Chief Human Resources Officer

ORGANIZATION BACKGROUND/CULTURE

Enterprise is a national nonprofit that exists to make a good home possible for the millions of families without one. With nearly 1000 employees and offices across the country, we support community development organizations on the ground, aggregate and invest capital for impact, advance housing policy at every level of government, and build and manage communities ourselves. Since 1982, we have invested $54 billion and created 873,000 homes across all 50 states – all to make home and community places of pride, power and belonging. With 40 years of experience in addressing America’s massive shortage of affordable rental homes, Enterprise is the only national nonprofit that does it all – solutions, capital and community development – under one roof.

The Opportunity

Enterprise presents a rare opportunity to lead the Human Resources function of the largest affordable housing nonprofit in the United States. The future Chief Human Resources Officer ( CHRO ) is a high-impact human resources executive who is a strategic doer – a leader who understands how to build and execute an HR platform that can deliver across a multi-faceted organization with a highly diverse community of employees including, but not limited to, nonprofit program, policy and advisory professionals, financial services and investment professionals, real estate developers, hourly team members at our owned properties, and corporate-wide service functions. This diverse organization requires a leader who has the strategic experience to design both an HR organization and operational infrastructure that can serve our broad range of employees. The successful leader has experience operating businesses at scale, as well as timely and strategic deployment of people and resources to ensure strategy execution and implementation. It also takes a leader who can build a strong culture that is characterized by a strong commitment to diversity, equity and inclusion, partnership with its business leaders, empowerment with its team, and data-driven with its operations.

Reporting to the CEO, the CHRO has responsibility over human resource management, including: talent acquisition; talent and organizational development; total rewards and human resources information systems ( HRIS ); employee relations and HR business partnerships; Diversity, Equity & Inclusion; compliance with employment and other related laws; and the management of Enterprise’s office portfolio. The CHRO will also actively engage and work with its Board of Trustees, and serve on Enterprise’s Operating Committee (aka, its executive committee), which includes the CEO, the three division presidents, the CFO, CHRO, CLO, and COO.

Key Responsibilities

• Remains current on and applies best practices to the HR function and provides relevant input into business initiatives based on the implications for people while considering organizational strengths and constraints. Frames issues and brings the appropriate data and analytics to discussions to facilitate problem solving.
• Aligns HR strategy and processes with organizational and departmental strategic and operating goals. Evaluates, enhances/develops, implements, and champions Human Resources policies and procedures of the organization. Provides guidance to and collaborates with the HR leadership team and empowers these leaders while holding them accountable to meeting the strategic goals of the organization.
• Plans, develops, organizes, implements, leads, and evaluates the organization’s human resources function with a focus on sustaining an equitable and high-performance culture. Provides leadership to human resources staff to establish mutual priorities and deploy resources in the most effective manner to support organizational business priorities and build a common, philosophy about work, people, culture and performance.
• Develops human resource planning models to identify competencies, knowledge and talent gaps and develop recommendations for programs to fill the gaps. Develop appropriate programs and initiatives for effective talent acquisition, management, rewards and retention.
• Leads efforts to improve the overall people experience, to include collecting data through ongoing engagement and employee surveys and other metrics that track and measure engagement, empowerment, belonging as well as other workplace factors necessary for a high-performance workplace.
• Promotes and incorporates diversity, equity and inclusion principles into HR and organizational operations, goal setting and performance reviews.
• Utilize research and data driven insight to advance diversity, equity and inclusion through the overarching talent strategy and employee experience, including the development of outcomes, metrics and necessary data infrastructure to support the ongoing strategy.
• Champion continuous improvement efforts within the organization to ensure appropriate efficiencies and effectiveness as needs of the business change. Promote and create a learning environment to advance the professional development, expertise, and the knowledge of all employees, including the HR team to ensure peak performance and that HR and organizational practices and initiatives continue to support and drive the appropriate change within the organization. Fosters an environment of empowerment and employee engagement within the HR team and the organization at large.
• Develop and implement an HR communications plan that addresses and supports a diverse workforce including union, hourly and salaried employees.
• Maximize the HRIS (Workday) data to inform and improve the organization’s performance and support organizational programs and goals.
• Champions and models the organization’s Core Values and educates the organization about the importance of the Values through the work of the team. Assists leaders in holding themselves and staff accountable in displaying the Values in their daily interactions.
• Collaborates with the CEO on the development and engagement of the Leadership Team.
• Plans and manages the HR budget in line with organization’s financial goals and objectives.

Expertise Required

• A successful track record and experience in leading an effective, contemporary human resources department, implementing human resources best practices, and creating a transformational human resources culture.
• In-depth knowledge of all HR functions, relevant laws, systems and processes that support the organizational mission and vision.
• Savvy leadership skills with a strong ability to teach, coach, mentor and sustain a high performing HR staff that delivers timely and relevant HR solutions to the organization.
• At once strategic with the ability to execute a strategy across a multi-faceted organization.
• Ability to maintain the credibility of the human resources function through professional qualifications, humility, a high degree of integrity and leadership skills as well as the maturity, wisdom, and courage to be a trusted advisor, coach, and leader.
• Ability to work across a complex, multi-faceted environment with the agility to be resourceful, creative, and maintain flexibility to engage multiple parties across functions and business lines.
• Serve as a player coach; enjoys working in a fast-paced environment where one must roll up their sleeves alongside both leaders and team members.
• Possess strong collaboration skills to facilitate open sharing of information between various groups and individuals.
• Knowledge of organizational training and development competency models, and performance management and compensation systems design and implementation in an organization with diverse employee groups.
• Demonstrated organizational skills with a keen attention to detail and the ability to effectively manage multiple priorities and projects within given timelines.
• Proven aptitude for building relationships, credibility, and trust with stakeholders, and for creating a harmonious and collaborative work environment.
• Solution-oriented and innovative; ability to identify creative options for resolving issues that respond to multiple stakeholder interests and needs while also adhering to the standards of the organization
• Results driven with high levels of energy and passion in an environment where driving excellence, diversity, equity and inclusion are core values.
• Strong analytical capability.
• Innovative with a continuous improvement mindset.
• Exceptional written and verbal communication, listening, presentation and interpersonal skills. Ability to establish and maintain highly effective working relationships in a fast paced and demanding work environment, and the ability to communicate effectively across a diverse group of audiences in the organization.