Our client is one of the nation's fastest growing professional services firms in the healthcare resource management sector.  With a recent private equity partnership, the firm is looking to scale and grow from $200M to $500M over the next three to five years, and there is a unique opportunity for a Chief People Officer to help guide and shape human capital strategy, organizational design, employer brand, and infrastructure and programs that will support the projected growth. The company is a fast-paced and dynamic environment and having a People Leader who can harness and shepherd the energy and the ideas into meaningful and sustainable processes will be critical to the future success of the organization.  

Specific responsibilities include:

• Lead the development of the Company’s long-term people strategy to scale for future growth, inclusive of completing a comprehensive assessment of existing HR, talent acquisition, and learning team capabilities, and aligning as one “People Strategy” organization
• Direct the effort to advance and expand talent acquisition efforts through innovative sourcing techniques, employer branding efforts, social media strategy, and proactive outreach
• Provide thought leadership around compensation design and total rewards planning that will enable consistent and appropriate management of sales employees while continuing to provide high incentive for outstanding performance
• Develop strategies and programs to improve culture, build leadership capability, engage associates, and promote diversity & inclusion

Ideal candidates will have demonstrated experience in high growth, service industry environments.  Prior experience leading an innovative and creative talent acquisition function, a comprehensive sales training curriculum, and building leadership capability for future growth will be critical.  We are seeking an individual who is passionate about the development and stewardship of a strong culture, and someone who has "been there done that" relative to organizational design and understanding what future people, leadership, and infrastructure needs will be as an organization scales and grows.  Prior experience working with a private equity investment partner is strongly preferred, as is advance education in Human Resources or Business Administration.

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Our client is the country's largest provider of design services, equipment, and supplies to the foodservice industry.  They work closely with their customers (which include national restaurant chains, independent restaurant operators, healthcare facilities, entertainment venues, and many other segments) to provide the products and services that will help them operate more efficiently and realize better bottom line results.  Currently employing 3K people in 64 locations with revenues just shy of $2B, we have a ground-floor opportunity for a Talent and Learning professional to build out capability that will ensure success and sustainability of the organization into the future.

Reporting to the CHRO, specific responsibilities include:

• Assess current learning ecosystem to create a comprehensive short and long term vision for employee growth and development
• Proactively address and engage with key stakeholders to understand and identify talent gaps, development opportunities, and business challenges that may involve learning solutions
• Shape the company's culture, enable team member engagement, improve individual and organizational performance and manage change through simple and effective talent management solutions to achieve business results
  
• Focus on leadership development, specifically high potential identification and cultivation; cross-enterprise career development strategies and programs; and articulation of leadership competencies
• Spearhead efforts to support the company's succession planning process at senior levels, and focus on influencing programs to develop a flow of talent that dovetails with succession in all key business functions
• Drive progressive and business-centered learning and leadership development across the organization, including the integration and deployment of enterprise-wide learning strategies and solutions, as well as programs to ensure leaders at all levels are properly trained
• Direct an efficient and effective performance management process that aligns its company values, core competencies for development and business drivers

The ideal candidate will have significant experience as a Human Resources leader, with discipline expertise in the Learning and Talent Management specialty areas.  He/She will be an influencer and a collaborator, with strong relationship building skills, demonstrated change management capability, and both strategic and operational acumen.  The ability to understand KPI's, nuances of this industry, and to translate these into meaningful learning initiatives and opportunities for development will be critical to the success of this individual.  Personally, this person must be team-oriented, innovative, entrepreneurial, and not easily flustered.  An ability to laugh at one's self and to overcome obstacles with a sense of humor will go a long way.

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• We are very pleased to have been retained by WGBH (the public media powerhouse serving New England, the nation, and the world with educational content that informs, inspires and entertains) to conduct a search for a Managing Director of Total Rewards and HR Technology.  Reporting to the Vice President of Human Resources and partnering with other members of the HR team, this role will have overall responsibility for the strategic and operational activities related to WGBH's benefits and compensation programs and for its HR systems and workforce data.

Specific responsibilities will include:

• Manage all aspects of WGBH’s compensation strategy including base salaries; merit, promotion and equity increases; and incentive compensation (analysis, design, communication, administration, budget and legal compliance, as well as leading annual merit increase planning and implementation process)
• Lead a major initiative to design, develop and implement a cost-effective and competitive compensation structure and program including selection and assessment of relevant market-data, creation of job families and salary grades, titling conventions, job analyses, etc.  
• Overall responsibility for the development, analysis and forecast of a multi-million-dollar benefits budget, working closely with Finance to ensure financial impacts are addressed and accounted for
• Overall responsibility for managing Workday HCM, including compensation, benefits, performance management, recruiting, learning, and other Workday modules (will oversee ongoing implementations, configurations and updates)
• Provide leadership to and direct supervision of benefits, compensation, HRIS and operations staff through effective coaching, on-going feedback and performance management

Ideal candidates will have a minimum of ten years of progressively responsible experience in managing compensation, benefits and HRIS (with a strong preference for Workday).  Strong analytical skills, as well as project planning and management capability, business acumen, customer service focus, and written and oral communications skills will be essential.  A team player who can influence, negotiate, listen, and collaborate effectively is required, and we expect this individual to have a strong process and operational orientation.

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