420 5th Avenue
**Please forward your cover letter and resume to ApplyCPO@girlscouts.org if you are interested in this amazing opportunity. All inquiries and referrals will remain in strict confidence.**
Girl Scouts of the USA (GSUSA) is 2.6 million strong—1.8 million girls and 800,000 adults who believe in the power of every G.I.R.L. (Go-getter, Innovator, Risk-taker, Leader)™ to change the world. Our mission is to build girls of courage, confidence, and character who make the world a better place. Girl Scouts takes the potential of girls, combines it with robust skill-building programming, and adds caring adult mentors and strong female role models. Everything a Girl Scout does focuses on unleashing her leadership potential in the areas of STEM, the outdoors, development of life skills, and entrepreneurship.
The Girl Scout journey began more than 100 years ago with Founder Juliette Gordon “Daisy” Low. On March 12, 1912, in Savannah, Georgia, she organized the very first Girl Scout troop, and on March 16, 1950, Girl Scouts of the USA was chartered by the United States Congress to provide girls across the country with the Girl Scouting experience. Every year since, we’ve honored our founder’s vision and legacy by offering an inclusive, all-female leadership development program designed by and for girls that prepares them for a lifetime of leadership.
Headquartered in New York City, Girl Scouts has 112 chartered councils nationwide that are each independent 501(c)3 non-profits. These councils provide direct services to girls, volunteers, and the communities they serve. Girl Scouting is open to all girls from kindergarten through high school.
Quick Leadership Facts:
- National Leadership Founder: Juliette Gordon Low
- National President: Kathy Hopinkah Hannan
- National Chief Executive Officer: Sylvia Acevedo
The National Office in New York City provides strategic direction, leadership, and stewardship to the Movement, as well as a common operating model and technology platform, develops girl programming, and provides shared services to the Girl Scout Councils. GSUSA has approximately 380 employees.
Reporting to the Chief Executive Officer of Girl Scouts of the USA, the Chief People Officer, (hereinafter the “CPO”) leads the human resource organization and its strategy for acquiring, developing, rewarding and retaining great talent. This position will be managing a team of approximately 12-15 Human Resources professionals.The CPO at GSUSA is a values-driven leader who helps to accelerate Girl Scouts’ continued business transformation through strategic thought leadership, advanced talent management and leadership capabilities and stewarding a culture of employee engagement, collaboration, agility, and innovation. The management of sophisticated technology-enabled HR processes, talent data and analytics and creative solutions for optimizing workforce outcomes are key responsibilities to ensuring a high performing organization that supports the attainment of GSUSA’s operational, financial and strategic objectives and, ultimately, its mission. The CPO is also responsible for the overall design, implementation, and administration of Girl Scout’s compensation and benefits programs and HR systems. The CPO serves as an exceptional brand ambassador for the Girl Scouts.
- Deliver world class client-focused HR services to GSUSA through efficiently run processes and systems across all aspects of the function, i.e. talent acquisition, benefits, compensation, payroll, employee performance management, training & development, compliance, etc. Manage all administrative and operational elements of the HR function.
- Identify breakthrough talent acquisition, management and engagement strategies; identify and implement impactful employee relations practices--seek out and adopt innovative approaches to attracting, engaging and developing top, relevant talent—that will result in:
- An exceptional candidate experience
- GSUSA recognition as an employer of choice
- An inclusive and balanced workforce that supports GSUSA’s business strategy
- A thriving workforce with high levels of employee engagement, commitment and mutual respect
- A high performance culture that will drive consistently strong business results
- Build and maintain high levels of trust and business partnership with all Executive Team members to:
- Design and implement an effective talent structure that will meet the needs of the business today and in the future
- Assess the bench strength of the organization and design and implement a sound leadership succession plan that includes a plan to identify and develop candidates from within GSUSA to take on senior roles, as well as to create a strong talent pipeline
- Juggle the needs and contributions of a diverse workforce that includes experienced boomers, ambitious millennials, and professionals from diverse industries and cultures
- Effectively and expeditiously address performance issues
- Deliver engaged learning and development experiences for all staff members
- Ensure a compelling and well-executed employee Total Rewards Plan--Compensation and Benefits--to promote operational excellence. Ensure compensation and benefits plans are cost effective and consistent with marketplace compensation trends and aligned with GSUSA’s business objectives.
- Utilize internally and externally sourced data and analytics to measure the success of HR programs and inform decision making, particularly with respect to talent acquisition and management, total compensation and company policy, ensuring a compelling “employee value proposition” for GSUSA; employ effective talent metrics and reporting. Employ external benchmarking against “best in class” organizations.
- Proactively identify organizational risks and recommend mitigation strategies.
- Deftly manage a comprehensive HR calendar of events, processes and deliverables that will meet stakeholder requirements.
- Lead meaningful internal employee communication initiatives to support GSUSA’s overall strategy and business objectives.
- Build technology-enabled processes that are sustainable and scalable.
- Assume fiscal ownership for the HR organization.
- Formulate and implement relevant company policies; ensure compliance with all applicable policies and labor laws.
- Collaborate across the Movement to identify and capitalize on the collective HR/Talent intelligence that is available within Girl Scouts; formulate a strategy to implement best practices and shared services--including talent acquisition and management, succession planning, compensation and benefits, and HR systems—to all Girl Scout Councils.
- Serve as the Executive Team Lead to the National Board’s Executive Development and Compensation Committee.
- A minimum of 15 years of progressive professional HR experience with a minimum of 5 years as a senior HR leader in a complex organization, private and public sectors preferred
- Demonstrated success of HR management and leadership with the ability to drive innovation and to balance the tactical with the strategic
- Experience in setting policy and developing and implementing key HR strategies and procedures
- A strong business and financial acumen; customer-focused and service mindset; mission-driven
- Exceptional leadership skills and a proven team player with the ability to build strong, trusted relationships and credibility at all levels and to influence at the executive level
- Proven track-record of excellent management and leadership skills, known as a developer of talent who is transparent and proactive in providing feedback
- High degree of comfort and successful track record of leading in environments with a complex set of stakeholders
- Broad knowledge base and experience across the full spectrum of human resource services, including talent acquisition and management, employee learning and leadership development, organizational design and development of organizational bench strength, HR business partnership, coaching and mentoring, compliance, etc.
- Demonstrates subject matter expertise and remains current with industry best practices
- A highly collaborative, inclusive, consultative and resourceful workstyle that balances required compliance/policy enforcement with a steadfast commitment to client service and support
- Demonstrated ability to work, manage, and meet competing deadlines in a fast-paced environment and on deadline; strong aptitude for problem solving, decision making and change management
- Superb interpersonal, written and verbal communication skills
- Strong executive presence and public speaking skills, articulate in communicating complex issues and a compelling strategic perspective
- Exceptional analytical skills with the ability to conceptualize unstructured/raw data and information and derive and articulate actionable solutions and strategies to improve performance
- Knowledge of laws relevant to workforce management
- Technically savvy, highly proficient in MS Office, HR systems, social media
- Master's degree in Human Resources, Administration or other relevant field preferred
- SPHR certification preferred
Did you know?
- One hundred percent of female U.S. secretaries of state are Girl Scout alums
- Eighty percent of female technology leaders are Girl Scout alums
- Seventy-three percent of the women who are U.S. Senators are Girl Scout alums
- Fifty percent of female astronauts are Girl Scout alums
- Fifty percent of female business leaders are Girl Scout alums
- Women who were Girl Scouts display positive life outcomes to a greater degree than women who were not Girl Scouts
- Girl Scout alums have attained more advanced degrees than non-alums
- Girl Scout alums report a higher household income than non-alums
- Girl Scout alums are more likely to be involved in volunteer work
Minimum Education Required
How To Apply
Please forward your cover letter and resume to: ApplyCPO@girlscouts.org.