Job Description

The CPCO will play a clear role in shaping the culture of JCFS. This role will be critical in nurturing, protecting, and preserving the special culture of JCFS and ensuring that all employees feel meaning, belonging, and professional growth. This person will develop clearly articulated policy and practice, working closely with the Executive Team, Board and the senior leadership team to align P&C practices with the overall organizational strategy and values. The CPCO will be a stabilizing force within the function and organization, with a focus on benefits, ERGs, and core community efforts.

The successful candidate will be a hands-on team leader of the P&C operation, capable of leading both the day-to-day detailed transactional work as well as the planning, visioning and leadership.

KEY RESPONSIBILITIES
Strategic Leadership
Serve as an Executive team thought partner to develop and execute the JCFS strategic plan.
Maintain a working partnership with board members and at times facilitate sub-committees of the board.
Maintain a high-performing P&C team with an internal and external reputation for competence, fairness, confidentiality, and the highest level of customer service.
Provide the P&C voice in leadership on challenges facing the organization regarding people and culture that could influence JCFSs ability to achieve its strategic plan, mission and impact priorities.
Serve as a partner on the senior leadership team, developing and successfully implementing innovative talent solutions to support JCFS strategic plans.
Effectively represent JCFS in all inter-organizational P&C-related matters with Jewish Federation of Metropolitan Chicago, including collective bargaining and employee benefits.
Collaborate with program and departmental leadership to plan for the short- and long-term talent requirements and put in place the processes to ensure the people resources are in place to achieve goals.
Culture & Engagement
Shape an organizational culture aligned with the mission and values of JCFS.
Lead efforts to implement innovative initiatives designed to sustain a high level of employee engagement and well-being by building a collaborative and welcoming work environment.
Design and implement policies that support the needs of a multigenerational workforce.
Work with senior leadership to ensure staff has opportunities to have their voice heard about issues they care about and that impact them. Lead proactive efforts to address concerns and leverage opportunities.
Effectively communicate with the workforce to ensure transparency on issues of interest or concern.
Drive an employee experience that encourages the best people to remain and grow within the organization.
KEY RESPONSIBILITIES CONTINUED
Talent Management
Leverage the P&C team competencies and drive the recruitment, onboarding, professional development and retention of key talent. Ensure that JCFS is sourcing and building diverse talent pools and talent pipelines to build and sustain a diverse workforce.
Maintain a robust onboarding experience for all new hires to gain employee engagement from day one on, engaging management across the agency in this effort.
Develop and drive a framework that encourages rigorous, integrated practices for succession planning, talent assessment and professional growth.
Ensure high-priority training needs are identified and that efficient and effective learning and development programs are put in place to grow talent, especially at the middle management level.
Drive actionable plans that strengthen the leadership and managerial capabilities of the agency.
Reevaluate existing plans for optimization.
Oversee effective use of all electronic media options designed to deliver training and development to a workforce that is both geographically and programmatically diverse.
Provide professional development and mentorship for P&C staff, building and taking the P&C team from good to great.
Organizational Design & Effectiveness
Identify organizational design and structural effectiveness issues. Collaborate with leadership to implement solutions to optimize the organizations talent and align resources with strategic priorities.
Provide the long-range P&C perspective to the organizations structure, continually meeting the needs of a changing workforce and client base.
Develop and monitor on the P&C progress against annual plans. Report regularly if needed.

Compliance/Systems
Ensure compliance in letter and spirit with all applicable regulatory and accreditation requirements, including
Council on Accreditation, Illinois Departments of Child and Family Services and Human Services.
Drive compliance with all facets of the collective bargaining agreement.
Effectively employ UKG P&C information system and other on-line tools for best impact in managing all P&C related management and training functions.
Labor & Employee Relations
Lead a team that supports the talent needs of assigned client groups by building collaborative relationships with management and employees, coaching employees and managers on performance effectiveness, people management and career development.
Establish and maintain a strong partnership with union representatives. Ensure that people practice and policies follow collective bargaining agreement provisions.
Lead JCFS core team involved in planning and negotiating a collaborative multi-employer collective bargaining agreement.
Advise the senior leadership team on all matters related to maintenance of a highly skilled and satisfied workforce. Advocate for policies, procedures and other actions necessary to meet this objective.

Rewards & Recognition
Ensure that compensation, benefits and recognition programs are in place to attract and retain talent to the best
of the organizations ability.
Explore new ways of delivering compensation and benefits to optimize JCFS financial investment in the workforce, drive attraction and retention goals and recognize excellent performance. Ensure that recognition and appreciation are integral to HR and agency culture.
Work collaboratively with partners in the development and implementation of benefits strategies to control costs while delivering maximum value to employees.
Ensure that employees are educated on all facets of their compensation and benefits programs.
External and Board Relations
Build and maintain a strong array of community partners focused on achievement of the agencys P&C objectives.
Serve as the liaison on P&C matters to the board of directors; attend agency board meetings as necessary.
Serve as a member of a Joint Practice Committee to set P&C strategy and deliverables for shared services across four independent but allied Jewish communal organizations.

PROFESSIONAL & CULTURAL CHARACTERISTICS
Strong demonstrated interpersonal skills with the ability to work with a wide variety of individuals both within the
agency and with allied organizations. Interpersonally and organizationally savvy; able to build and manage
relationships with individuals at all levels.
Able to pivot between transactional and strategic imperatives. Flexible and able to work with the detail necessary
for accurate salary, benefits and employee relations issues as well as the bigger picture of agency needs and goals.
Aligned with the mission and vision of JCFS. An individual of high ethics and values.
Comfortable working in a collaborative environment that encourages debate and diverse viewpoints. Works
collaboratively to drive consensus and achieve objectives, leveraging talent and insight throughout the
organization.
A strong, confident leader who welcomes an inclusive leadership model across the organization.
Results oriented, with a tendency to roll up sleeves to get things done. Follows through, taking
projects from conception through completion and ensuring sustainability.
Employee-centered; recognizes that in a service-oriented organization, the key differentiator is the people.
An active listener who is willing to take feedback and apply it toward the organizations goals.
One who leads from the front, acting as a role model and guide to motivate others. Actively develops their direct reports and broader team.
Comfortable making complex decisions in times of ambiguity.
Excellent written and verbal communication skills.
KEY PRIOR EXPERIENCE & QUALIFICATIONS
Knowledge of best-in-class practices and policies for all aspects of People & culture.
Possesses a high level of business acumen, with the ability to align P&C with the broader organizations goals.
Experience with both collective bargaining contract negotiation and contract management experience, with knowledge of best practices.
Experience working with the senior leadership team to develop long-term strategic plans for both P&C and the overall operations of the organization.
Experience interacting with volunteer board members and key stakeholders, both internal and external.
Experience developing, maintaining, and refining all aspects of P&C policies and procedures as well as leading teams responsible for these duties.
Experience working in clinical settings and clinical professionals (i.e. social workers, psychologists) understanding their unique needs and work styles.
Demonstrated success as a change agent.
10+ years of progressive responsibility for P&C management and oversight, including 5+ years of experience in a senior P&C leadership role.
Masters degree (or bachelors degree with commensurate experience) in Business Administration, Human Resources or other related degree.

Preferred Qual]]> <

Job Tags

Full time, Contract work, Temporary work, Flexible hours,

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