CHIEF HUMAN RESOURCES OFFICER

For more than 55 years, Annandale Village has been dedicated to providing exceptional support and services to adults with intellectual and developmental disabilities and acquired brain injuries. Through a unique continuum of residential, clinical, vocational, and day support programs, Annandale empowers individuals to live lives filled with purpose, dignity, independence, and connection. As a mission-driven nonprofit organization, Annandale believes its employees are the foundation of its success. Every interaction, every relationship, and every opportunity created contributes to the quality of life experienced by the individuals we serve. Annandale is committed to fostering a culture where employees feel valued, supported, and inspired to make a meaningful difference every day. Position Summary The Chief Human Resources Officer (CHRO) serves as a member of Annandale Village's Executive Leadership Team and is responsible for developing and executing people strategies that support the organization's mission, strategic plan, and long-term sustainability. Annandale Village serves adults with intellectual and developmental disabilities and acquired brain injuries through a unique continuum of residential, clinical, vocational, and day support services. With approximately 175 employees across multiple programs and levels of care, Annandale relies on a highly engaged workforce to fulfill its mission and provide exceptional support to those it serves. Reporting directly to the Chief Executive Officer, the CHRO provides leadership for Human Resources, Talent Acquisition, Employee Development and Benefits Administration. This role serves as a strategic partner to organizational leaders while maintaining a hands-on approach to workforce planning, recruiting, employee engagement, leadership development, and organizational culture. As a member of the Executive Leadership Team, the CHRO is responsible for advancing the workforce and talent-related priorities within Annandale's strategic plan. This includes leading initiatives focused on recruitment, retention, succession planning, leadership development, employee engagement, and total rewards strategies designed to attract, develop, reward, and retain exceptional employees. Unlike many large-scale corporate CHRO roles, this position offers the opportunity to work closely with leaders throughout the organization and directly influence organizational culture, workforce strategy, employee development, and long-term sustainability. Annandale's employees are central to its mission and culture, and the CHRO plays a critical role in ensuring the organization attracts, develops, and retains the talented and compassionate workforce needed to support those we serve. Essential Functions Strategic Workforce Planning and Organizational Development Serve as a member of the Executive Leadership Team, contributing to organizational strategy, planning, and decision-making. Partner with the CEO and Executive Leadership Team to develop and execute people strategies that support organizational growth, leadership continuity, and long-term sustainability. Lead the development and execution of workforce strategies that support Annandale's strategic plan and organizational priorities. Develop and maintain a comprehensive succession planning framework that identifies critical positions, assesses internal talent, and creates intentional pathways for employee growth and advancement. Partner with organizational leaders to identify future leadership needs and establish development opportunities that strengthen Annandale's leadership pipeline. Utilize workforce metrics, turnover data, engagement results, and labor market trends to inform strategic decision-making. Evaluate organizational structures, staffing models, and workforce needs to support operational effectiveness and long-term sustainability. Promote a culture of accountability, engagement, continuous improvement, and mission-driven service. Talent Acquisition, Retention, and Employee Experience Lead the development and execution of innovative recruitment and retention strategies aligned with Annandale's strategic priorities, with a focus on workforce stability, leadership continuity, and long-term organizational success. Oversee talent acquisition efforts, including workforce marketing, candidate sourcing, interviewing practices, candidate experience, onboarding, and hiring processes. Develop and implement initiatives that strengthen employee engagement, recognition, communication, and workplace satisfaction. Monitor workforce trends, turnover data, employee feedback, and engagement results to identify opportunities for improvement. Establish and monitor key workforce metrics related to recruitment, retention, engagement, leadership development, and succession planning and utilize results to drive continuous improvement. Support leaders in building high-performing teams and fostering a positive, inclusive, and mission-focused workplace culture. Strengthen Annandale's reputation as an employer of choice within the disability services, healthcare, and nonprofit sectors. Leadership Development and Learning Provide strategic oversight of employee orientation, leadership development, and workforce development initiatives. Partner with leaders to identify skill gaps and develop programs that support employee growth and organizational effectiveness. Create and maintain intentional pathways for employee advancement, leadership readiness, and career development. Support organizational succession planning efforts through leadership development, mentoring opportunities, and internal talent development initiatives. Promote a culture of continuous learning and professional growth throughout the organization. Human Resources Operations and Benefits Provide executive oversight of Human Resources operations, including employee relations, compensation administration, benefits administration, leave management, HR systems, and employment practices. Lead the evaluation, design, and enhancement of Annandale's total rewards strategy, including health and welfare benefits, retirement programs, wellness initiatives, paid time off programs, and other offerings that support recruitment and retention objectives. Regularly assess the competitiveness and effectiveness of employee benefits and compensation programs and recommend enhancements that align with organizational goals and available resources. Ensure compliance with applicable federal, state, and local employment laws and regulations. Oversee HR audits, reporting requirements and policy administration. Monitor regulatory changes and recommend updates to policies, practices, and training programs as needed. Serve as a trusted advisor to leaders regarding employee relations matters, performance management, workplace investigations, corrective action, and employment-related risk management. Performance Management and Organizational Effectiveness Lead organizational performance management processes and support leaders in establishing clear expectations, accountability, and employee development plans. Partner with leaders to improve employee performance, engagement, and retention through coaching and development strategies. Assist with workforce planning and organizational design efforts that support both current operational needs and future growth. Utilize workforce analytics and performance data to identify trends and drive continuous improvement initiatives. Qualifications Education and Experience Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field required. Master's degree preferred. Progressive leadership experience in Human Resources, Talent Management, Organizational Development, Workforce Development, or a related field, including demonstrated success influencing leaders and driving organizational initiatives. Demonstrated success in recruitment, retention, employee engagement, leadership development, workforce planning, and succession planning initiatives. Experience influencing leaders, managing organizational change, and driving strategic workforce initiatives. Experience working in healthcare, human services, nonprofit organizations, or other mission-driven environments preferred. Certifications SHRM-CP or SHRM-SCP PHR or SPHR Other relevant Human Resources certifications Knowledge, Skills, and Abilities Strong understanding of Human Resources principles, employment law, talent management, and workforce development practices. Ability to think strategically while maintaining a hands-on, service-oriented approach. Strong leadership, coaching, and relationship-building skills. Excellent written, verbal, and presentation communication skills. Ability to influence and collaborate effectively across all levels of the organization. Strong problem-solving, critical thinking, and decision-making abilities. Ability to analyze workforce data and utilize metrics to drive organizational improvements. Demonstrated ability to lead change and support organizational growth. Demonstrated commitment to servant leadership, person-centered support, and creating workplace cultures where both employees and those served can thrive. Commitment to Annandale Village's mission, values, and culture. Supervisory Responsibilities This position provides leadership and oversight for Human Resources, Talent Acquisition, Employee Development, Benefits Administration, and Human Resources functions and directly supervise Human Resources staff and other assigned personnel. Physical Requirements Ability to sit, stand, walk, bend, and reach as necessary to perform job duties. Ability to travel throughout Annandale's campus and facilities. Ability to occasionally lift and/or move up to 25 pounds. Work Environment Work is primarily performed in an office environment with regular interaction throughout Annandale's residential, clinical, vocational, and program service areas. Occasional evening and weekend work may be required to support organizational initiatives, training activities, employee events, recruitment efforts, or operational needs. Executive Benefits Annual performance-based incentive opportunities. Executive life insurance benefits. Participation in executive retention and long-term incentive programs. Professional development and executive leadership growth opportunities. Other executive benefits as approved by the Chief Executive Officer and Board of Trustees. #J-18808-Ljbffr