Job Description:

Reporting directly to the CEO, the Chief People Officer will lead all aspects of Human Resources, including Talent Acquisition, HR Business Partners, Total Rewards, Learning & Development, Employee Relations, HR Operations, and HRIS.

The CPO will oversee a dedicated, mission-driven HR team and will be responsible for assessing current capabilities, strengthening leadership bench, and implementing a modern, scalable HR operating model. This leader will play a critical role in integrating HR practices across the organization while maintaining sensitivity to the unique needs of individual sites and populations served.

This is a highly visible, hands-on leadership role requiring both strategic vision and operational execution, as well as a strong on-site presence in HSL's flagship Boston campus and all HSL sites to build trust and engagement with employees at all levels. Key responsibilities will include the following:

Strategic Leadership & Culture

• Serve as a strategic advisor to the CEO and SLT on all human capital matters
• Lead the development and execution of a comprehensive people strategy aligned to HSL's long-term strategic plan
• Drive a unified "One HSL" culture while balancing consistency with the unique needs of individual sites and service lines
• Establish and reinforce a culture of accountability, collaboration, respect, transparency, anticipation and performance

Talent & Workforce Strategy

• Assess and strengthen Talent Acquisition, significantly reducing time-to-fill and building proactive pipelines
• Develop and implement retention strategies to address workforce shortages and improve stability
• Lead enterprise workforce planning, aligning staffing models with operational and financial realities
• Enhance employer branding, supporting the organization's continuous improvement approach and desire to retain its status as a leading employer in the Greater Boston market

Leadership Development & Organizational Effectiveness

• Design and implement learning & development strategies and platforms to build leadership capability
• Establish and drive succession planning frameworks, addressing near- and long-term leadership gaps
• Coach and develop senior leaders to enhance organizational effectiveness and accountability

Employee Experience & Engagement

• Continuously enhance the employee experience based on feedback, particularly from front-line and non-exempt staff
• Ensure HR is visible, accessible, and responsive across all campuses and employee populations
• Lead employee engagement survey strategy, including analysis, action planning, and organizational follow-through
• Advance employee wellbeing, recognition, and communication strategies

HR Transformation & Operating Model

• Transition HR into a strategic, proactive function aligned with business priorities
• Design and implement a scalable HR operating model across a multi-site, matrixed organization
• Assess team capabilities, address skill gaps and succession risks, and clarify roles and accountability
• Standardize and streamline HR processes while maintaining flexibility where needed

HR Technology & Analytics

• Champion the evolution of Workday to its full potential. Leverage related HR technologies, as needed.
• Drive adoption and change management across HR and the broader organization
• Establish a robust HR analytics and KPI framework to inform decision-making and measure impact

Governance, Risk & Compliance

• Serve as executive liaison to relevant Board committees (e.g., Compensation, Retirement)
• Partner with Legal on complex employee relations matters, regulatory compliance, workforce related risks and Total Rewards changes
• Maintain deep knowledge of employment laws and ensure organizational compliance
• Help sustain a strong employee relations environment that promotes a culture of direct engagement, transparency, and fair resolution of workplace issues

Financial Partnership

• Partner closely with Finance to align workforce strategy with financial planning and budget constraints
• Oversee the design, execution, and continuous improvement of Total Rewards and employee support programs, including long-term compensation planning and plan administration; comprehensive benefits strategy and annual renewals; leave management (FMLA, workers' compensation, and return-to-work programs); and employee wellness initiatives that enhance engagement, compliance, and overall employee experience
• Ensure Total Rewards programs appropriately balance competitiveness, equity, and financial sustainability
• Support payroll, workforce cost modeling, and annual budgeting processes

Leadership Competencies & Behaviors

Success in this role will require a leader who embodies the following:

Courage & Candor

• Willing to challenge the status quo, communicate openly, and address difficult issues directly

Emotional Intelligence

• Builds trust, demonstrates self-awareness, and effectively navigates complex interpersonal dynamics

Influence & Collaboration

• Able to align diverse stakeholders across a matrixed organization without relying on formal authority

Execution & Accountability

• Sets high standards, drives results, and holds self and others accountable

Adaptability & Resilience

• Thrives in ambiguity and can pivot effectively in a rapidly evolving environment

Vision & Change Leadership

• Translates strategy into action and mobilizes teams around a clear and compelling future

Candidate Profile

The ideal candidate will be a seasoned HR executive with a demonstrated ability to lead transformation in complex, service-oriented organizations. Key attributes will include:

Experience & Background

• 15+ years of progressive HR leadership experience, including executive-level roles
• Proven success leading organizational transformation, culture change, and workforce strategy
• Experience in multi-site, matrixed environments with diverse employee populations
• Industry experience in healthcare, senior living, or similarly regulated sectors is helpful but not required
• Demonstrated success leveraging HR technology (especially Workday) to drive organizational impact

Leadership Capabilities

• Strategic thinker with the ability to translate vision into execution
• Hands-on leader comfortable operating in a resource-constrained environment
• Strong change agent with the ability to influence and align stakeholders
• Skilled at building trust and credibility across all levels of the organization

Personal Attributes

• High emotional intelligence, resilience, and authenticity
• Strong sense of purpose and connection to meaningful work
• Collaborative, transparent, visible and engaging leadership style
• Demonstrates strong listening skills and empathy, taking the time to understand what matters most to stakeholders and incorporating those insights into thoughtful, effective people strategies.

Remote Type:
Hybrid

Salary Range:
$0.00 - $0.00