Pathways is seeking a transformational executive to lead our human capital and talent function in the newly created role of Chief Human Resources Officer (CHRO). This position will report directly to the CEO and will be an integral part of the executive leadership team.
Pathways’ mission is to improve the lives of people by inspiring personal growth, health, and wellness. Achieving our mission is fundamentally predicated on our ability to grow, therefore positively impacting more individuals and families, and by extension expanding our impact on the communities in which we operate. Growth in the markets we serve is primarily enabled by (or limited by) our ability to attract and retain mission-driven individuals who value human impact in the work they do every day – regardless of job title or “level” – from Direct Care Provider to Licensed Mental Health Counselors and Psychiatrists. Strengthening our “employee value proposition” – particularly in critical job types where demand exceeds our capacity – is a primary focus in all parts of our business. We will look to our new CHRO executive to lead the charge in transforming our business to meet our mission in the market.
Specifically, this position will be responsible for leading the HR function, including talent acquisition, talent development, performance management, DE&I, employee relations, HR systems and processes, organizational design and effectiveness, and total rewards. This executive will have an innovative mindset in ensuring that Pathways has the ideal organizational structure, culture, employment brand, employee value proposition, systems/processes, and talent required to help grow, transform, and evolve the business into the next phase of growth. The ideal candidate will inject insights, leadership, and innovation beyond the boundaries of human resources as a trusted “C-Suite Executive” while functioning effectively across the business at all levels and geographies.
- Serve as a senior advisor and confidant to the CEO as well as an advisor to the executive team on all human capital-related areas. This includes helping to further the development of systematic, scalable talent programs that will help take the company to the next level.
- Ensure the company has effective workforce planning and talent acquisition efforts to support growth. This includes developing programs to identify, assess, recruit, develop, onboard, and retain key talent at all levels, with a particular focus on clinical and front-line caregiving talent.
- Further refine consistent yet flexible processes that will enable the company to efficiently and effectively hire, onboard, and retain new employees.
- Evaluate, evolve, and strengthen the employee value proposition in order to attract, retain, and continue to engage a diverse, dispersed employee base.
- Embrace and enhance the company’s culture ensuring that employees continue to be engaged, motivated, and driven with a balance of mission orientation and local market nuances.
- In partnership with the executive team, lead the transformation of the business [model, structure, strategy] to achieve our mission.
- Develop human resource models to identify competency, knowledge, and talent gaps and develop specific programs for filling the gaps. Launch cost-effective and strategically aligned training and development programs to retain staff including CEUs, certifications, and offerings in support of career development.
- Assess and refine an effective whole-company compensation and benefits structure to help motivate and achieve desired behaviors that are aligned with the company’s strategy as the company scales.
- Lead and further evolve an HR team that can further people strategy while handling day-to-day tactical HR functions and duties. The function should be viewed by all to be strategic, well-thought-out, effective, and vital to the company’s success.
- Ensure that the CEO and executive team have the “pulse of the company” to make proactive and impactful organizational decisions. This will include spending time with the employees as well as building scalable employee relations, training, and communications efforts so that all employees feel connected to the business and our service mission.
- Provide expert guidance on complicated employee relations matters with the ability to weave a strong knowledge of employment law, business acumen, and culture into action.
- Be aware of evolving regulatory influences on management, policies, processes, and practices. Ensure that the company follows all applicable laws and regulations.
- Continually assess the competitiveness of all programs and practices against relevant comparable companies, industries, and markets. This includes staying up to date on external best practices and creating new best practices that are tied to the company’s strategy and culture.
The Chief Human Resources Officer will be a strategic yet pragmatic leader who understands how to develop human capital, instill strong cultural values, and manage growth in existing and new markets. This executive will understand how to operate in a lean environment with a highly distributed workforce. This executive will be a hands-on leader willing to roll up his/her sleeves to get things done. This leader will have deep business acumen, analytical skills, strategic insight, sound judgment, and in-depth executive experience in human resources. This executive will also have subject matter expertise across all aspects of HR, including organization design/effectiveness, change management, compensation and benefits, employee relations, recruitment, training, HR systems and processes, and leadership/management development.
Specifically, they will also have:
- 15+ years of progressive career growth with an organization(s) that values and invests in best-in-class human resources.
- Has experience with and is passionate about large organizations in a phase of growth and significant transformation.
- Prior experience with a distributed workforce across multiple sites and a strong customer-centric purpose. Healthcare experience is ideal, but not necessary.
- Experience in an organization with high-volume talent acquisition needs of front-line staff.
- A “nose for talent,” able to recognize top talent and the potential of individuals. She/He will implement and lead effective and innovative processes for hiring, developing, and retaining great people across the company.
- A proven strategic and innovative bent with an equally strong operational focus. This will include exceptional business and financial acumen and a track record of leveraging analytics to make business decisions.
- An authentic commitment to inclusion, equity, and diversity, with a demonstrated ability to shape programs and initiatives that strengthen company culture.
- Well-developed leadership, communications, team building, and influencing skills; unquestioned integrity; and the experience, confidence, and stature to effectively address sensitive HR and business issues.
Bachelor’s Degree in a related field
Master’s Degree in a related field
This position will require travel as needed.
Perks of Working Full-Time with Pathways:
- Competitive Salary
- Paid Vacation Days
- Paid Sick Days
- Medical, Dental, and Vision including a Health Savings Account
- Health, Dependent, and Transportation Flexible Spending Accounts
- Basic and Optional Life Insurance for Employee, Spouse and/or Dependents
- 401 K with employer contribution (“50% of the first 6% of eligible compensation up to an annual maximum of $750”)
- Mileage & Cell Phone Reimbursement
- Training, Development, and Continuing Education Credits for licensure requirements
- Opportunities for advancement! As we grow, you grow with us!
Pathways is an equal-opportunity employer with a commitment to diversity. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity, disability, veteran status, or any other protected characteristic.
This is a remote position.