Chief People Officer - Any

Human Resources
Ref: 382 Date Posted: Sunday 27 Nov 2022
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Are you a strategic, growth-minded business leader interested in joining a fast-paced, private equity-backed healthcare services company delivering unmatched in-home care solutions? If so, Elevation is actively seeking a Chief People Officer, and we would love to speak with you!

What You Will Be Doing:

  • Developing a cohesive ‘people’ vision and strategy for how the company will deliver its clinician-focused purpose.
    • Partnering with the CEO to build and champion a strong company culture, rooted in ownership and accountability that prepares the company to deliver its strategic plan.
    • Ensuring that a culture responsibility, accountability, and empowerment of individuals and teams remains core to company and that the company’s purpose is central to that culture.
    • Developing a robust set of functional strategies and programs to support the growth of the company including the advancement of a diverse and highly engaged clinical workforce.
    • Leading, in partnership with the CEO and key leadership team members, the attraction, retention, and development of the company’s leadership and talent pipeline, highlighting the recruitment of a diverse, next generation of talent, prioritizing clinical talent through to the executive team.
    • Ensuring the executive leadership team and at least two levels down have a leadership development plan for purposes of succession and retention.
    • Developing a “people calendar” for the company capture cadencing the key people milestones throughout the year (objective settings, merit, engagement survey, performance evaluations, etc.), while ensuring alignment with the Board and financial rhythm of the business.
  • Developing and implementing a talent strategy and branding through the entire employee lifecycle.
    • Benchmarking best in class, inclusive talent assessment/management/development and employee engagement practices and making recommendations that set the pace for the company.
    • Developing creative talent acquisition strategies to proactively build an ongoing pipeline of qualified clinical candidates to ensure future talent needs are met for payers.
    • Coaching leaders using effective coaching techniques to overcome obstacles, accelerate personal growth and support transitions and decisions that shape the success of the company’s purpose.
    • Establishing external partnerships, where required, to deliver exceptional learning and development programs to accelerate talent initiatives while identifying ways to evaluate impact and effectiveness of talent development programs.
    • Leading employee engagement initiatives rooted in quantitative data from the company’s survey platform and qualitative data from discussions with employees at all levels.
  • Improving the company’s organizational, operational and systems effectiveness by providing frameworks and coaching leaders on inclusive strategies that will build diverse thinking, critical organizational capabilities, organization design and continued transformation.
    • Ensuring that diversity, equity, inclusion, and advancement (DEIA) practices are integrated throughout all people initiatives.
    • Developing annual DEIA objectives, delivering bi-annual reporting to the board, and meeting or exceeding established KPIs that foster a culture and environment of inclusion for everyone.
    • Creating a talent roadmap inclusive of a gap, strengths, and trends analysis.
    • Working with leaders to create optimal organizational structures and share learning across the organization.
    • Leading all HR change management efforts and partnering with COO on operational excellence initiatives and CCO of commercial excellence initiatives to remove roadblocks and advance capabilities of the team.
    • Identifying new and/or leveraging existing systems to simplify, streamline and accelerate further automation of employee information management.
    • Identifying, measuring, problem solving and reporting people analytics within the company and to the board.
  • Leading the total rewards strategy development, analysis, design, implementation and administration of compensation, recognition, and benefit programs while aligning to business strategies, attraction, and retention objectives, especially for clinicians.
    • Delivering attraction and retention KPIs for clinicians to top executives, ensuring market-competitive packages.
    • Taking advantage of preferred partner relationships, offered by investor partner to reduce costs of brokers, benefit plans and systems while keeping the quality and service to employees at a high level.
    • Providing leadership, during due diligence and integration processes for divestitures, mergers and acquisitions related to total rewards.

What You Need To Have:

  • 20+ years of senior-level experience as a functional business partner with a history of success operating as an integral part of an executive management team, contributing to business areas beyond HR.
    • 10 years of functional leadership experience in a healthcare company, that is clinician-centric, of similar or larger scale is required.
    • Candidates leading sizable divisional/number-two roles with significant experience in culture transformation may be considered.
    • Exposure to private or public board of directors and compensation
  • Experience in a leadership role during a time of change (turnaround, growth, M&A etc).
    • Demonstrated success managing and driving change in a demanding business environment.
    • Previous experience supporting cross-functional initiatives and seamlessly communicating up, across and down into an organization.
    • Instinct is to be transparent and accessible across a distributed organization.
  • Previous success leading a high customer service-oriented team for a business or organization with a dispersed, highly educated and compensated clinical workforce.
  • Proven success guiding a strategic cultural change with measurable results
    • Drive new efforts to engage, deliver, measure, and evolve talent, diversity, equity, and inclusion programs and strategies. Continuously "learn" and adjust these practices to ensure company is a highly diverse, high performing, and inclusive organization.
  • Ability to lead with pace – always ensuring high quality of work and stakeholder experience.
    • Thrives in dynamic environments, focuses on the desired outcomes, and is highly adaptable.
    • Courage and decisiveness to succeed or fail fast and move forward.
    • Rebound quickly from set backs and feedback.
    • Honor commitments (high say/do ratio).
  • Demonstrated experience building people capabilities.
    • Embraces organizational and people dynamics, understands them and influences through coaching
    • Uses structured, systematic, and transparent approaches to assessing and developing individuals and how they fit together in the team.
    • Systematically develops whole team; develops individuals to build calculated team-wide bench strength and balanced capability.
    • Identifies successors to key roles in organization based on a rigorous understanding of capabilities, experience, motivation, and career development needs.
    • Creates uniquely tailored career development plans for employees.
  • Ability to communicate, connect, influence, and build key relationships internally, with the investor Human Capital team and Board.
    • ​​​​​​​Superior listening skills with the ability to communicate with all levels and generations of people.
    • Communicate new direction or changes with clear rationale and appeal and advocates for new direction, takes it on personally, even countering conventional practice.
    • Adjusts communication style to changing situations and to respond to audience concerns (including culture, background, or style).
    • A secure, self-confident "servant-leader" who can lead by influence and support as much as by organizational reporting structures.
    • Builds strong relationships based on mutual respect and trust.  Demonstrate genuine care about leaders they work with and is seen as a confidant.
    • Low ego; personal and organizational humility. Knows when to consult with CEO, peers, employees, and investor Human Capital team.
    • Can navigate between clinicians and the boardroom easily; connects with people to inspire confidence and performance.
    • Shares and gathers best practices from other investor portfolio company HR leaders and the investor Human Capital team.
    • Remains objective.