop and monitor key performance metrics, analyze and share observations, and develop data driven recommendations and solutions.

Team Member Experience

Partner with leaders on issues related to organizational effectiveness, change management, performance management, compensation, and other matters.

Measure and monitor organization recruitment, retention, and engagement metrics and support leaders with programs and initiatives for improvement.

Balance the needs of the organization with the best interest of Team Members in accordance with Human Resource policies, procedures, Federal, State, and local laws, and regulations.

Provide guidance to CEO and other executive team members on Team Member relations issues.

Oversee resolution of any Team Member legal matters and complaints of mistreatment including but not limited to discrimination, harassment, and retaliation, in partnership with legal counsel.

Organizational Training and Development

Plan and manage training and development solutions across the organization at every level.

Ensure Service Coordination University (SCU) offers an effective curriculum and training for all Team Members.

HR Operations and Compliance

Partner with all departments to evaluate the organization's resource needs and develop plans to meet those needs.

Ensure compliance by monitoring legal and regulatory requirements and government reporting regulations affecting the Human Resource functions.

Maintain knowledge of competitive practices, legislation and regulatory changes affecting benefits and recommend changes accordingly.

Manage and maintain the organizations, HR Information systems, maintaining data quality and providing meaningful data analytics, dashboards and organization effectiveness metrics.

Compensation and Related Programs

Leads the Total Rewards Committee to ensure alignment of total rewards programs with strategic objectives.

Assure that the organization compensation program is competitive and equitable and in keeping with the organization's compensation philosophy.

Lead the development of strategy and materials for Total Rewards Committee meetings throughout the year and execute the approved actions.

Lead the development of incentive, bonus, and other award and recognition programs to ensure alignment with the organization's priorities and values.

Oversee obtaining and evaluating benefit proposals, changes in plan design, cost, record keeping of benefit plans and monitoring of Team Member usage and satisfaction.

Supervisory Duties:

Provide leadership and direction to the People and Culture Centers of Excellence.

Provide direct supervision to the People and Culture Leadership Team which includes the Team Member Experience Director, the Talent Development Director, the IDEA Manager, the Team Member Operations Manager, and the People and Culture Corporate Administrative Assistant.

In addition to process accountability, mentor Team Members to ensure professional development, leadership growth, and succession planning.

Work hand in hand with the People and Culture Leadership Team to deploy systems, processes and procedures to support a growing organization.

Education:

• A bachelor's degree in Business, Human Resources, or Organizational Management is required; A master's degree in human resources or business administration is strongly preferred
• SHRM-CP or other related certification is preferred

Experience:

• At least 10-15 years' relevant and progressive experience in Human Resources, training, organization development, strategic planning, developing and implementing initiatives fostering a culture of inclusion, diversity, equitability, and accessibility, as well as supervision of leaders and senior leaders
• Demonstrated experience developing high-performing cohesive teams and leaders
• Demonstrated experience growing an organization
• Direct service, nonprofit experience preferred

SCI Value Related Competencies:

• People Come First (Customer Focus): Thinks and acts with people we support in mind when making decisions. Dedicated to meeting the expectations and requirements of internal and external shareholders, uses information and feedback to improve services.

• Building Relationships and Connections: Interpersonal savvy. Relates to all kinds of people. Builds appropriate rapport, uses diplomacy and tact, diffuses high-tension situations comfortably. Establishes and maintains meaningful connections within the community and the organization (internal and external stakeholders)

• Education (Informing Others): Quickly finds common ground to solve problems. Is seen as a cooperative team player. Provides coaching and mentoring to team members. Consistent communicator provides team members with the tools they need to perform their jobs in a timely manner. Explores all available options to make the best decision for internal and external holders

• Diversity: Values, appreciates and honors the ways in which cultural differences can create value in organizations. Is service oriented: Demonstrates a commitment to the philosophies for services and the goal of independence for the people we serve. Raises awareness in communities to appreciate the similarities and unique gifts of each person. Interacts with all kinds of team members equitably, deals effectively with all races, nationalities, cultures, disabilities, ages, and genders, supports equal and fair treatment and opportunity for all.
• Driving Solutions (Perseverance): Pursues all initiatives with energy, drive, and the goal to succeed.

Job-Specific Competencies:

Attracts Top Talent: Attracting and selecting the best talent to meet current and future business needs

Building Effective Teams: Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals

Business Insight: Applying knowledge of business and the marketplace to advance the organization's goals

Decision Quality: Making good and timely decisions that keep the organization moving forward

Communicates Effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences

Courage: Stepping up to address difficult issues, saying what needs to be said

Drives Vision and Purpose: Painting a compelling picture of the vision and strategy that motivates others to action

Cultivates Innovation: Creating new and better ways for the organization to be successful

Global Perspective: Taking a broad view when approaching issues, using a global lens

Organizational Savvy: Maneuvering comfortably through complex policy, process, and people related organizational dynamics

Plans and Aligns: Planning and prioritizing work to meet commitments aligned with organizational goals

Strategic Mindset: Seeing ahead to future possibilities and translating them into breakthrough strategies

Values Differences: Recognizing the value that different perspectives and cultures bring to an organization

Physical Demands: Generally, presents standard office environment. Must be able to remain in a stationary position >95% of the time. Continually operates a computer, keyboard and mouse, and other office productivity machinery, such as a calculator, copy machine, printer, and mobile Smartphone device. Constantly positions self to comfortably maintain computer equipment. May occasionally be required to move about in an office setting or position office equipment weighing between 10-25 pounds. Vision abilities required by this job include close vision. Ability to operate a motor vehicle. The person in this position frequently communicates with other people. Must be able to exchange accurate information in these situations.

IT Roles must be able to position self to maintain computers and equipment, including under desks and in server room(s). Frequently moves equipment weighing up to 50 pounds.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. This job description is subject to change at any time.