Chief People Officer - GRU

This is executive-level work providing strategic vision, leadership, and oversight for the development and implementation of workforce strategies, organizational initiatives, and people procedures and practices that align Gainesville Regional Utilities’ (GRU) workforce with its mission, vision, and strategic direction. The Chief People Officer provides leadership in developing and executing strategies that strengthen organizational effectiveness, employee engagement, talent, and workforce capabilities to support GRU’s long-term business objectives.

The Chief People Officer serves at the will of the Chief Executive Officer (CEO) and may be appointed or removed by the CEO. Work in this classification is distinguished from other classes by its executive-level responsibility for strategic workforce planning, organizational effectiveness, human resources strategy, and oversight of the GRU workforce.

Essential Functions:

• Serves as a member of the GRU Executive Team and establishes and maintains effective working relationships as a strategic partner to the CEO, GRU Executive Team, GRU Leadership Team, and GRU management.
• Provides executive leadership and serves as a strategic advisor and consultant to management on matters affecting the GRU workforce, organizational effectiveness, employee relations, talent, and human resources. Partners with department and division leaders to identify workforce needs and develop strategies to address current and future organizational requirements.
• Develops and implements workforce strategies, goals, and initiatives aligned with GRU’s mission, vision, strategic direction, and business objectives to maximize employee effectiveness and organizational performance.
• Leads strategic workforce planning efforts, including assessing current and future workforce needs, identifying organizational capabilities and gaps, and developing strategies to attract, develop, retain, and deploy talent in support of GRU’s short- and long-term goals.
• Provides leadership and oversight for the development, implementation, and continuous improvement of GRU’s people policies, procedures, practices, programs, and processes. Researches emerging trends and recommends innovative and strategic approaches to improve organizational effectiveness, operational efficiency, and the employee experience.
• Partners with GRU management to address and resolve complex and sensitive matters involving the interpretation or application of people policies, procedures, practices, and applicable laws and regulations.
• Leads and oversees organization-wide workforce change management initiatives, applying structured change management methodologies and effective communication strategies to support successful implementation of organizational changes and help employees understand the purpose, impact, and expectations associated with change.
• Directs the development, analysis, and use of human capital analytics to support strategic and operational decision-making. Reviews and interprets complex queries, reports, and data; integrates quantitative and qualitative information; and presents meaningful workforce insights to GRU management to inform changes to operations, processes, programs, and workforce strategies.
• Provides executive leadership and oversight of the Office of People Resources, establishing priorities, allocating resources, developing organizational capabilities, and ensuring the effective delivery of human resources services throughout GRU. Has responsibility for effective administration of departmental budget.
• Ensures human resources programs, practices, and decisions comply with applicable federal, state, and local laws, rules, regulations, policies, and established organizational practices.

Non-Essential Functions:

• Required to respond during emergency conditions and may be required to work in varying climatic conditions.

• Bachelor’s degree from an accredited college or university.
• A master’s degree is preferred.

• At least ten (10) years of progressively responsible experience in human resources management, including significant experience providing strategic leadership and advising executive and senior-level management.
• Experience leading a broad range of human resources functions in a complex organization is required.
• Experience in a multi-service utility or other 24/7 operational environment is desirable.

The following certifications are highly desirable:

• Senior Certified Professional (SHRM-SCP) from the Society for Human Resource Management; or
• Senior Professional in Human Resources (SPHR) from the Human Resources Certification Institute; or
• Certified Compensation Professional (CCP).

• Thorough knowledge of the principles, practices, theories, methods, and legal requirements applicable to human resources management and strategic workforce planning.
• Thorough knowledge of organizational development, talent management, employee and labor relations, compensation, recruitment and retention, performance management, workforce planning, and other human resources disciplines.
• Strong executive leadership and interpersonal skills, with the ability to establish and maintain effective working relationships and collaborate productively with the CEO, executive and senior management, appointed officials, employees, and other stakeholders.
• Excellent written and oral communication skills, with the ability to articulate complex information, issues, and recommendations clearly, concisely, and persuasively and influence others toward a common goal.
• Strong analytical, critical, and creative thinking skills, with the ability to assess complex organizational issues, gather and evaluate information, consider multiple perspectives, exercise sound judgment, and develop effective solutions consistent with policies, practices, standards, regulations, and applicable law.
• Demonstrated ability to serve as a strategic business partner and trusted advisor to executive and senior management and to translate organizational objectives into effective workforce strategies and initiatives, maintaining the highest standards of confidentiality, discretion, integrity, and professionalism
• Demonstrated ability to lead organization-wide change, navigate complex and sensitive issues, build organizational alignment, and coach and advise management through difficult and challenging circumstances.
• Ability to lead, develop, and manage the Office of People Resources, including establishing priorities, planning, assigning, delegating, and directing work; developing staff; managing performance; preparing and monitoring the annual budget; and effectively utilizing human resources and departmental technology systems.
• Ability to analyze and interpret workforce data and translate complex information into meaningful insights, recommendations, and actions that support organizational and business decisions.
• Ability to effectively manage multiple priorities, meet deadlines, and operate successfully in a complex, dynamic, and highly regulated environment.