Chief People Officer

Viventis Search Asia; Makati; On-site; PHP 4,500,000 - 6,500,000; Full time

Job summary

Viventis Search Asia, on behalf of an premier institution of higher learning, seeks a Chief People Officer to lead the HR function and transform it into a strategic service aligned with the Institute’s goals.

The CPO will design and implement organization-wide HR strategies, total rewards, and a new Performance Management System, while partnering with top management to drive change, talent development, and inclusive workforce practices across the campus.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• Master's degree in human resources or organizational development or Business Administration (MBA) - required
• At least 15 - 20 years of progressive experience in human resources management; has handled all aspects of human resources.
• Has been a senior HR leader for at least 5 years and has led HR teams. Has developed company-wide policies & contributed strategically at the executive level.
• Proven ability to align HR priorities with broader business goals.
• Strong leadership and interpersonal skills, including the capacity to balance people needs with business priorities.
• Senior HR leaders who have worked in educational institutions with graduate programs would have an advantage

Responsibilities

• Facilitate business change and performance across the institute through the implementation of an effective people strategy, influencing significant business decisions through a close partnership with the Management team.
• Provide HR leadership and counsel on matters involving people and change/cultural management.
• Formulate the Institute's total rewards philosophy and strategy and provide compensation-related consultation to ensure that competitive and equitable base, variable compensation, and benefits opportunities exist, ensuring sound and appropriate decisions are made related to people, performance, job levels and pay.
• Participate in business planning and strategic direction with executives of each business unit giving advice on organizational structure; recruiting and diversity strategies; retention; exit strategies; expansion, reduction or change, etc.
• Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action particularly those that affect the attraction, motivation, development and retention of the people resources of the organization.
• Champion talent development initiatives to strengthen talent pipelines, building a deep succession bench in all levels across the organization. Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the organization.
• Monitor staffing and turnover progress by implementing standard and appropriate KPIs, collecting and analyzing laborcost, staffing requirements, turnover, etc.
• Develop programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
• Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company.
• Continually assess the competitiveness of all HR programs and practices against the relevant comparable companies, industries and markets.
• Establish credibility throughout the organization to be an effective listener and problem solver of people issues.

Skills

Leadership

HR strategy

Change management

Executive partnership

Diversity & inclusion

Education

Bachelor's degree in Human Resources, Business Administration, Psychology, or related field

Master's degree in HR or organizational development or MBA

Job description

Our client, an institution of higher learning, is in need of a Chief People Officer. Working closely with the President and Dean of the Institute, the Chief People Officer (CPO) plans, develops, organizes, implements, directs and evaluates the overall Institute Human Resources function and performance; and overseesits Diversity/Inclusion, and Engagement strategies.

The CPO role will include the creation and implementation of organization wide human resources strategies that will facilitate the transformation of HR to a strategic shared services unit that will support the Institute's goals of going beyond business and blazing new trails in the coming years. He or she will be tasked to design and implement a change management program and a total rewards program, as well as overhaul the Performance Management System.

Responsibilities:

• Facilitate business change and performance across the institute through the implementation of an effective people strategy, influencing significant business decisions through a close partnership with the Management team.
• Provide HR leadership and counsel on matters involving people and change/cultural management.
• Formulate the Institute's total rewards philosophy and strategy and provide compensation-related consultation to ensure that competitive and equitable base, variable compensation, and benefits opportunities exist, ensuring sound and appropriate decisions are made related to people, performance, job levels and pay. Develop progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance.
• Participate in business planning and strategic direction with executives of each business unit giving advice on organizational structure; recruiting and diversity strategies; retention; exit strategies; expansion, reduction or change, etc.
• Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action particularly those that affect the attraction, motivation, development and retention of the people resources of the organization.
• Champion talent development initiatives to strengthen talent pipelines, building a deep succession bench in all levels across the organization. Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization for positionsof responsibility. Identify appropriate and effective external sourcesfor candidates for all levels within the organization.
• Monitor staffing and turnover progress by implementing standard and appropriate KPIs, collecting and analyzing laborcost, staffing requirements, turnover, etc.
• Develop programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
• Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the businessof the company.
• Continually assess the competitiveness of all HR programs and practices against the relevant comparable companies, industries and markets.
• Establish credibility throughout the organization to be an effective listener and problem solver of people issues.

Skills & Qualifications:

• A bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• A \"Master's\" degree in human resources or organizational development or Business Administration (MBA) - required
• At least 15 - 20 years of progressive experience in human resources management; has handled all aspects of human resources.
• Has been a senior HR leader for at least 5 years and has led HR teams. Has developed company-wide policies & contributed strategically at the executive level.
• Proven ability to align HR priorities with broader business goals.
• Strong leadership and interpersonal skills, including the capacity to balance people needs with business priorities.
• Senior HR leaders who have worked in educational institutions with graduate programs would have an advantage