Chief Equity and Human Resources Officer

CI Communications

Dec 3, 2021

Title: Chief Equity and Human Resources Officer

Reports to: CEO

Location: Children’s Institute, downtown Portland or remote work based on office open/closed status

Job Classification: Full-time/exempt

Salary: $115,000 starting salary, based on experience

Closing: Applications will be reviewed on a rolling basis. Early application is encouraged.

To Apply: Please submit a resume through the job posting via LinkedIn 

Proof of formal COVID-19 vaccination or valid medical/religious exemption required for all applicants, effective 12/01/2021. 

Children’s Institute (CI) envisions an Oregon where every child is prepared for success in school and life. To meet this goal, we advocate for strategic investments in high-quality early childhood education and healthy development, the most effective strategies to improve long-term outcomes for children, with a focus on children who experience barriers to opportunity due to race, poverty, disability, language, and geographic location.

Our advocacy and implementation efforts strive to connect research, lived experience, and community voice as we work to ensure that more children who experience barriers to opportunity succeed in kindergarten and meet third grade benchmarks.

The Chief Equity and Human Resources Officer (CEHRO) should bring a personal and professional commitment to advancing racial and economic justice. The ideal candidate will bring an understanding of strategic and traditional HR and DEI practices. Working in collaboration with team members, they will engage in supportive processes and practices aimed at furthering an inclusive workplace culture.

 

POSITION DESCRIPTION

The CEHRO will work closely with the CEO of Children’s Institute to lead the development and implementation of proactive diversity, equity, and inclusion initiatives which will support CI’s new strategic plan. The CEHRO will be expected to lead in building a welcoming and inclusive culture at CI while managing human resources functions with support from the finance & operations team. The CEHRO will serve as a vital member of the leadership team and will be expected to drive and shape a culture of belonging. They will do this by embedding diversity, equity, and inclusion practices internally through coaching, HR policies, practices, and procedures, and when necessary, externally, as a public facing staff member.

Additionally, the CEHRO is expected to enact innovative HR practices and processes that bolster internal effectiveness that impact the organization’s design and culture. This position requires a leader with strong communication, partnership, and collaboration skills, as well as the ability to work across all teams within the organization and broader community.

Reporting to the CEO, and serving as a member of the leadership team, the CEHRO is a critical member of CI staff, charged with creating, supporting, and balancing the functions of traditional and strategic HR while embedding equity and inclusion throughout CI’s talent and employee life cycle.

 

RESPONSIBILITIES

Diversity, Equity, and Inclusion (60%)

  • Champion and lead the DEI Leadership Team which is currently comprised of a cross-functional/cross-positional employee group with seven members
  • Implement staff-level DEI training and ensure the implementation and tracking of annual equity plans, ultimately being responsible and serving as a thought partner and in a supporting capacity for all organizational DEI efforts
  • Provide strategic leadership and coaching in the implementation of diversity, racial equity, and inclusion initiatives and strategies
  • Facilitate regular DEI trainings in partnership with CEO for all staff/board meetings to deepen shared understanding and communicate HR/DEI updates across the organization
  • Co-develop effective change management strategies and ensure successful implementation
  • Provide coaching and partnership to departments to increase understanding and knowledge of equity and inclusion
  • Serve as a strategic organizational effectiveness coach and internal consultant, providing mentorship to employees, managers, and organizational leaders on an individual, team, and/or organization-wide basis
  • Design, implement, and ensure ongoing support for Employee Resource Groups (ERG) that seek to enhance and support the development of a culture of belonging
  • Enhance departmental and cross team performance and partnerships through trainings, retreats, and assessing internal capacity

Human Resources, Operations, Employee Relations (40%)

  • Refine and define human resources talent lifecycle including hiring, onboarding, employee benefits, staff evaluations, professional development, and separations
  • Work in partnership with managers, create and implement professional development programs and mentorship opportunities for organizational succession planning
  • Manage, process, and investigate when needed, staff experience, feedback, and grievances
  • Act as liaison for staff to board communications
  • Direct the development and implementation of personnel policies, procedures, and guidelines in compliance with local, state, and federal laws.
  • Communicate policies, procedures, laws, standards, and governmental regulations to employees and managers
  • Oversee the maintenance of an equitable, market-competitive salary and benefits structure that is aligned with the organization’s total compensation philosophy and operating budget
  • Direct the annual renewal process for benefit programs
  • Manage an annual employee and consultant review process
  • Oversee OSHA, EEO, Medicare, Affordable Care Act, Worker’s Compensation, and unemployment reporting and claims

 

POSITION QUALIFICATIONS

  • BA degree in Human Resources, Business, Human Relations, Psychology, Organizational Behavior/Development preferred
  • Mission-driven individual
  • Experience working in social enterprises
  • Excellent interpersonal and communication skills
  • Experience identifying and addressing racial or ethnic barriers using an equity lens, data, and/or other approaches
  • Experience and understanding of human resources practices as well as professional experience integrating DEI in a professional context
  • Experience facilitating conversations about racism and intersectional oppressions in diverse groups
  • Knowledge of HR best practices
  • Exceptional business writing, editing, and proofreading skills, with ability to compose reports, proposals, meeting minutes and other business correspondence
  • Demonstrated ability to maintain confidentiality
  • Team player with the ability to collaborate effectively with others

 

BENEFITS

  • Employer fully paid employee medical/dental coverage; employer pays 25% of dependent coverage
  • Employer fully paid long-term disability coverage
  • Employer fully paid life insurance, accidental death, and employee assistance plan
  • 401(k) Retirement Savings Plan with qualified match and contribution
  • 125 Flexible Benefits Plan
  • Generous paid time off, sick leave, and holidays

 

EQUAL EMPLOYMENT STATEMENT

Children’s Institute is an equal opportunity employer. It is the policy of CI to provide equal employment opportunity in accordance with applicable law to all qualified individuals without regard to race, color, creed, religion, age, gender, gender identity, sexual orientation, marital status, military status, political opinion, national origin, familial status, mental and physical ability, source of income, or any other status protected by federal, state, or local law in all personnel actions. Personnel actions include recruitment, selection, promotion, compensation, training, and termination. Relations between employees shall be based on mutual respect, and regard for the effectiveness and well-being of the organization.

 

REASONABLE ACCOMMODATION STATEMENT

Consistent with applicable disability law, Children’s Institute will provide reasonable accommodations to assist qualified applicants or employees with disabilities to participate in the job application process, to perform the essential functions of a job, and to enjoy the same benefits and privileges of employment applicable to similarly situated employees without disabilities, provided the accommodation would not impose an “undue hardship” on the operation of CI.

 

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