Chief People Officer

Chief of People & Culture (CPC)

The Chief of People & Culture (CPC) is the senior executive responsible for enterprise-wide human capital governance, workforce compliance, and organizational culture. As a strategic partner to the CEO and a member of the Executive Leadership Team, CPC provides the designated executive authority for personnel systems required under New Jersey behavioral health, healthcare, and social service regulations. The CPC ensures a modern, mission-aligned, and high‑performing workforce capable of meeting complex regulatory and contractual obligations.

Core Responsibilities

1. Executive Leadership & Strategy

• Serves as a co‑strategist with the CEO to translate organizational mission and values into effective people systems.
• Exercises independent executive judgment on HR operations, workforce strategy, and risk management.
• Represents the organization in workforce‑related matters during audits, inspections, and external reviews.

2. Regulatory Compliance & Audit Readiness

• Holds executive accountability for compliance with NJ Administrative Code (Titles 8, 10, 13, 45), federal employment law, and Medicaid standards.
• Oversee personnel records, credentialing, background checks, and professional licensing to ensure continuous audit readiness.
• Directs corrective action and remediation for any personnel‑related compliance findings.

3. Organizational Culture & Effectiveness

• Acts as the executive steward of culture, equity, and professional conduct standards.
• Designs and implements leadership development frameworks and performance management systems that promote accountability and mission alignment.
• Models high‑level emotional intelligence and ethical leadership for the enterprise.

4. Talent Strategy & Workforce Sustainability

• Leads enterprise talent acquisition, retention, and succession planning.
• Partners with program leadership to anticipate staffing needs relative to service expansion and funding shifts.
• Utilizes workforce analytics to identify trends and mitigate staffing risks.

5. HR Operations & Data Governance

• Oversee HRIS platforms and personnel document management systems to ensure data integrity and confidentiality.
• Leads the modernization of HR operations through data‑driven practices and technology.
• Provides executive‑level workforce reporting to the CEO and Board of Directors.

Qualifications

• Education: Bachelor’s degree required; Master’s degree in HR, Business, or a related field preferred.
• Experience: Minimum of 10 years of progressive HR leadership, including executive‑level responsibility.
• Sector Expertise: Demonstrated experience in licensed, regulated, or healthcare‑adjacent environments.
• Skills: Proficient in NJ workforce compliance, employment law, and audit processes; exceptional communication and interpersonal skills.

Key Performance Indicators (KPIs)

• Success of state agency licensing inspections and Medicaid audits.
• Workforce retention and engagement metrics.
• Efficiency and modernization of HRIS and credentialing systems.
• Timely execution of corrective action plans and regulatory filings.

Salary range for this position is $160,000 to $180,000.