Vice President, Chief People and Culture Officer

Vice President / Chief People and Culture Officer

Reporting To Executive Vice President, Enterprise Strategy and Performance

Location New York, NY, Chicago, IL or San Francisco, CA - Hybrid

Company Description

Rockefeller Philanthropy Advisors

https://www.rockpa.org/

Rockefeller Philanthropy Advisors (RPA) is a nonprofit organization that currently advises on and manages more than $400 million in annual giving by individuals, families, corporations, and major foundations. Rockefeller Philanthropy Advisors accelerates philanthropy in pursuit of a just world

Continuing the Rockefeller family’s legacy of thoughtful, effective philanthropy, RPA remains at the forefront of philanthropic growth and innovation, a diverse team with significant depth of knowledge across the spectrum of issue areas. Founded in 2002, RPA has grown into one of the world’s largest philanthropic service organizations and, as a whole, has facilitated more than $3 billion in grantmaking to nearly 70 countries. RPA serves as a fiscal sponsor for more than 120 projects, providing governance, management, and operational infrastructure to support their charitable purposes.

Scope and Responsibilities

The Vice President, Chief People and Culture Officer (CPCO) is an experienced and strategic executive senior leader that is responsible for aligning RPA’s people and culture strategy with the overall business strategy and goals. This individual plays a critical role in shaping the employee and workplace experience, the culture, talent management practices, and ensuring that the organization is well-positioned to attract, develop, engage and retain top talent.

As a critical partner to the executive leadership team, the CPCO works closely with all levels of leadership to build and maintain a high-performance organization and fostering a culture of inclusion, belonging, innovation, and accountability. This role requires a strategic leader who can translate the business strategy into actionable HR programs and initiatives while ensuring compliance with relevant labor laws and maintaining a productive and engaged workforce.

The CPCO will oversee all aspects of human resources, from talent acquisition to retirement including talent development, compensation, benefits, business partnership, employee relations and organizational health, ensuring that RPA remains competitive and sustainable.

This is a pivotal and highly visible leadership position at RPA. Looking for a dynamic, proven leader who can lead and develop an HR team, provide overall HR strategic direction for RPA, and drive transformational initiatives.

Core Goals: The critical priorities for Year 1

Identify and formalize the Employer Value Proposition (EVP) for RPA.

Architect the blueprint for a three (3)-year talent and organizational health and infrastructure strategy to nurture and curate a culture that promotes collaboration, innovation, and high performance with consistent, competitive service excellence.

Develop clear and consistent people and organizational policies that ensure compliance with labor laws and promote the consistent application of practices for equity and fairness.

Enhance the employee experience, capabilities, mobility potential and engagement through competitive people programs including compensation, benefits, wellbeing, and employee relations management.

Specific Responsibilities

People Management: Coach and mentor HR team to foster their professional development, people management capabilities and succession planning effectiveness. Drive employee engagement through initiatives that promote a positive, inclusive, and collaborative work culture.

HR Operations & Systems: Oversee the HR function, including HR information systems, employee records, and HR analytics. Ensure that HR operations are efficient and aligned with organizational needs.

Talent Strategy and Workforce Planning: Develop and execute a comprehensive talent strategy that includes workforce planning, recruitment, and leadership development. Ensure that the organization has the right talent in place to achieve its strategic objectives.

Culture and Employee Engagement: Lead initiatives that foster an inclusive and collaborative culture. Develop programs to enhance employee engagement, well-being, and organizational performance.

Diversity, Equity, and Inclusion (DEI): Champion DEI initiatives and ensure that the organization is committed to creating a diverse workforce and an equitable and inclusive work environment.

Compensation, Benefits and Wellbeing: Lead the development and administration of competitive compensation and benefits packages that support employee retention and engagement. Design and manage competitive compensation and benefits programs that attract, motivate, and retain top talent while ensuring alignment with the organization’s financial objectives.

Learning & Development: Create and implement learning and development programs that drive employee growth, leadership capabilities, and organizational effectiveness.

Employee Relations & Compliance: Ensure the organization is compliant with all labor and employment laws. Develop policies and practices that foster positive employee relations and minimize risk.

Performance Management: Oversee the design and execution of performance management systems that align individual goals with organizational objectives, foster accountability, and promote continuous improvement.

Talent Acquisition & Development: Lead the strategy for attracting, hiring, and developing high-caliber talent to meet current and future needs. Ensure the development of leadership capabilities across the organization.

Change Management: Guide and provide strategic advisory to the organization through periods of change, ensuring that P&C strategies support organizational transformation while balancing business continuity.

Relationships and Interactions with Internal Stakeholders:

Executive Leadership Team: Strategic advisor and partner to the President and CEO, the Executive Vice President, the Senior Vice President and other peer leadership team members to ensure alignment of P&C strategy, initiatives and culture across the enterprise.

Senior Leadership: Work with divisional and functional leaders to understand their talent needs and ensure that P&C initiatives support their divisional goals.

Board of Directors: Provide regular updates to the board on P&C related matters, decisions and initiatives.

People and Culture Team: Oversight, management, leadership and development for the P&C team leaders and members.

Relationships and Interactions with External Stakeholders

Vendors & Consultants: Manage relationships with external partners, including recruitment agencies, benefits providers, and training consultants.

Industry Peers & Networks: Engage with HR professionals and industry groups to stay informed of best practices and trends in human capital management.

Key Selection Criteria

Bachelor’s degree in Human Resources, Business Administration, or a related field. MBA or MA/MS in human resources or related field preferred. SHRM certification a plus.

A minimum of 10 years of People & Culture experience, preferably including 7 years in senior leadership positions successfully leading a team.

Experience leading an HR function for either profit and/or nonprofit industry.

Business acumen, including a solid understanding of the intersection between business and people and culture, and the value strategic HR can bring to the organization.

Strategic thinker with a proven track record of elevating and evolving business in line with contemporary and best practices.

Creativity, with experience funding activities in ways that both cover costs and generate operating margins.

Demonstrated ability to use data to establish and measure practical KPIs and metrics while making informed decisions for long-term growth. Maintain accountability based on the right metrics.

Working knowledge Workday a plus.

Proven ability to design and implement innovative HR programs and initiatives that drive employee engagement, performance, and retention.

In-depth knowledge of HR best practices.

Experience working with C-level and Board members on key matters related to people and culture.

Personal / Professional Attributes

Proven ability to influence stakeholders at varying levels.

Personal credibility and accountability with a proven record of building trusted relationships with senior business leaders.

Strategic thinker with a proven track record of elevating and evolving business in line with contemporary and best practices.

Strong interpersonal skills with an ability to build rapport with partners and colleagues.

Highly collaborative relationship builder with excellent written and verbal communication skills.

Ability to work in a fast-paced environment while remaining flexible and resilient.

High integrity, trustworthiness, and strong work ethic.

Rockefeller Philanthropy Advisors’ mission is to accelerate philanthropy in pursuit of a just world, by providing deep global expertise to make philanthropy more thoughtful, equitable and effective.

The individual in the role must demonstrate a commitment to RPA’s Values believing in the following:

That philanthropy can help create a better world.

Making decisions that center people and communities.

That philanthropy has a responsibility to pursue equity.

To uphold the highest standards of integrity and trust.

Committed to learning and sharing knowledge.