Chief Human Resources Officer (The Kennedy Center) - Nonprofit HR

POSITION DESCRIPTION

Seeking a Visionary, Values-Based People Builder, Culture Champion and Inclusive Leader to create and drive the execution of strategic and operational human resources systems at the United States National Cultural Center.

The CHRO serves as part of the John F. Kennedy Center for the Performing Arts’ (“the Kennedy Center”) senior management team, reporting to the executive vice president/chief operating officer.

The CHRO will lead an HR function that serves not only the Kennedy Center, but the National Symphony Orchestra and the Washington National Opera, collectively consisting of approximately 2,500 employees, including 400 Administrative (“Trust”), 2000 Union, and 60 Federal in addition to several seasonal and temporary employees.

The CHRO will be an enterprise-wide thinker that provides critical leadership through retention and succession strategies, organizational development and training initiatives, total rewards management, employee relations, labor relations, and HR systems and analytics execution for the Kennedy Center. The CHRO will design and ensure delivery of an end-to-end human resources function to deliver talent acquisition, training, compensation, total rewards, labor relations, and employee support services both for Kennedy Center Administrative Trust staff and Federal staff.

The CHRO will supervise the effective and efficient design and delivery of human resources policies and practices that support a compliant, and an equitable work environment.

The CHRO will have extensive management and administrative experience, a high degree of emotional intelligence, an advanced ability to create operational efficiencies by leveraging technology, cultivating deploying highly talented HR staff and executing multiple high impact initiatives to achieve institutional goals and objectives.

The CHRO will work in partnership with Kennedy Center leadership to drive a corporate culture that fosters creativity, innovation, collaboration, productivity, and satisfaction among the Kennedy Center’s employees.

Specifically, areas of responsibility include but are not limited to:

• Providing overall leadership to HR by overseeing HR operations, performance management, talent acquisition/recruitment, career development, succession planning, retention, training, leadership development, DEI efforts and compensation
• Clearly and effectively communicating HR efforts and objectives to the Kennedy Center workforce
• Overseeing the modernization of Kennedy Center HR infrastructure and employee practices
• Developing and implementing a comprehensive compensation and benefit plans that are competitive and cost-effective
• Developing  overarching HR plans and strategies to support the achievement of the overall business goals and objectives
• Ensuring the creation of comprehensive HR standards/policies/procedures/SOPs framework  overseeing accompanying execution, training strategy and program

This position provides subject matter expertise as needed to the Board of Trustees, the Center’s Office of the President (“OOP”), and the President of the Center.

Summary/Primary Responsibilities:

45%       Independently lead and manage organizational HR priorities for Trust, Union, and Federal staff including:

• Ensure strong execution of HR practices and services to attract, develop, and retain top tier talent. Continue to develop effective metrics of HR department quality and effectiveness. Implement strategic employee recruitment, to promote and support the Center’s cultural policy around inclusiveness and diversity as well as standards of excellence.
• Oversee the implementation and maintenance of an ongoing performance management process that aligns with the Center’s goals and advances equitable and financially sustainable employment recognition while creating a culture of high performance.
• Develop and oversee an employee orientation/onboarding experience (at all staff levels) and further training programs (based on a cohesive training strategy) that address the Kennedy Center’s needs and long-term strategic goals for succession planning and mitigating institutional risk.
• Ensure focus on talent management and professional learning & development.
• Lead efforts to ensure competitive and equitable compensation and benefits programs that help enable the Center to attract, retain, and engage top tier talent. Engage Finance leadership on Total Rewards and other stakeholder offices on strategy and planning.
• Oversees the Payroll function, ensuring meticulous, compliant processing for diverse business units and unions, overseeing adherence to a variety of collective bargaining agreements, collaborating on audits with the Finance department, and ensuring the timely and accurate submission of tax filings. 
• Define workplace strategies and initiatives to support a creative, innovate and supportive culture and meaningful engagement of employees at all levels. Lead Annual Wellness Day and other employee engagement events at the Center.
• Drive the use of data analytics, and external/internal insights/market norms and best practices to design innovative HR solutions based on short and long term needs of the Center.
• Lead and manage the formulation and implementation of the Center’s legally compliant HR objectives, policies, standard operating procedures and practices with an emphasis on a complete and cohesive Center Employee Handbook and ongoing Handbook trainings that appropriately socialize Center staff      
• Manage and serve as primary point of contact for HR contracts including those for administration of the Center’s EEO Complaint Process and Federal HR services.
• Oversees the daily workflow in the Office of Human Resources.
• Handles discipline and termination of employees in accordance with Center policy.

15%     Oversee development of appropriate policies, SOPs and processes as well as, required updates and training for effective management of the people resources of the Center. Included are processes for employee relations, reasonable accommodations, EEO, adverse actions, employee recognition, employee counseling, compliance, harassment, employee complaints, learning and development, among others. Consult with legal counsel as appropriate on personnel matters; participate in complex investigative processes when necessary. Maintain current in depth knowledge of HR policies, programs, regulations and issues and lead with an innovative lens.

15%     Provide HR vision, short & long-term strategy planning to continue to build capacity and elevate the HR function and the broader organization, develop strong talent pipeline, and maximize organizational development and performance.  Evaluate and advise on the impact of long-range planning of new programs/strategies, process improvement and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.

10%    Participate actively in the Center’s long range planning process and implementation to ensure the HR functions are appropriately addressed and that employees broadly and specifically support the work of the Center’s goals.

5%       Serve as a leadership advisor and coach to senior leadership, direct reports, and staff. Provide proactive and empathetic engagement with Center leadership, senior management, and staff managers around employment related issues, coaching/training and personnel development and succession always leading with a client-service oriented mindset. 

5%      Drafts, maintains, and oversees the Center’s staffing budget and the budget of the Office of Human Resources and other financial measures of the HR department.

5%        Advise on executive compensation matters and serve as a staff liaison to the HR Compensation Committee of the Board of Directors, as appropriate.

Performs other duties as assigned.

Education/Experience

• Minimum of 10-15 years of progressive experience as a senior human resources leader.
• Bachelor’s degree in human resources, management or related field required.
• Labor union experience required.
• Federal HR experience required.
• JD or other relevant Advanced degree preferred.
• HR certification preferred.

Required Skills

• Strong experience in all core areas of HR with added emphasis in talent management, broad scope of HR generalist work, organizational design, change management, employment and labor law, and demonstrated capability building a high-performing HR function.
• A seasoned, visionary HR executive with demonstrated experience building and executing HR strategy and driving progressive HR practices and execution.  
• Experience with effectively managing union contracts and negotiations.
• Excellent interpersonal and conflict resolution skills.
• Strong critical thinking, communication, and facilitation skills; compassionate and articulate speaking skills and keen ability to adjust to different audiences.
• Maintains current knowledge of laws, regulations, and best practices in employment and labor relations law, human resources and talent management.
• Advanced working knowledge of federal employment landscape, laws and regulations.
• Demonstrated success engaging with and collaborating with senior leadership.
• Sophisticated knowledge and experience with varied HR information systems.
• Strong recruiter and assessor of talent.
• Solid metrics, analytics and financial acumen.

Competencies

• HR Expertise (tactical and strategic)
• Relationship Management
• Influential Leadership & Facilitation
• HR Metrics
• HR Compliance
• Organizational Change Management
• Union Labor Negotiation
• Collaboration
• Communication
• Ethical Practice
• Cultural Competence
• Business Acumen and Negotiation

HOW TO APPLY

For consideration, interested candidates are invited to complete the online application, and submit both a resume and a cover letter addressing your interest, experience, and qualifications being sought. Applications will be accepted through February 21, 2024.

To obtain further details or inquire about this opportunity, please contact Danisha Martin, Senior Consultant, Search, at Impact Search Advisors by Nonprofit HR.

The John F. Kennedy Center for the Performing Arts is a world premier performing arts organization and our nation’s cultural center. Diversity is a critical component of our mission, vision, and values. Our staff exhibits a wide variety of perspectives and experiences which enable us to foster and strengthen an environment of diversity and inclusion. We offer a comprehensive range of benefits including medical, dental and vision insurance, paid vacation and sick leave, and a 403(b) retirement plan.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment at nonprofithr.com/deinow.