Chief Human Resources Officer in Philadelphia, Pennsylvania at KENCCID

The Chief Human Resources Officer (CHRO is responsible for managing KenCCID’s entire human

capital function including the workforce credentialing and training functions, talent acquisition,

employee relations, and implementation of organizational development measures to improve

efficiency and attain organizational goals, while ensuring compliance with all applicable employee

protection mandates, and industry-specific regulatory mandates. The CHRO leads the HR Team to

develop an employee-oriented, high-performance workforce culture that emphasizes empowerment,

quality, productivity, accountability, and goal attainment. The CHRO works collaboratively with

the Chief Executive Officer and Chief Fiscal Officer to define organizational strategies to facilitate

organizational growth and ensure long-term fiscal stability and works collaboratively with

department directors to ensure that training, processes, workflows and accountability measures are

in place to ensure effective execution of the strategic plan. The CHRO ensures that KenCCID staff

observe and respect all applicable worker protection laws and leads KenCCID’s internal HR

compliance function.

Reports to: Chief Executive Officer

Subordinates: HR Manager, HR Generalist, Receptionist, Training Manager, Training Coordinator

(Subordinates may be added or removed according to organizational needs.

Job Category: Salaried, Exempt

Work site: Administrative Office with some travel to KenCCID community homes.

Mandatory Reporter: The CHRO is a mandatory reporter for any incidents involving abuse,

neglect, exploitation or rights violations for KenCCID’s disabled consumers (“Individuals”).

The intent of this description is to provide a representative summary of the major duties and

responsibilities performed by incumbents of this job. Incumbents may be requested to perform job

related tasks other than those specifically presented in this description.

Core Responsibilities

• In carrying out the responsibilities documented herein, the CHRO ensures that the safety

and well-being of Individuals is protected at all times and that the rights of the Individuals

are observed at all times.

• Responsible for the entire employee lifecycle, including oversight of all HR initiatives,

training compliance, policy application, workflow creation and adherence, and employment

decisions, to ensure consistency and fairness.

• Furthers a positive, employee-oriented corporate culture, that promotes workforce cohesion,

retention and enhanced productivity.

• Ensures that all HR initiatives and actions are consistent with the Regulations and all other

laws applicable to the HR function or KenCCID’s workforce.

• Collaborates with the CEO and CFO on corporate strategy and designs HR initiatives,

employee messaging, and interdepartmental workflows to drive goal realization.

• Implements/oversees a uniform system of supervision throughout the agency to further

KenCCID’s mission, facilitate employee development, ensure consistency in performance

and policy adherence, and retain quality employees.

• Implements HR programs, policies and strategies by establishing departmental benchmarks

and processes for talent acquisition and employee retention, staffing, compensation, health

and welfare benefits, training and development, records management, safety and health,

succession planning, and EEO, E-Verify, and OSHA compliance.

• Submits timely monthly report on HR activities.

HR Polices and Procedures

• Ensures that the Employee Handbook (“Handbook”), policies and procedures and employee

onboarding meet regulatory compliance requirements, address current operational needs and

encompass all current HR initiatives.

• Annually reviews and updates the Handbook and current policies to ensure they are up-to

date and reflective of operational conditions.

• Disseminates all changes to the Handbook and KenCCID policies to staff and creates

employee training for the updated Handbook and policies.

• Works with the Training Department to develop and conduct effective training on policies

and procedures for all staff, including annual harassment and discrimination training.

• Periodically reviews information related to turnover for talent acquisition practices, policy

implementation, and training purposes.

Recruiting

• Through oversight of the recruiter and implementation of talent acquisition best practices,

ensures staffing vacancies are filled timely with eligible new hires who meet regulatory

mandates.

• Ensures best practices with regard to candidate-screening and document retention

requirements.

• Implements updates to ADP recruiting module as needed.

• Oversees recruiting budget.

• Directs KenCCID’s participation in job fairs and community outreach events to source

potential staff.

• Oversees recruiting and NHO processes for legal compliance issues, including I-9s, E

Verify checks, background checks, medical clearances and other personnel file

documentation necessary for new employees.

Culture and Employee Recognition

• Implements visible employee recognition programs that reward solution-oriented

employees, recognize excellent performance, celebrate promotions and highlight work

anniversaries.

• Implements noncash incentive programs to boost morale, and enhance retention.

• Ensures all KenCCID HR policies and procedures contribute to the employer-desired

workforce culture.

• Monitors employees’ attitudes, productivity, disciplinary actions and performance outcomes

to provide increased support and coaching to supervisors and managers where needed or

implement solutions to identified workforce challenges.

• Creates and administers surveys to assess workforce culture, attitudes, perceptions of

management, policies, training and discipline.

• Provides ongoing coaching and mentorship to all managers to help develop their leadership

skills and facilitate or enhance the productivity of their subordinates.

Compliance

• Ensures KenCCID’s ongoing compliance with federal, state, local legal requirements by

staying up to date on the statutory and regulatory landscape applicable to KenCCID’s

workforce and ensuring ongoing adherence to these requirements through policy creation

and personnel training

• Conducts quarterly audits of KenCCID personnel, training, and benefits files to ensure

compliance with the 6400 regulations and other applicable laws.

• Identifies, evaluates, and resolves employee relations concerns, employee morale issues, and

work performance deficiencies, to further organizational productivity.

• Works closely with Compliance staff to reduce back pay awards by encouraging timely

completion of investigations and the return of target staff on a provisional basis where

advisable.

• Works with the Compliance staff on substantiated incident investigations to develop or

refine training, policies and procedures to prevent similar incidents in the future.

Employee Relations and Union Interactions

• Ensures KenCCID’s compliance with the current Collective Bargaining Agreement (CBA),

and participates in bargaining sessions with the union

• Effectively represents KenCCID’s interests when interacting with the union, while

maintaining a cordial relationship with Union personnel.

• Ensures uniformity of disciplinary measures, and other terms and conditions of

employment.

• Engages in mediations and other conflict resolution practices to resolve employee disputes;

drafts comprehensive summaries of meetings and well-reasoned grievance responses.

• Initiates and oversees HR investigations related to employee relations, particularly

harassment and other allegations of unlawful conduct.

• Monitors and updates KenCCID’s employee notices and policies to ensure compliance with

federal, state and local laws, including the 6100 and 6400 Regulations.

• Participates in administrative reviews to ensure that incident investigation outcomes are

reflective of the investigation evidence and that KenCCID’s disciplinary measures are

consistent.

• Trains supervisory staff on KenCCID’s internal workflows for issuing discipline and

ensures that all supervisory staff understand their obligations under the CBA and observe

DSP’s union rights.

• Reviews all disciplinary actions prior to issuance (including corrective action plans,

performance improvement plans and warnings). Ensures that disciplinary action is

warranted through review of investigation materials of any incident that may lead to an

adverse employment action to ensure that material information is documented with regard to

the description of the incident, documentation of evidence, and witness

statements/interviews, and that all conclusions or disciplinary actions are supported by

reliable evidence and that such evidence is included in the content of the final report.

Benefits and HRIS

• Coordinates with vendors and other KenCCID departments to ensure that employees have

received all ERISA-mandated notices for employee benefit and retirement programs and

that KenCCID is compliant with its obligations under the ACA and ERISA.

• Initiates and oversees investigations related to Workers’ Compensation claims including

safety infractions, post-accident drug screening, and collecting witness statements and other

evidence material to a claim.

• Establishes and oversees processes to ensure KenCCID’s compliance in its ADA and FMLA

administration including confidentiality of medical records and medical information,

ensuring timely mandated communication and notices are sent to eligible employees,

ensuring comprehensive documentation of the interactive process, including any final

decisions.

• Coordinates with Workers’ Compensation and disability carrier to effectively handle

employee injury claims, minimize employee downtime and risk of increased premiums.

• Effectively negotiates renewals or adoptions of benefit programs to minimize cost to

KenCCID.

• Collaborates with the CFO (or designee) on 403B Plan and fiduciary compliance approvals.

• Establishes and oversees procedures to ensure employee data is protected and handled

appropriately through various internal departments.

Evaluation and Compensation

• Supports Managers and Directors in periodic (annual, quarterly and first 90-days)

evaluations of subordinates, ensures fair and objective evaluation criteria, and authorizes

final evaluation for dissemination.

• Designs all compensation programs in collaboration with the Chief Executive Officer and

Chief Financial Officer.

• Approves all offers, transfers, shift assignments, terminations, demotions, and raises,

ensuring compliance with the CBA and all applicable laws.

• Periodically updates job descriptions for each position to ensure that current job

responsibilities and physical/mental requirements are accurately reflected.

• Ensures timely annual performance reviews for all employees and develops and monitors

enforcement of performance improvement plans as needed.

Training

• Leads ongoing training initiatives to empower managers to effectively supervise

subordinates, support their development, and timely address poor performance and

misconduct.

• Periodically reviews new hire orientation and other standard training to assess ongoing

efficacy and applicability to KenCCID’s operations and regulatory compliance.

Other Duties

• Supports Chief Executive Officer by providing human resources advice, counsel, and

solutions.

• Participates as a senior management team member in weekly Operations Meeting and in

CHM meetings as needed.

Key Performance Indicators

• Increase in DSP and CHM employee retention.

• Decrease in reportable incidents caused by lack of supervision, ineffective oversight or

inadequate training.

• Decrease in backpay awards due to Union initiated grievances or mediations.

• Effectively carrying out HR activities within budget.

• Reliable HR-related data collection and meaningful dissemination among internal

stakeholders to demonstrate trends, support new initiatives, and justify modifications to

existing operations.

• Positive results from Regulatory Inspections and HR-related audits.

• Compliance with statutory/regulatory landscape.

• Oversight of benefits enrollment and terminations in compliance with applicable law and

KenCCID policies.

• Effective completion of annual goals.

Education and Experience Requirements

• A minimum of seven years of progressive HR experience with at least three years of HR

management experience.

• Juris Doctor or Masters’ (or higher) degree in Human Resources with a current SHRM-SCP

or SPHR certification.

• Labor law litigation experience preferred.

• Awareness and understanding of regulatory landscape surrounding the HR function.

• HR Experience in a unionized workplace.

• Experienced in use of Microsoft Office Suite, LMS, Relias and ADP.

• Ability to obtain Pennsylvania Certified Investigator status within one year of date of hire

Position Competencies

• Effectively mentor and coach supervisory personnel to build their skills in effectively

mentoring and overseeing their subordinates.

• Practice a high level of confidentiality including maintaining confidentiality of personnel

information such as discipline, compensation, pending investigations, succession planning,

and employee medical and personal contact information.

• Independent self-starter, consistent work performance, proactive, practical, efficient and

solution-driven.

• Ability to conduct objective assessments and discern HR-related problems from data.

• Superior organizational and planning skills, including the ability to work within

predetermined deadlines and regulatory mandates.

• Excellent written and verbal communication skills, with strong proficiency in English.

• Ability to implement and oversee HR functions that comply with regulatory and CBA

requirements.

• Excellent leadership skills, effective subordinate development, and strong self

accountability.

• Proven information gathering skills; strong problem solving and analytical skills and strong

attention to detail and accuracy.

• Effective employee retention skills, including fostering a strong professional image and

promoting a professional HR environment which builds employee trust and workforce

cohesion.

• Effective team player who displays cultural competence with KenCCID’s diverse workforce

and disabled clients.

• Ability to adapt to and manage spontaneous situations, including exercising sound

judgment.

• Ability to learn new software as needed to carry out job duties.

Physical Requirements

• Sits long hours

• Must be able to read a computer screen for extended periods of time.

• Must be able to enter data into a computer system.

• Must be able to speak clearly to employees about HR-related matters in a public or private

setting.

• Must be able to handle and negotiate conflict and other stressful conditions.

• Must be able to interact positively and with cultural competence when interacting with

KenCCID’s disabled consumers and KenCCID employees.

• Must be able to drive a car, commute to KenCCID sites in the Philadelphia metropolitan

area and professionally interact with employees, peers, and KenCCID consumers in person

and on the phone.

• Must be able to lift 25 pounds.

Working Conditions

• Work is typically performed in an office environment; this is not a remote or hybrid position

and HR personnel are expected to be available to all employees on a drop-in basis.

• Occasional travel to various KenCCID sites.

• Ability to work both independently and collaboratively as part of a team.

• Schedule may change due to business needs and may include evening and weekend hours

• May be exposed to various medical conditions and communicable diseases

• Must be willing to work in an environment that is occasionally loud and boisterous, with

occasional profanity

Employer’s Rights

This job description does not include all responsibilities which may be required to perform in your

role. KenCCID reserves the right to revise or change this job description. Your performance is

evaluated based on the responsibilities listed in the job description, assigned goals, any additional

assigned tasks, and compliance with company policies.