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About the Role

The Chief People Officer (CPO) is accountable for attracting, developing, compensating, and retaining approximately 250 employees. This role involves shepherding workforce development, particularly for staff who are former guests. The CPO will lead the People team in strategic areas and is expected to build and mature the People function over the next three years.

Responsibilities

Develop and lead a multi-year people, talent, and workforce strategy.
Advise the CEO, Executive Management Team, and Board on workforce strategy and organizational design.
Serve as a candid thought partner to the CEO on people and organizational decisions.
Translate the Foundation’s mission and values into practiced organizational behavior.
Steward the Foundation’s leadership language and formation work.
Own leadership development strategy for the Foundation.
Coach executives and directors on leadership effectiveness.
Establish and sustain talent review, succession planning, and leadership pipeline practices.
Own employee engagement measurement and action plans.
Serve as an honest reader of organizational climate for the CEO.
Own the design and effectiveness of the full employee lifecycle.
Lead workforce planning and talent forecasting.
Ensure a sourcing capability equal to the Foundation’s hardest roles.
Ensure onboarding forms new staff into the mission and equips them for the work.
Ensure performance management is timely, consistent, equitable, and used by managers.
Strengthen internal mobility, cross-training, mentoring, and advancement pathways.
Translate exit and retention insights into actionable strategies.
Establish and maintain the Foundation’s compensation philosophy, job architecture, salary structures, market positioning, and pay practices.
Oversee employee benefits, wellness, employee assistance, and retirement programs.
Oversee the Foundation’s employee wellness program and its wellness committee.
Ensure compliance with federal, California, and local employment law and regulatory requirements.
Hold executive accountability for workplace safety, workers’ compensation, injury prevention, return to work, and OSHA and Cal-OSHA compliance.
Lead employee relations strategy, corrective action practice, and investigation standards.
Partner with legal counsel on claims, litigation, agency complaints, restructuring, workforce reductions, separation agreements, and other complex employment matters.
Partner with Finance and Facilities on workplace safety and emergency preparedness.
Build the documented processes, annual calendars, and service standards for the People function.
Lead implementation of an effective human resources information system and the move to paperless records.
Build workforce analytics that are used in decisions.
Provide compensation and wage analytics to defend pay decisions.
Evaluate and deploy technology, including AI applications, to improve capacity or quality.
Ensure sound human resources operations, including employee records, reporting, payroll-related processes, privacy protections, and service delivery.
Develop and steward the function’s budget, vendor relationships, and contracts.
Lead and develop the People team through clear expectations, coaching, and accountability.
Build capability within the team so that responsibility sits at the right level.
Transition the People function from a Chief-dependent model to a team-led operating model.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial and Organizational Psychology, or a related field, or an equivalent combination of progressively responsible executive-level education and experience.
At least ten (10) years of progressively responsible human resources, talent, or organizational leadership experience, including five (5) years in a senior leadership or executive role with responsibility for multiple talent functions.
Demonstrated experience building human resources systems, processes, and infrastructure where they were absent or underdeveloped.
Fluency with workforce data: able to build the analysis, not only interpret it, and to use it to inform an executive team.
Demonstrated success advising a CEO, Executive Team, Board, and senior leaders on complex workforce, organizational, talent, culture, and employee relations matters.
Demonstrated success developing workforce and talent strategies and leading organizational effectiveness initiatives.
Experience leading organizational effectiveness, culture, or enterprise change initiatives.
Strong knowledge of federal, California, and local employment laws and demonstrated experience partnering with legal counsel on investigations, claims, agency matters, restructuring efforts, workforce reductions, terminations, and other significant employment risks.
Proven ability to build trust, coach and develop leaders, lead and develop HR and talent professionals, influence across organizational levels, and drive results through collaboration, consultation, coaching, and candid communication.
Demonstrated ability to lead and manage diverse HR and talent functions through subordinate leaders.
Exceptional judgment, discretion, communication, facilitation, negotiation, conflict resolution, relationship-building, and executive presentation skills.
Strong business, financial, operational, and analytical acumen.
Demonstrated commitment to fostering a respectful, inclusive, accountable, and mission-centered workplace that reflects the Foundation's values.

Skills

Workforce planning
Talent acquisition
Talent development
Succession planning
Employee engagement
Employee retention
Employee relations
Compensation and benefits
Performance management
Compliance
HR operations
Workplace safety
Workers' compensation
Workforce data analysis
Organizational design
Leadership development
Culture development
Change management
Executive coaching
Conflict resolution
Negotiation
Relationship-building
Executive presentation
Financial acumen
Operational acumen
Analytical acumen
Budget management
Business case development

Location

San Francisco

Work Type

Full-time

Experience Level

Executive-level
Senior leadership
10+ years HR/talent/organizational leadership
5+ years senior leadership/executive role

Education Level

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial and Organizational Psychology, or related field
Master's degree (preferred)
SHRM-SCP, SPHR, or comparable advanced credential (preferred)

Salary/Compensations

$199,927 to $219,972

Benefits

Employee benefits
Wellness programs
Employee assistance programs
Retirement programs

About the Company

Founded in 1950, St. Anthony's is the most comprehensive safety net service center in San Francisco.
Directly providing food, clothing, medical care, addiction recovery services, access to technology, job training, and other critical resources to the community.
Supports and is supported by thousands of San Franciscans daily.
Work is rooted in Franciscan values: honoring dignity, compassionately accompanying others, and acting in solidarity with those in need.

Equal Opportunity

People of color, differently-abled people, LGBT, and folks with lived experience are strongly encouraged to apply.
St. Anthony's is proud to be an Equal Employment Opportunity Employer.
We value diversity of culture, thought, and lived experiences.
We seek talented, qualified individuals regardless of race, color, religion, sex, pregnancy, marital status, age, national origin or ancestry, citizenship, conviction history, uniform service membership/veteran status, physical or mental disability, protected medical conditions, genetic characteristics, sexual orientation, gender identity, gender expression regardless of physical gender, or any other consideration made unlawful by federal, state, or local laws.
St. Anthony's uses E-Verify to validate our new employees' eligibility to work legally in the United States.