Chief Human Resources Officer

Cheif Human Resources Officer

Overview of Meals on Wheels America

Meals on Wheels America is the leadership organization supporting the more than 5,000 community-based programs across the country that are dedicated to addressing senior hunger and isolation. Powered by a dedicated volunteer workforce, this network delivers a comprehensive solution that begins with a meal and is proven to enable independence and well-being through the additional benefits of tailored nutrition, social connection, safety and much more. By providing funding, programming, education, research and advocacy, Meals on Wheels America empowers its local member programs to strengthen their communities, one senior at a time. For more information, or to find a Meals on Wheels provider near you, visit www.mealsonwheelsamerica.org.

Position Summary

Meals on Wheels America is seeking a culture ambassador with a strong track record in managing change and successful administration of all components of the Human Resources function to optimize the employee experience. The Chief Human Resources Officer (CHRO) ensures that our staff benefits from an inclusive work environment aligned with Meals on Wheels America’s vision, mission, and values.

The CHRO is responsible for the day-to-day elements of human resources administration and talent management, managing the Human Resources team of two and a part-time consultant, and serving as the lead resource for all staff regarding matters related to hiring, onboarding, professional development, performance, employee relations, total rewards, and oversight of the Human Resource Information System (HRIS).

Meals on Wheels America, with its headquarters in Arlington, Virgina, employs more than 65 people, most of whom are based in the DC/Maryland/Virginia area with a small number of remote staff located across the US. We support a flexible-hybrid workplace with our staff visiting the office for team meetings and various events.

The position reports to the President and Chief Executive Officer and is a member of the Executive Team.

Duties and Responsibilities

Human Resources Administration

• Stays abreast of HR law/policy trends that could impact the Association and works closely with the Chief Legal & Compliance Officer to ensure employment practices and procedures remain in compliance with federal, state and local laws.
• Serves as a top advisor/counselor for employee relations issues and concerns.
• Maintains the currency of the Employee Handbook and serves as a key advisor in interpretation of its policies and procedures.
• In consultation with the CFOO, oversees the employee benefits portfolio to include annual contracts review, vendor selection(s), and management of the annual open enrollment process.
• Manages the total compensation program, including the annual merit process, spot bonuses, and Incentive Pay Program, in partnership with the Chief Financial and Operating Officer (CFOO).
• Ensures appropriate compliance and management of employee records via the organization’s HRIS.

Culture

• Serves as culture ambassador and role model leading the effort to foster an inclusive and welcoming work environment that enables all staff to bring their full selves to work and perform at their individual best.
• Serves as Executive Co-Sponsor of the organization’s internal culture leadership committees, which are designed to ensure our organizational values are lived out in our day-to-day work.
• Leads the Employee Engagement Survey process and keeps a ‘finger on the pulse’ of our employees to ensure high engagement and retention of key employees.

Talent Management

Recruitment & Retention

• Leads an overarching vision for talent acquisition and a best-in-class recruitment strategy that reflects our values and our total compensation philosophy.
• Handles all executive level recruitment while overseeing the HR Senior Manager’s work in advising people managers on the recruitment/selection process of all other staff positions.
• Ensures compelling outreach efforts to diverse pools of candidates that position the Association as an 'employer of choice.'
• Assures that the employee onboarding program provides new hires with the necessary tools and information to successfully begin their career journey.
• Supports the Sr. HR Manager’s leadership of the annual internship program.
• Partners with the CFOO to ensure total compensation plans and overall staffing levels are within the organization’s financial strategy and capability.

Professional Development & Performance Management

• Establishes a cohesive vision for career pathing, succession and workforce planning.
• Together with the HR Senior Manager and in collaboration with the Director, Learning, identifies and delivers professional development opportunities to support employee growth.
• Seeks out and implements new methods for strengthening our performance management philosophy and processes to ensure alignment, understanding and successful outcomes.
• Oversees people manager training and development and supports the HR Senior Manager in addressing their human resource questions.
• In partnership with the Chief Strategy and Impact Officer and the CFOO, leads the organization’s annual Individual Performance Objective (IPO) process and partners with the CFOO in leadership of the annual Merit and Incentive Performance Program.

Qualifications or Skills Required

• Four-year degree focusing on Human Resources or 10 years of progressively responsible leadership experience in human resources management.
• PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
• Experience in and knowledge of best practices and trends in employee engagement.
• Ability to create empathetic relationships that build trust and guide others through change.
• Strong oral/written communications skills, with a proven ability to consult confidentially with all levels of staff regarding their personal and professional human resource issues.
• Constantly seeks opportunities to improve processes and create impact.
• Experience with managing an organizational HRIS.
• Excels in a team-based, collaborative environment working across the enterprise to advance the mission, values and goals.
• Models the Association's cultural attributes of Collaboration, Accountability, Respect, Empowerment and Service (C.A.R.E.S.)

Candidates meeting 75% or more of the above qualifications should apply.