As a strategic partner to the CEO and member of the executive leadership team, the Chief People Officer contributes to the development of strategy, sets priorities, and establishes goals and performance criteria across the organization. The Chief People Officer also directs the human resources functions and the diversity and inclusion strategies and initiatives of the organization.

Worksite Location: Richfield, MN Hybrid

Roles & Responsibilities:

• As a member of the executive leadership team, collaborates in setting the longer-term strategic, business, operational, and financial direction and strategic plans.
• The CPO is the team's thought and action leader for the human resources functions and ensures that the human resources functions and department are supportive of and aligned with the vision and mission of the organization.
• Provides consultation to the President and CEO in their supervision, development, coaching, and performance management of the executive team and leads talent assessment & succession planning initiatives.
• Provides consulting and support to the Compensation Committee of the Board of Directors, attends meetings as required, and provides information necessary to fulfill the charter's needs.
• Leads the design, development, and continuous improvement of the human resources team, including strategic, operational, and management plans, practices, and systems.
• Drafts and implements the organization's staffing and human resources budgets.
• Establishes and implements short- and long-range goals and objectives while staying informed of trends in recruitment, retention, employee engagement, training and professional development, compensation, total rewards, health and safety, organizational development, and diversity, equity, inclusion, and accessibility.
• Ensure human resource organizational policies comply with federal, state, and local laws and regulations, including government contracts, laws, and other organizational regulations.
• Recommend best practices, review, and modify policies and practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources across all levels of management.
• Oversee investigations of complaints of discrimination, harassment, or egregious misconduct/behavior and ensure steps are taken to address the issue and that those impacted are communicated respectfully and effectively.
• Identify, develop, and report key metrics for the organization's human resource and talent management performance that can be used for planning purposes.
• Based on metrics and trends, forecast the organization's future scenarios and goals for developing business plans, including ongoing assessments of the organization's success and market competitiveness.
• Select, supervise, and develop direct reports, including coaching, training, providing work direction, and addressing performance issues while recognizing and reinforcing desired performance.
• Provide mentorship to high-potential talent throughout the organization.
• Responsible for the development and execution of staff development plans that support the workforce development needs and the overall growth goals of the organization.
• Empower the human resources team to work cross-organizationally to achieve the company's mission and strategic plan and collaborate effectively with organizational leaders to deliver on the organization's recruitment, retention, and engagement goals.
• Serve as a champion for culture and values, positioning the company as an organization that attracts, retains, and motivates quality staff.
• Participate and represent human resources functions to external audiences.

Required Skills and Experience:

• A bachelor's degree in human resources or a related field and ten years of experience are required. 
• A minimum of 7 years of management experience managing both managers and individual contributors.
• Master's degree in human resources and SPHR / SHRM-SCP certifications preferred.
• Experience in strategic planning and goal setting, leading and managing projects, tracking data, and developing and delivering reports on progress to leaders and the Board of Directors.
• Experience working effectively with others to reach common goals and objectives; skilled at establishing and cultivating strong relationships with peers across different levels of the organization and externally.
• Must pass a background study with the Department of Human Services, a drug test, a clean driving record, and reliable transportation for work driving.

About Versique:

At Versique, we believe people are more than a resume. People invent, propel, unearth, and build. They transform teams, markets, industries, and bottom lines. People do more than fill an open position. They open greater potential. We're here to help fill your human potential and build your human capacity. The Versique brand represents a powerful combination of "versatile" and "unique," hinting at the concept of "search" in its pronunciation.

In 2023, Versique made the Inc. 5000 list of fastest-growing private companies, and the Minneapolis-St. Paul Business Journal's Fast 50 list of fastest-growing private companies in Minnesota.

Additionally, for the past four years, Versique has been recognized as a Star Tribune Top Workplace and awarded a Best Place to Work in 2022 by the Minneapolis/St. Paul Business Journal, which speaks to the incredible culture we've fostered.

We believe people are the ultimate business advantage. Let's find your people together. And make the best possible.

Versique is an equal opportunity employer committed to creating a diverse workforce. We consider all qualified applicants regardless of race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability, or veteran status.

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