Job Description of CHRO { Chief Human Resources Officer }

We are looking for a Chief Human Resources Officer (CHRO) to lead our HR department. As a CHRO, you will be responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training, and development, and compensation.

Primary duties

One of the chief tasks is to design and implement a talent strategy, which encompasses recruiting, hiring, developing, and retaining employees. This position is directly responsible for leading managers of the division and indirectly responsible for all employees within the division.

Other responsibilities

By displaying strong leadership qualities, you are expected to nurture and coach your team. Your responsibilities will include:

  • Formulate career development plans
  • Promote inclusion in the workplace and reinforce our position as an equal opportunity employer.
  • Ensure hiring, on-boarding, and management procedures are effective for diverse groups.
  • Lead employer branding efforts like recruitment marketing.
  • Supervise HR Directors.
  • Evaluate training and development programs.
  • Develop HR policies for all branches, countries, regions.
  • Analyze the effectiveness of our HR procedures and tools.
  • Ensure HR plans align with our mission and business objectives.

Are you the one?

Can you provide strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors? Can you develop and execute a human resource strategy in support of the overall business plan and strategic direction of the organization? If you think you can help us transform our organization into a modern, productive, and inclusive workplace, we’d like to meet you. Experience in strategic planning, in-depth knowledge of all HR functions, and hands-on experience with HR software such as HRIS, ATS are an added advantage.

Basic requirements – Bachelors/Masters in Human Resources Management, Organizational Psychology or relevant field.

Experience in managing teams and budgets will be preferred.

Communication, business analysis, and problem-solving skills are a must. Certification like PHR and SPHR is a plus.

Employment Type – Permanent Job, Full Time

Remuneration – As per the industry standards.

Who we are?

{A brief synopsis of the company.}

Samples Job Descriptions

Genpact

Manager – Human Resources-COR012579

Manager- Human Resources

Function: People Function

Noida, India

With a startup spirit and 80,000+ curious and courageous minds, we have the expertise to go deep with the world’s biggest brands—and we have fun doing it. Now, we’re calling all you rule-breakers and risk-takers who see the world differently, and are bold enough to reinvent it. Come, transform with us.

Inviting applications for the role of Manager, Human Resource

As a part of the HR Team of Genpact, you’ll be driving critical HR metrics for sub-portfolio in a vertical of ~20,000 employees spread across the globe. This role is of not only high visibility but also one that is bound to have high growth potential. And that’s why we are looking for a self-starter who is energetic, agile, and passionate about people and can work closely with leadership and help us to make better decisions about all aspects of HR strategy with the goal of enabling high-performance culture.

Responsibilities

  • Drive governance on critical human resource metrics such as retention and cost
  • Engage & work with key internal and external stakeholders in a matrixed relationship for C&B, Staffing, HRSS, and strategic HR interventions
  • Operate independently & ensure employee satisfaction & development of the team
  • Train, mentor, and leading HR initiatives and Best Practices.
  • Directly interaction with the customer and Client Management skills
  • Lead the way in implementing change initiatives related to culture, performance, recognition, and policies

Qualifications

Minimum qualifications

  • Experience preferably in HR

Preferred qualifications

  • MBA or Equivalent Degree in HR

Genpact is an Equal Opportunity Employer and considers applicants for all positions without regard to race, color, religion or belief, sex, age, national origin, citizenship status, marital status, military/veteran status, genetic information, sexual orientation, gender identity, physical or mental disability or any other characteristic protected by applicable laws. Genpact is committed to creating a dynamic work environment that values diversity and inclusion, respect and integrity, customer focus, and innovation. For more information, visit www.genpact.com. Follow us on Twitter, Facebook, LinkedIn, and YouTube.

Source: Genpact

North Idaho College

SUMMARY

This position directs, plans, and develops the implementation and administration of human resources functions and carries out policies and procedures relating to all phases of human resources activities. The individual in this position serves as a strategic advisor to the President and other campus leaders with respect to employee-related matters.

Essential Duties and Responsibilities

This list includes, but is not limited to the following:

  • Participate as a member of the President’s senior management team, and accept overall responsibility for all College Human Resources functions.
  • Direct the administration of the College salary programs; in this role this position:
    • Participate as a lead member of the administrative team involved in annual salary and benefit negotiations;
    • Serve as a representative for the administration in annual “Meet & Confer” deliberations, resulting in the recommendation to the Board of Trustees of a salary and benefits package for all College employees.;
    • Oversee the implementation of the reclassification system and the market update process.
  • Provide direction and oversight of the employee benefit and wellness program; including all retirement and health and welfare benefits;
    • Responsible for annual negotiation of benefits contracts in conjunction with college leadership; serves as liaison with benefits broker;
    • Design and oversight of the comprehensive program, including evaluation of ongoing costs;
  • Responsible for the development and implementation of college policies and procedures pertaining to employment. Work in collaboration with college attorneys to ensure best practice and legal compliance.
  • Develop and oversee the college performance management system.
  • Develop and support initiatives to promote diversity, cultural competence, and inclusion.
  • Oversee and deliver employee development programs including leadership, supervisory, diversity, new employee orientation, and harassment awareness training.
  • Facilitate periodic employee opinion surveys, including survey delivery, data analysis and reporting, and action planning based on survey results.
  • Oversee the recruitment, selection, and on-boarding processes for staff and faculty positions.
  • Ensure compliance with EEOC, Title IX, and ADA regulations.
  • Advise the President and management staff on legal issues, policy considerations, and best practices in all areas involving personnel management.
  • Serve as key employee relations contact for management and staff; responsibilities include serving as a grievance officer, an investigator for employee harassment complaints, key administrative representative to faculty and staff constituent groups.
  • Oversee the maintenance and ongoing improvement of the human resources information system (HRIS) and related online tools.  This includes gaining familiarity with HRIS systems, ensuring the accuracy, completeness, and integrity of employee and applicant data, ensuring effective payroll integration, and serving as, or designating, a liaison with vendors on HRIS modules, updates, and regulatory compliance.
  • Direct the fiscal, budget, and other administrative functions of the department.
  • Maintain knowledge of industry trends, best practices, and employment legislation and ensures compliance.
  • Maintain effective working relationships with other departments, agencies, and the public.
  • Serve as key administrative representative to the Human Resources Advisory Committee.
  • Models a positive, helpful, inclusive, and constructive attitude and work relationship with all employees, students, and the community.

Marginal Duties 

  • Performs other duties as assigned.

REQUIRED MINIMUM QUALIFICATIONS

The requirements listed below are representative of the minimum qualifications necessary for an individual to satisfactorily perform each essential duty and be successful in the position. Reasonable accommodations may be made to enable individuals with disabilities to perform the duties.

Education and Experience 

Bachelor’s degree from an accredited college or university required; master’s degree preferred. A minimum of seven years of progressively responsible full-time experience in managing major personnel program activities such as recruitment, benefits, compensation, EEO, training, or employee relations is required. SPHR or PHR certification is preferred. Experience in higher education or the public sector is preferred.

Knowledge, Skills, and Abilities

  • Extensive knowledge of human resources functions and related laws
  • Excellent written and verbal communications skills
  • Ability to effectively present information to internal constituencies, public groups, and/or boards of trustees/.
  • Proficient skills in the use of personal computers and applications, including MS Office

Physical Demands and Work Environment

The physical demands and work environment described here are representative of those that must be met or are encountered by an employee in the normal course of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical requirements and environment are typical of those in a general office setting.  This job involves regular sitting, standing, walking, typing, moving, lifting objects to 10 pounds, and exposure to office lighting.  A wide variety of standard office equipment is continually used, including phones, copiers, printers, and computers.

FORTRESS

About Fortress

Fortress Investment Group LLC is a leading, highly diversified global investment manager with approximately $39.9 billion of assets under management as of December 31, 2018. Founded in 1998, Fortress manages assets on behalf of over 1,750 institutional clients and private investors worldwide across a range of credit and real estate, private equity, and permanent capital investment strategies. Investment performance is our cornerstone – we strive to generate strong risk-adjusted returns for our investors over the long term. For additional information on Fortress, please visit www.fortress.com.

Virgin Trains USA (DBA: Brightline) seeks a Chief People Officer to join our executive management team and lead the human capital development of our fast-growing company.  In addition to overseeing all human resources activities, the CPO will serve as the personal coach to other members of the executive team and be responsible for cultivating our unique culture as we rebrand as part of the Virgin group of companies.  We pride ourselves as being at the intersection of hospitality and transportation and our business spans several platforms including high-speed passenger rail, transit-oriented real estate, and rail infrastructure development.

As a Fortress Investment Group private equity-backed enterprise this position offers a challenging, fast-paced environment, with significant equity participation opportunity.

Summary/Objective

The Chief People Officer is responsible for developing and executing our people strategy as we disrupt the U.S. intercity travel market.  We currently operate a new, high-speed passenger rail system serving over a million passengers a year in Florida and seek to extend our model in Florida and to other highly congested travel corridors throughout the U.S.  We are the first privately funded high-speed passenger rail company in over 100 years and consequently need to assemble and support a team of highly skilled and entrepreneurial managers able to meet this unique challenge.

The CPO will ensure our organizational design, culture, and talent management supports our mission.  In addition, the CPO will possess broad human resources knowledge and enjoy mentoring a team of HR professionals to establish and enhance our back-office systems, benefits programs, employee relations, and internal policies. As part of our current expansion of service to Orlando, we project our headcount to increase from our current 325 full-time employees to 550 by 2022.

Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  1. Establish and implement HR efforts that effectively communicate and support the Company’s mission and strategic vision
  2. Develop HR plans and strategies to support the achievement of the overall business operations objectives.
  3. Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues.
  4. Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation, and benefits locally and as the Company expands nationally.
  5. Work with the executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the Company.
  6. Function as the company’s Designated Employer Representative for the Federal Railroad Administration.
  7. Develop comprehensive strategic recruiting and retention plans to meet the needs of the organization in a strong job market.
  8. Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective for each different area of the business.
  9. Promote diversity and inclusion in the workplace and reinforce our position as an equal opportunity employer. Ensure our hiring, onboarding, and management procedures are effective for diverse groups.

Required Education and Experience – A BS/BA degree from an accredited college/university.

A minimum of 15 years of HR experience, with at least five years of executive HR experience.

Preferred Education and Experience – MBA or MA/MS in human resources or related field.

SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification.

Source: fortress.com