Chief Human Resources Officer

Chief Human Resources Officer

The Housing Authority of the Birmingham District (HABD) is searching for the inaugural Chief Human Resources Officer (CHRO). The successful leader in this new role will be an innovative, highly driven executive and will possess broad human resources knowledge with a focus on talent and culture; expertise in strategic, collaborative, a sophisticated approach to organizational leadership; and technical expertise in key areas of human resources. This leader will also bring experience successfully leading human resources staff and programs and will demonstrate the core competencies and personal traits necessary for success, including intelligence, sound judgment, strong problem-solving skills, diplomacy, political savvy, tolerance for organizational ambiguity, cultural awareness and sensitivity and personal confidence and humility.

 

The CHRO will serve as a critical member of the President and CEO’s executive leadership team and will be responsible for leading the vision of the organization’s human capital management strategy. Success in this role will involve working across multiple constituencies and using several measures to develop and advance a values-driven workplace to attract, retain and empower employees.

 

The ideal candidate for this position will serve the HABD as an experienced human resources leader with a focused commitment to attract and retain the best people for the organization while creating a true sense of belonging and positive well-being for all team members at every level. The candidate will help cultivate a culture of employee excellence, engagement, and accountability. The candidate will be an innovative thinker who seeks collaborative solutions to common and complex challenges in managing people, policies, and practices. A critical thinker with outstanding interpersonal, written, and oral communication skills, the candidate is ethical, trustworthy, credible, and values equity, diversity, and inclusion.

 

The CHRO will be a hands-on, tactical practitioner who can fluidly execute strategy while cultivating an environment for every team member to thrive. This professional will help to create a culture of working together for the good of the HABD and will be committed to the effective use of technology in HR, and beyond, to streamline the hiring processes and improve the overall employee experience.

 

All activities must support the HABD mission, strategic goals, and objectives.

 

General Summary

This position is accountable for the planning, development, and implementation of company-wide initiatives and strategies that support employee engagement, success, and customer service excellence. This position possesses executive responsibility for the development and communication of employee policies and guides departments in the resolution of conflicts and implementation of new and revised laws and regulations. The functional areas of responsibility include talent acquisition and retention, compensation, benefits, employee relations, organizational development, employee assistance services, performance management, records management, and HR metrics to inform program, policy, and organizational changes.

 

Essential Duties and Responsibilities

 

The position duties and responsibilities listed below describe the general nature and scope of work. Other responsibilities, duties, and skills may be required and assigned, as needed.

 

Provides executive-level counsel using data-driven information and advised practices to pursue opportunities and implement programs for enhanced employee services and benefits.

Provides advice and guidance to supervisors and managers for resolving employee relations problems and maintaining consistent applications of corrective discipline procedures.

Accountable for ensuring compliance with organizational policies and federal and state laws.

Responsible for HR personnel management, setting goals for performance and deadlines in ways that support and comply with the organization’s plans and vision.

Sets direction for recruitment, retention, training and development, performance management and employee relations. Ensures the organization’s compensation and benefit program is internally equitable and externally competitive to attract, retain and develop qualified individuals and maintain overall employee morale and productivity.

Drives a culture that values diversity and inclusion, advocating for the strategic connection of inclusive excellence goals into organizational practices.

Ensures the advancement of mental and physical well-being as well as health promotion that fosters equity, personal and community health and safety where staff and the community are valued and supported holistically.

Keeps pace with innovations in the field and rapidly changing federal and state laws.

Directs the development of communication mechanisms to promulgate new personnel policies and procedures in order to improve the level of understanding of policies and procedures and improve personnel relations.

Develops annual budget and other required reports for the Office of Human Resource Management, presents annual budget and/or reports to the President, and monitors actual department results to determine compliance with budget and forecast potential problems.

Serves as a liaison between the Office of Human Resource Management and other offices and departments within the organizations and with the city, the state, the region, and the nation.

Minimum Qualifications

This classification requires a Master’s degree from an accredited institution and minimum of ten years leadership experience in the administration and management of a corporate human resources function (recruitment/talent acquisition, performance management, employee assistance, compensation, benefits, employee relations, etc.) and achieving results through others. Previous experience in a public-sector organization desired.

 

Preferred Qualifications

 

Knowledge and understanding of shared governance and related dynamics with both internal and board leadership.

Experience using data strategically to improve talent acquisition and other HR strategies.

Demonstrated cultural sensitivity and awareness with the ability to work with the diverse socioeconomic, cultural, abled, and ethnic backgrounds of members of the community.

Experience with employee well-being and mental health program offerings.

Experience/understanding of change management principles.

Skills to develop direct reports, provides challenging tasks and assignments, frequently conducts development discussions.

Skills to enact excellent listening practices by engaging in attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees.

Skills to think critically and solve complex and routine problems using rigorous logic and methods with effective solutions; probes all fruitful sources for answers; can see hidden problems; looks beyond the obvious.

Knowledge (adept) of hiring and staffing; supports managers in hiring and promoting the best people available from inside or outside; is not afraid of selecting strong people.