Chief Human Resources Officer at Net@Work in Remote
Net at Work provides expert services and solutions to unleash the power of our customers' businesses. We help organizations transform themselves by digitally enabling them to unlock new levels of efficiency, performance, and success. We combine technology and business expertise with exceptional care to build long-term, trusted relationships; we're problem-solvers and promise-keepers, the twin principles upon which Net at Work was founded. They are the traits that our clients tell us they value most. While we provide a variety of technology-related business services delivered by a diverse group of 250-plus dedicated professionals, we are a single, tight-knit team. We share challenges and solutions, victories, and failures, valuing each team members' contribution to the whole. One company, with one goal:
enable our clients to unleash the power of their business through transformative technology. Net at Work is seeking a dynamic, seasoned HR leader to join our senior executive team as a Chief Human Resources Officer. The Chief Human Resources Officer will be a key member of the executive leadership team along with the Co-Founders, Chief Operating Officer, Chief Revenue Officer, Chief Professional Services Officer, Chief Technology Officer and Chief Marketing Officer. The ideal candidate will embrace and exemplify Net at Work's core values of problem-solver, promise-keeper, collaborative integrator, driven intrapreneur and inspiring coach in pursuit of our purpose of unleashing the power of our clients' business. The Chief Human Resources Officer will align our strategic vision with innovative talent management programs. This creative and upbeat leader will provide both strategic and functional leadership while shaping our evolving culture and driving the acquisition and development of the next generation of leadership. You will be responsible for all facets of Human Resources and will lead significant change initiatives that impact organizational growth, strategy implementation, and cultural transformation. The Chief Human Resources Officer will strategically partner with business unit and shared services teams to meet Net at Work's goals and will own the success of all areas of HR, including operations, talent acquisition, engagement, management, training and development, rewards, retention and culture. The responsibilities of this position include but are not limited to:
Strategy:
Lead the People function's strategic direction, and partner with business unit and shared services leaders to understand business plans, strategies and priorities. Develop and implement an aligned people/talent strategy that delivers on the business goals for each business unit. Effectively communicate, stand behind and execute the HR strategy. Bring best practice and external perspectives to strategic and operational business discussions and people management decision-making. Leadership:
Lead and enable a team of HR professionals:
HR Generalist, Head of Talent Acquisition, Head of Learning and Organizational Development, Technical Trainer, and Employee Experience Office Coordinator. Set HR organization's priorities, communicate performance expectations, providing feedback and coaching, and supporting employee development. Ensure the core values of Net at Work are clearly communicated and lived at all levels of the organization. Advisory:
Serve as an advisor and coach to the leadership and management team. Provide technical expertise and leadership for organizational and team effectiveness, leadership development, talent and culture providing proactive, innovative and practical solutions. Serve as a mediator, coach and facilitator fostering effective employee relations, and facilitate conflict resolution where appropriate. HR Operations:
Create and execute the HR strategy and business plan as a hands-on operational leader, including setting clear goals, prioritizing work, making decisions, and ensuring accountability across all HR functions. Implement and leverage HR technologies to create decision support, workforce analytics, manager and employee self-service, dashboards and reports to drive transparency and data-based decisions. Talent Acquisition:
Partner with Head of Talent Acquisition to develop and implement talent acquisition strategies across the business to identify compelling ways to share our value proposition and source A player talent in a competitive talent market. Ensure hiring managers are trained in and utilize talent acquisition best practices. Improve candidate sourcing capabilities. Employ sourcing strategies that focus on building a diverse workforce. Develop strategy to build a pipeline of future leaders. Learning and Development:
Partner with Chief Learning Officer to create and implement learning and development strategy aimed at enabling and retaining talent as well as empowering employees to feel ownership over their careers. Conduct needs analyses and create learning initiatives to develop employees, managers, and leaders while maximizing productivity and effectiveness. Enable leaders to build existing talent into leaders. Culture:
Partner with leaders to create a culture and work environment that supports the business strategy, encourages employee engagement and inspires performance excellence. Diagnose opportunities to improve the performance of the organization utilizing tools to measure effectiveness (surveys, employee metrics) as well as informal awareness of pulse of the organization. Compensation and Benefits Management:
Develop and implement compensation and benefit strategies that are both cost-effective and competitive in attracting and retaining talent; manage all plans to ensure compliance. Compliance:
Ensure business processes comply with regulatory and legal requirements to minimize risk. Ensure HR policies are documented, updated and applied consistently across the company. Maintain knowledge of existing and proposed federal and state laws/regulations affecting HR management. Seek appropriate counsel to develop strategies and action plans to minimize risks as applicable. Office Management:
Oversee Office Management function and team who handle administrative office procedures and tasks, facilities, projects and employee events as part of successfully operating and engaging employees in our main headquarters and field offices as well as employees who work virtually. Position
Qualifications:
The ideal candidate profile includes:
Education:
Bachelor's degree required; Master's degree preferred. HR certifications preferred. 15
years of broad and deep HR leadership experience. Deep technical HR expertise and experience overseeing the full HR suite including Talent Acquisition, Management, Training and Organizational Development, Compensation and Benefits, HR Operations, Strategy and HR Business Partnering. A practical and proactive problem solver who possesses a high degree of emotional intelligence and can interact at all levels within the organization. A well-rounded, engaging and personable individual with demonstrated leadership ability who will be well-received within and outside the organization. An exceptional critical thinker who possesses strong business acumen and will be able to be strategic as well as analytical, a true partner to the business. Strong people manager and passionate about building diverse, collaborative teams. Track record of leading from the front, driving accountability across the HR function; and hands-on approach to problem solving. Proficiency with benefits strategy and leadership, including medical and ancillary plan design, broker management, 401(k) administration, policy design and employee engagement and communication strategies. Practical exposure to planning and driving transformation as it relates to organizational design, operational efficiencies, people capabilities and culture change. Leadership experience in an organization with a distributed workforce; ability to partner effectively with leaders and employees working virtually and drive cultural change with the varied needs of those working across different regions, offices, and in different functions of the company. Strong ability to manage multiple and competing demands. Experience in workplace trends, including the use of technology and collaborative office space to influence employee engagement. Competencies required:
Organizational Planning:
Plans, organizes, schedules and budgets in an efficient, productive manner. Focuses on key priorities. Effectively juggles multiple projects. Anticipates reasonable contingencies. Pays appropriate attention to detail. Manages personal time well. Customer Focus:
Regularly monitors customer satisfaction. Meets internal customer needs in a way that provide satisfaction and excellent results for the customer. Establishes partner relationships with customers. Regarded as visible and accessible by customers. Change Leadership:
Actively intervenes to create and energize positive change. Can cite specific examples of moving organizations through major change. Leads by example. Inspiring Followership:
Inspires people to follow the lead. Minimizes intimidation. Takes charge. Motivates by pushing appropriate hot buttons for individuals. Team Builder:
Achieves cohesive, effective (positive, mutually supportive) team spirit with subordinates. Team climate characterized by open, honest relationships in which differences are constructively resolved rather than ignored, suppressed or denied. Treats subordinates fairly. Shares credit. Analysis Skills:
Identifies significant problems and opportunities. Analyzes problems and people in depth. Relates and compares data from different sources. Determines root causes and subtle relationships among data from various sources. Exhibits a probing mind. Achieves penetrating insights. Communications - Verbal:
Communicates effectively one to one, in small groups and in public speaking contexts. Demonstrates fluency, quickness on one's feet, clear organization of thought process and command of the language. Keeps people informed. Communications - Written:
Writes clear, precise, well-organized documents while using appropriate vocabulary, grammar and word usage. Negotiation Skills- Achieves favorable outcomes in win/win negotiations. Judgment/ Decision Making:
Demonstrates consistent logic, rationality, and objectivity in decision making. Achieves balance between quick decisiveness and slower more thorough approaches, i.e. neither indecisive nor a hip shooter. Shows common sense. Anticipates consequences of decisions. Likability:
Puts people at ease. Shows Emotional Intelligence. Warm, sensitive and compassionate. Builds and maintains trusting relationships with all employees, clients, community members, professional organizations. Does not turn people off. Not arrogant. Exhibits friendliness, sense of humor, genuineness, caring. Even when frustrated treats people with respect. Energy/Drive:
Exhibits energy, strong desire to achieve, high dedication level.
Salary Range:
$250K -- $500K+
Minimum Qualification
HR Management, HR Generalists & Business PartnersEstimated Salary: $20 to $28 per hour based on qualifications.
enable our clients to unleash the power of their business through transformative technology. Net at Work is seeking a dynamic, seasoned HR leader to join our senior executive team as a Chief Human Resources Officer. The Chief Human Resources Officer will be a key member of the executive leadership team along with the Co-Founders, Chief Operating Officer, Chief Revenue Officer, Chief Professional Services Officer, Chief Technology Officer and Chief Marketing Officer. The ideal candidate will embrace and exemplify Net at Work's core values of problem-solver, promise-keeper, collaborative integrator, driven intrapreneur and inspiring coach in pursuit of our purpose of unleashing the power of our clients' business. The Chief Human Resources Officer will align our strategic vision with innovative talent management programs. This creative and upbeat leader will provide both strategic and functional leadership while shaping our evolving culture and driving the acquisition and development of the next generation of leadership. You will be responsible for all facets of Human Resources and will lead significant change initiatives that impact organizational growth, strategy implementation, and cultural transformation. The Chief Human Resources Officer will strategically partner with business unit and shared services teams to meet Net at Work's goals and will own the success of all areas of HR, including operations, talent acquisition, engagement, management, training and development, rewards, retention and culture. The responsibilities of this position include but are not limited to:
Strategy:
Lead the People function's strategic direction, and partner with business unit and shared services leaders to understand business plans, strategies and priorities. Develop and implement an aligned people/talent strategy that delivers on the business goals for each business unit. Effectively communicate, stand behind and execute the HR strategy. Bring best practice and external perspectives to strategic and operational business discussions and people management decision-making. Leadership:
Lead and enable a team of HR professionals:
HR Generalist, Head of Talent Acquisition, Head of Learning and Organizational Development, Technical Trainer, and Employee Experience Office Coordinator. Set HR organization's priorities, communicate performance expectations, providing feedback and coaching, and supporting employee development. Ensure the core values of Net at Work are clearly communicated and lived at all levels of the organization. Advisory:
Serve as an advisor and coach to the leadership and management team. Provide technical expertise and leadership for organizational and team effectiveness, leadership development, talent and culture providing proactive, innovative and practical solutions. Serve as a mediator, coach and facilitator fostering effective employee relations, and facilitate conflict resolution where appropriate. HR Operations:
Create and execute the HR strategy and business plan as a hands-on operational leader, including setting clear goals, prioritizing work, making decisions, and ensuring accountability across all HR functions. Implement and leverage HR technologies to create decision support, workforce analytics, manager and employee self-service, dashboards and reports to drive transparency and data-based decisions. Talent Acquisition:
Partner with Head of Talent Acquisition to develop and implement talent acquisition strategies across the business to identify compelling ways to share our value proposition and source A player talent in a competitive talent market. Ensure hiring managers are trained in and utilize talent acquisition best practices. Improve candidate sourcing capabilities. Employ sourcing strategies that focus on building a diverse workforce. Develop strategy to build a pipeline of future leaders. Learning and Development:
Partner with Chief Learning Officer to create and implement learning and development strategy aimed at enabling and retaining talent as well as empowering employees to feel ownership over their careers. Conduct needs analyses and create learning initiatives to develop employees, managers, and leaders while maximizing productivity and effectiveness. Enable leaders to build existing talent into leaders. Culture:
Partner with leaders to create a culture and work environment that supports the business strategy, encourages employee engagement and inspires performance excellence. Diagnose opportunities to improve the performance of the organization utilizing tools to measure effectiveness (surveys, employee metrics) as well as informal awareness of pulse of the organization. Compensation and Benefits Management:
Develop and implement compensation and benefit strategies that are both cost-effective and competitive in attracting and retaining talent; manage all plans to ensure compliance. Compliance:
Ensure business processes comply with regulatory and legal requirements to minimize risk. Ensure HR policies are documented, updated and applied consistently across the company. Maintain knowledge of existing and proposed federal and state laws/regulations affecting HR management. Seek appropriate counsel to develop strategies and action plans to minimize risks as applicable. Office Management:
Oversee Office Management function and team who handle administrative office procedures and tasks, facilities, projects and employee events as part of successfully operating and engaging employees in our main headquarters and field offices as well as employees who work virtually. Position
Qualifications:
The ideal candidate profile includes:
Education:
Bachelor's degree required; Master's degree preferred. HR certifications preferred. 15
years of broad and deep HR leadership experience. Deep technical HR expertise and experience overseeing the full HR suite including Talent Acquisition, Management, Training and Organizational Development, Compensation and Benefits, HR Operations, Strategy and HR Business Partnering. A practical and proactive problem solver who possesses a high degree of emotional intelligence and can interact at all levels within the organization. A well-rounded, engaging and personable individual with demonstrated leadership ability who will be well-received within and outside the organization. An exceptional critical thinker who possesses strong business acumen and will be able to be strategic as well as analytical, a true partner to the business. Strong people manager and passionate about building diverse, collaborative teams. Track record of leading from the front, driving accountability across the HR function; and hands-on approach to problem solving. Proficiency with benefits strategy and leadership, including medical and ancillary plan design, broker management, 401(k) administration, policy design and employee engagement and communication strategies. Practical exposure to planning and driving transformation as it relates to organizational design, operational efficiencies, people capabilities and culture change. Leadership experience in an organization with a distributed workforce; ability to partner effectively with leaders and employees working virtually and drive cultural change with the varied needs of those working across different regions, offices, and in different functions of the company. Strong ability to manage multiple and competing demands. Experience in workplace trends, including the use of technology and collaborative office space to influence employee engagement. Competencies required:
Organizational Planning:
Plans, organizes, schedules and budgets in an efficient, productive manner. Focuses on key priorities. Effectively juggles multiple projects. Anticipates reasonable contingencies. Pays appropriate attention to detail. Manages personal time well. Customer Focus:
Regularly monitors customer satisfaction. Meets internal customer needs in a way that provide satisfaction and excellent results for the customer. Establishes partner relationships with customers. Regarded as visible and accessible by customers. Change Leadership:
Actively intervenes to create and energize positive change. Can cite specific examples of moving organizations through major change. Leads by example. Inspiring Followership:
Inspires people to follow the lead. Minimizes intimidation. Takes charge. Motivates by pushing appropriate hot buttons for individuals. Team Builder:
Achieves cohesive, effective (positive, mutually supportive) team spirit with subordinates. Team climate characterized by open, honest relationships in which differences are constructively resolved rather than ignored, suppressed or denied. Treats subordinates fairly. Shares credit. Analysis Skills:
Identifies significant problems and opportunities. Analyzes problems and people in depth. Relates and compares data from different sources. Determines root causes and subtle relationships among data from various sources. Exhibits a probing mind. Achieves penetrating insights. Communications - Verbal:
Communicates effectively one to one, in small groups and in public speaking contexts. Demonstrates fluency, quickness on one's feet, clear organization of thought process and command of the language. Keeps people informed. Communications - Written:
Writes clear, precise, well-organized documents while using appropriate vocabulary, grammar and word usage. Negotiation Skills- Achieves favorable outcomes in win/win negotiations. Judgment/ Decision Making:
Demonstrates consistent logic, rationality, and objectivity in decision making. Achieves balance between quick decisiveness and slower more thorough approaches, i.e. neither indecisive nor a hip shooter. Shows common sense. Anticipates consequences of decisions. Likability:
Puts people at ease. Shows Emotional Intelligence. Warm, sensitive and compassionate. Builds and maintains trusting relationships with all employees, clients, community members, professional organizations. Does not turn people off. Not arrogant. Exhibits friendliness, sense of humor, genuineness, caring. Even when frustrated treats people with respect. Energy/Drive:
Exhibits energy, strong desire to achieve, high dedication level.
Salary Range:
$250K -- $500K+
Minimum Qualification
HR Management, HR Generalists & Business PartnersEstimated Salary: $20 to $28 per hour based on qualifications.
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