Chief People Officer

Chief People Officer

Reporting directly to the CEO, the Chief People Officer will lead all aspects of Human Resources, including Talent Acquisition, HR Business Partners, Total Rewards, Learning & Development, Employee Relations, HR Operations, and HRIS.

The CPO will oversee a dedicated, mission-driven HR team and will be responsible for assessing current capabilities, strengthening leadership bench, and implementing a modern, scalable HR operating model. This leader will play a critical role in integrating HR practices across the organization while maintaining sensitivity to the unique needs of individual sites and populations served.

This is a highly visible, hands-on leadership role requiring both strategic vision and operational execution, as well as a strong on-site presence in HSL's flagship Boston campus and all HSL sites to build trust and engagement with employees at all levels. Key responsibilities will include the following:

Strategic Leadership & Culture

• Serve as a strategic advisor to the CEO and SLT on all human capital matters
• Lead the development and execution of a comprehensive people strategy aligned to HSL's long-term strategic plan
• Drive a unified "One HSL" culture while balancing consistency with the unique needs of individual sites and service lines
• Establish and reinforce a culture of accountability, collaboration, respect, transparency, anticipation and performance

Talent & Workforce Strategy

• Assess and strengthen Talent Acquisition, significantly reducing time-to-fill and building proactive pipelines
• Develop and implement retention strategies to address workforce shortages and improve stability
• Lead enterprise workforce planning, aligning staffing models with operational and financial realities
• Enhance employer branding, supporting the organization's continuous improvement approach and desire to retain its status as a leading employer in the Greater Boston market

Leadership Development & Organizational Effectiveness

• Design and implement learning & development strategies and platforms to build leadership capability
• Establish and drive succession planning frameworks, addressing near- and long-term leadership gaps
• Coach and develop senior leaders to enhance organizational effectiveness and accountability

Employee Experience & Engagement

• Continuously enhance the employee experience based on feedback, particularly from front-line and non-exempt staff
• Ensure HR is visible, accessible, and responsive across all campuses and employee populations
• Lead employee engagement survey strategy, including analysis, action planning, and organizational follow-through
• Advance employee wellbeing, recognition, and communication strategies

HR Transformation & Operating Model

• Transition HR into a strategic, proactive function aligned with business priorities
• Design and implement a scalable HR operating model across a multi-site, matrixed organization
• Assess team capabilities, address skill gaps and succession risks, and clarify roles and accountability
• Standardize and streamline HR processes while maintaining flexibility where needed

HR Technology & Analytics

• Champion the evolution of Workday to its full potential. Leverage related HR technologies, as needed.
• Drive adoption and change management across HR and the broader organization
• Establish a robust HR analytics and KPI framework to inform decision-making and measure impact

Governance, Risk & Compliance

• Serve as executive liaison to relevant Board committees (e.g., Compensation, Retirement)
• Partner with Legal on complex employee relations matters, regulatory compliance, workforce related risks and Total Rewards changes
• Maintain deep knowledge of employment laws and ensure organizational compliance
• Help sustain a strong employee relations environment that promotes a culture of direct engagement, transparency, and fair resolution of workplace issues

Financial Partnership

• Partner closely with Finance to align workforce strategy with financial planning and budget constraints
• Oversee the design, execution, and continuous improvement of Total Rewards and employee support programs, including long-term compensation planning and plan administration; comprehensive benefits strategy and annual renewals; leave management (FMLA, workers' compensation, and return-to-work programs); and employee wellness initiatives that enhance engagement, compliance, and overall employee experience
• Ensure Total Rewards programs appropriately balance competitiveness, equity, and financial sustainability
• Support payroll, workforce cost modeling, and annual budgeting processes

Leadership Competencies & Behaviors

Success in this role will require a leader who embodies the following:

Courage & Candor

• Willing to challenge the status quo, communicate openly, and address difficult issues directly

Emotional Intelligence

• Builds trust, demonstrates self-awareness, and effectively navigates complex interpersonal dynamics

Influence & Collaboration

• Able to align diverse stakeholders across a matrixed organization without relying on formal authority

Execution & Accountability

• Sets high standards, drives results, and holds self and others accountable

Adaptability & Resilience

• Thrives in ambiguity and can pivot effectively in a rapidly evolving environment

Vision & Change Leadership

• Translates strategy into action and mobilizes teams around a clear and compelling future

Candidate Profile

The ideal candidate will be a seasoned HR executive with a demonstrated ability to lead transformation in complex, service-oriented organizations. Key attributes will include:

Experience & Background

• 15+ years of progressive HR leadership experience, including executive-level roles
• Proven success leading organizational transformation, culture change, and workforce strategy
• Experience in multi-site, matrixed environments with diverse employee populations
• Industry experience in healthcare, senior living, or similarly regulated sectors is helpful but not required
• Demonstrated success leveraging HR technology (especially Workday) to drive organizational impact

Leadership Capabilities

• Strategic thinker with the ability to translate vision into execution
• Hands-on leader comfortable operating in a resource-constrained environment
• Strong change agent with the ability to influence and align stakeholders
• Skilled at building trust and credibility across all levels of the organization

Personal Attributes

• High emotional intelligence, resilience, and authenticity
• Strong sense of purpose and connection to meaningful work
• Collaborative, transparent, visible and engaging leadership style
• Demonstrates strong listening skills and empathy, taking the time to understand what matters most to stakeholders and incorporating those insights into thoughtful, effective people strategies.

Remote Type:

Hybrid

Salary Range:

$0.00 - $0.00