Chief People Officer (CPO)

Chief People Officer (CPO)

HBK is a growing Top 50 accounting firm according to Accounting Today magazine and a Top 100 registered investment advisory firm (RIA) according to Financial Advisor Magazine. Our hundreds of collaborating professionals have created and fostered thousands of close, caring, supportive client relationships. 

Growth requires talent, so we continue to seek capable, dedicated professionals in all aspects of financial services. Our recruits choose their career paths. We want you to excel in your career as part of a dynamic team, and we provide the support and the resources to help you succeed. The breadth and depth of experience we offer you is unique in the marketplace. 

We are entrepreneurs working with entrepreneurs, owners working with people who are owners of small and mid-size businesses, the heartbeat of our country. We are more consultants than number crunchers, an influence in our communities as well as our clients and their finances. When we go home at night, we know we’ve made something happen for our clients. If you want a career that is all about helping people, you’re the kind of person we’re looking for. Please read on to discover if you could see yourself joining the HBK Family as our newest Chief People Officer.

Overview

As Chief People Officer, you will be responsible for leading the Human Resources function of our family of companies (HBK CPAs & Consultants, HBKS Wealth Advisors, Vertilocity, High Performance, & HBK Valuation Group), creating and implement HR strategies that support the firm’s goals and objectives, while fostering a culture of excellence, inclusiveness, and innovation.

Qualifications and Experience: 

• Bachelor’s degree in human resources, business administration, or a related field.
• 15 years of experience in human resources leadership roles, including 5 years in a senior executive position.
• Strong business acumen, strategic thinking, and problem-solving skills.
• Excellent interpersonal, communication, and relationship building skills, with a track record of building and leading successful HR teams.
• Proven ability to design and implement innovative HR programs and initiatives that drive employee engagement, performance, and retention.
• Demonstrated experience in creating and executing HR strategies that align with organizational goals and objectives.
• Excellent knowledge of HR policies, procedures, and best practices, including employment laws and regulations.
• Strong analytical and financial acumen, with experience in developing and managing HR budgets.
• Proven ability to partner with senior leaders and drive workforce planning and talent acquisition initiatives.
• Experience in leading HR technology implementations and data analytics initiatives.

 Detailed Skills Description:

Strategic thinking: The ability to think critically and develop long-term plans that align with the organization’s goals and vision.

Leadership: The ability to inspire and motivate teams to achieve their best and drive change within the organization.

Talent Management: The ability to attract, develop, and retain the best talent, including the ability to identify skills gaps and develop strategies to address the.

Organizational design: The ability to design and structure the organization to optimize performance and achieve business objectives.

Communication: Excellent communication skills, including the ability to articulate complex ideas to both technical and non-technical audiences.

Change management: The ability to lead and manage change initiatives and to drive adoption of new processes and systems.

HR expertise: Deep knowledge of HR processes and practices, including compensation and benefits, performance management, and employee relations.

Business acumen: Strong understanding of the business environment, including industry trends, financial metrics, and the competitive landscape.

Analytical skills: Ability to analyze and interpret data and use this information to drive decision-making and business strategy.

Cultural sensitivity: A strong understanding of diversity and inclusion, and the ability to create a culture of respect and inclusion within the organization.

Key Responsibilities:

• Develop and implement an effective HR strategy that aligns with the organization’s goals and objectives, while supporting the overall vision and mission of the organization
• Lead the HR team in developing and implementing best practices, policies, and procedures to support the organization’s talent management, employee relations, and other HR functions.
• Oversee the design and execution of a comprehensive employee engagement program including employee recognition and rewards, and development initiatives.
• Develop and implement programs and initiatives to foster a diverse, inclusive, and respectful workplace culture.
• Lead the development of performance management systems that drive performance, engagement, and career development for employees.
• Ensure compliance with all legal requirements and regulations related to HR and employee relations.
• Develop and manage HR budgets, forecasting and reporting, ensuring efficient and effective use of resources.
• Partner with senior leaders to develop and execute workforce planning and talent acquisition strategies to ensure the organization has the right talent in the right roles at the right time.
• Ensure effective management of HR systems, technology, and s=data analytics to support the business needs of the organization.

Key Performance Indicators (KPIs):

Human Resource Strategy: Developing and implementing a comprehensive HR Strategy aligned with the overall organizational goals.

Talent Acquisition and Management: Overseeing the development and execution of talent acquisition, retention, and management programs, ensuring that the organization has the right people in the right roles.

Employee Relations: Creating and implementing employee relations policies and practices that support a positive and inclusive workplace culture.

Performance Management: Developing and implementing performance management systems to measure and evaluate employee performance, ensuring alignment with organizational goals.

Learning and Development: Overseeing the design and delivery of learning and development programs to enhance employee skills and knowledge.

Compensation and Benefits: Designing and implementing compensation and benefit programs that attract, retain, and motivate employees.

Diversity, Equity, and Inclusion: Developing and implementing diversity, equity, and inclusion programs to promote a diverse and inclusive workplace.

HR Operations: Overseeing the HR operations to ensure efficient and effective delivery of HR services, including HR technology and analytics.

Compliance: Ensuring compliance with all relevant labor laws and regulations, as well as internal policies and procedures.

Leadership: Providing leadership and guidance to the HR team and serving as a strategic business partner to the executive leadership team.

 BENEFITS WE OFFER:

• Competitive Compensation
• Open Paid-time-off policy
• We provide a flexible work environment to offer work/life balance
• 401(k) plan with company match and safe harbor contribution
• Medical, dental, and vision insurance
• Company Paid Life Insurance
• 9 Paid holidays
• Annual Performance Reviews
• And Much More…

HBK provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.