Chief People Officer

The Chief People Officer is a key executive leader responsible for shaping and executing the human resources strategy of Partners Federal Credit Union.  As a member of the Executive Leadership team, the CPO will align HR initiatives with the organization's mission and business objectives, while fostering a strong organizational culture. With the need to be both strategic and tactical, this role will focus on talent management, organizational development, diversity and inclusion, and employee engagement to drive overall business success.  This position will report to the CEO.

Human Capital & Culture Leadership

• Partner with the CEO and the Board to provide guidance on human capital strategy and culture development.
• Lead Executive succession planning to ensure the organization has a pipeline of future leaders ready to assume key roles.
• Develop and implement a Total Rewards strategy that aligns with organizational goals and ensures market competitiveness.
• Foster a strong organizational culture that is aligned with company values, promoting employee engagement and retention.
• Lead the organization to further build employee engagement, develop strong retention programs, and create and execute company-wide communication and recognition/rewards programs.
• Develop human capital operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances, and by measuring and analyzing results.

Strategic HR Leadership

• Lead and develop the HR team into strategic business partners, consisting of talent acquisition and management, training and development, compensation and benefits, succession planning, organization design, and other human capital functions.
• Design and execute an HR strategy that supports the organization’s long-term business objectives and promotes operational efficiency.
• Collaborate with senior leadership to align HR policies and programs with evolving business needs.
• Lead initiatives related to organizational development and change management to ensure the workforce remains adaptable and engaged in a dynamic environment.
• Partner with key board committees and members to align HR strategy with overall company strategy.

Advisor & Coach

• Serve as a trusted advisor to the CEO and senior leadership team, providing strategic guidance on HR-related matters.
• Provide coaching and mentorship to key leaders to enhance leadership capabilities and ensure strong succession planning.
• Work with leadership to enhance team dynamics and improve collaboration across the organization.

External Trends & Stakeholder Engagement

• Monitor external trends and shifts in the market, ensuring the organization’s HR strategies are aligned with industry best practices.
• Align internal metrics and practices to meet the evolving expectations of stakeholders, ensuring employee engagement and satisfaction remain key business priorities.

Talent Management & Employee Experience

• Oversee the talent acquisition and retention strategy, ensuring the organization attracts and retains top talent.
• Continuously enhance the Employee Value Proposition (EVP) to attract and retain key talent aligned with the company’s mission.
• Integrate diversity, equity, and inclusion (DEI) into all HR programs, ensuring an inclusive and equitable work environment.

Learning & Development

• Oversee the development and implementation of a comprehensive Learning & Development strategy that supports employee growth and leadership development.
• Oversee leadership development programs, ensuring that current and future leaders are equipped with the skills needed to drive organizational success.
• Leverage data and technology to create personalized learning experiences that align with employee and organizational needs.

Change Leadership & Organizational Agility

• Lead organizational change initiatives, ensuring the business is prepared to adapt to market shifts and internal transformations.
• Build and maintain HR systems and processes that are scalable and flexible to meet the needs of a growing organization.
• Integrate processes and structures that support sustained growth and ensure the organization’s ability to adapt to future challenges.

HR Technology & Data-Driven Decision Making

• Utilize data analytics to inform HR strategies, making data-driven decisions to improve key metrics such as employee engagement, retention, and talent acquisition effectiveness.
• Implement and manage HR systems that provide real-time insights into workforce performance, talent trends, and predictive analytics to identify future workforce needs.
• Develop and maintain dashboards that track HR KPIs, ensuring alignment with business objectives and providing actionable insights for continuous improvement.
• Collaborate with IT and other departments to ensure HR systems are scalable and adaptable to organizational growth and emerging technologies.
• Stay current on trends in HR technology, identifying opportunities to integrate cutting-edge solutions that enhance HR service delivery and employee satisfaction.

Employer Branding & Talent Attraction

• Lead initiatives to build and promote a strong employer brand, collaborating with marketing and communications to showcase the organization’s culture, values, and employee experience.
• Ensure the Employee Value Proposition (EVP) attracts and retains top talent, aligning with the company’s mission and business goals.
• Utilize data to measure the impact of employer branding efforts and continuously refine strategies to strengthen the organization's reputation as an employer of choice.

Competencies

Business Acumen: The successful candidate brings a broad generalist background which is underpinned by clear business acumen. She/He can grasp the key drivers of the business and demonstrates an understanding of financial indicators and cost drivers and their effects on the organization. The ideal candidate presents recommendations which are aligned to the business strategy and understands the need to make a compelling business case for the value of the function. This individual is able to articulate and express an independent point of view and is comfortable (appropriately) challenging conventional wisdom. Strategic Leadership: Ability to align HR initiatives with business goals to drive long-term organizational success.

Ability to Think Strategically and Act Tactically: The successful candidate operates effectively in both strategic and tactical worlds; developing both short and long-term human capital strategies that align with business objectives. The ideal candidate must be strategically oriented to drive the overarching goals of the HR function, yet tactically focused to ensure the function runs smoothly. This individual develops strategy based on a nuanced understanding of the organizational culture, but also has an appropriately cadenced bias for action and "rolling up the sleeves," while also delivering exceptional results.

Influencing and Relationship Building Skills: The successful candidate is capable of building and sustaining excellent relationships at multiple levels in the workplace. She/He uses relationships not only to gain a better understanding of the company's needs, but also to strategically accomplish goals. People-Focused Leadership: Committed to fostering a culture of development, inclusion, and engagement that drives organizational performance.

Leader/Collaborator/Team Builder: The successful candidate is a highly collaborative, true team player, coach, and mentor more focused on the success of others than him/herself. She/He is a leader who sets lofty standards of performance and inspires others to perform; someone with a keen eye for talent who ensures the right skills are utilized and proactively addresses performance issues. Must be able to manage key talent remotely. This individual possesses communications skills that build trust, create open channels of communication, create impact without direct authority, and achieves collective buy-in. She/He has highly-effective interpersonal skills across a full range of audience types and sizes.

Knowledge & Skills

Education/Certifications, Licenses, Registrations

• Bachelor’s Degree Required (Preferred in HR, Statistics, Business or related field)
• Master's Degree in Business or HR – Preferred
• SHRM SCP or equivalent -- Preferred
• 10+ Years of Relevant Work Experience – Required

Qualifications

• Proven experience as a CHRO/CPO or senior HR leader in a dynamic, fast-paced organization.
• Expertise in strategic HR management, including talent acquisition, compensation, L&D, and organizational culture development.
• Strong track record in diversity, equity, and inclusion (DEI) initiatives, with experience creating inclusive workplace cultures.
• Experience leading organizations through change management and transformation initiatives.
• Excellent leadership, communication, and coaching skills, with the ability to influence senior leaders.
• Bachelor’s degree in HR, business administration, or a related field (Master’s degree preferred).

Special Notations:

On-site preferred, Hybrid considered. This position sits in the Orlando market, however, hybrid arrangements can be considered with in-person expectations of 2-3 days per week as determined by the CEO can be considered.