THE ORGANIZATION

Bancroft was founded in 1883, and is a leading human services provider, offering support for adults and children with intellectual and developmental disabilities, and traumatic brain injury. Bancroft operates over 200 locations in New Jersey, Pennsylvania and Delaware, these locations include special education schools serving children from age 5 through 21, group homes, day services, and provide rehabilitation therapies.

THE POSITION

The following statements are intended to describe the general nature and level of work to be performed. This job description is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of an incumbent. Bancroft reserves the right to modify the job description at any time, at its sole discretion.

Responsible for the strategic leadership of all aspects of Human Resources and Organizational Development & Learning functions, to include: Talent Acquisition, Talent Management, Organizational Development, Staff and Leadership Development, Total Rewards, Organizational Culture -- including Diversity, Equity & Inclusion, Employee Relations & Engagement, Workforce Planning, Occupational Health, HR Compliance and Affirmative Action. The Chief HR Officer is a strategic leader focused on partnering with organizational leadership to facilitate a positive, productive culture, outstanding employee experience, and maintaining a productive, diverse, talented and engaged workforce through the design, development and execution of Human Resources strategies that align with organizational goals and objectives. Serves as the key business partner for the President & CEO and Executives.

Department: Executive/Administration

Reports to: President & Chief Executive Officer

Direct Reports: Vice President Talent & Culture, Director of Talent Acquisition, Director of Total Rewards

FLSA Status: Exempt

POSITION RESPONSIBILITIES

1. Partners with the President & CEO and Executive Team to build short and long-term strategies that will ensure the right people are in the right roles, to perform the right duties in the right way, or order to deliver the organization’s vision, mission and goals, consistent with its core values.

2. Acts as coach, partner and trusted business advisor to influence the President & CEO and executive team in the areas of leadership, employee engagement, organization effectiveness, change management, and capability building.

3. Develops and advises on integrated talent management, organizational development, compensation and benefits strategies to recruit and retain a high quality, stable workforce, and build an internal bench of talent.

4. Utilizing contemporary organizational development principles, partners to shape and steward organizational culture, based on the principles of the organization’s Core Values, including Diversity, Equity & Inclusion, by recognizing, articulating and shaping organizational priorities and behaviors.

5. Responsible for the development and execution of a sound organizational strategy of attracting, developing and including diverse team members in all roles across the organization.

6. Partners to develop and sustain a sound rewards and recognition philosophy that will ensure appropriate levels of engagement and accountability, enabling the attraction and retention of the best talent.

7. Partners to develop and execute a talent development strategy that seeks to continually assess and improve workforce competency.

8. Maintains budget and fiscal responsibility for all HR strategies and initiatives, to include management of self-insured benefit plans, pension, and unemployment.

9. Collaborate with other key stakeholders to support a safe work environment, and is responsible for the Occupational Health service, and in helping manage the workers’ compensation program.

10. Ensures that HR has the appropriate service delivery model and team capability to support a positive employee experience, where HR processes, plans, programs and tools are in place to facilitate organizational goals and objectives and deliver on the established HR strategy.

11. Develops, implements and utilizes HR key performance metrics that support the improvement of efficiencies, accountability and best practices.

12. Partner with key community stakeholders to support mutually beneficial relationships, goals and objectives.

13. With the President & CEO, serves as management liaison to the Human Capital Committee.

14. Performs other duties as assigned.

ORGANIZATIONWIDE PERFORMANCE EXPECTATIONS

1. Abides by the Bancroft’s Code of Ethics, Mission Statement, Vision Statement and Core Values in promoting ethical behavior, establishing relationships and providing guidance in decision-making situations.

2. Remains current with required training certifications, meets state-regulated licensing and regulatory accreditations, and adheres to mandatory requirements.

3. Maintains effective verbal and written communications with colleagues, those served, and their family members and/or guardians when applicable.

4. Willingly and effectively cooperates with Bancroft, The Department of Human Services, The Division of Developmental Disabilities (DDD), and other licensing or state agencies or local municipalities in any inspections and investigations, upon request.

5. Maintains a safe and respectful environment, free of abuse, neglect, or exploitation; does not allow weapons, threats, bullying or intimidation.

6. Reports any violations to the appropriate individual as soon as the incident occurs.

7. Maintains levels of supervision as defined in behavior plans, e.g., Individual Program Plan (IPP), Individual Rehabilitation Plan (IRP), Individual Education Plan (IEP), Individual Service Plan (ISP), etc., when applicable.

PROFESSIONAL QUALIFICATIONS

Education and Experience

• Bachelor’s degree in Human Resources or related field required; advanced degree is strongly preferred. Professional certifications, SPHR, SHRM-SCP, etc. preferred

• Minimum 15 years progressive experience, with strong working knowledge of the various Human Resources functions

• Minimum of 7 years in a senior executive leadership role, in a 1,000+ employee organization

• Strong working knowledge in all areas of responsibility, including: talent acquisition, organizational development, DE&I, compensation and benefits, safety, human capital management, labor laws, employee relations, process improvement

• Experience in strategic plan development and implementation

Special Skills

• Must be a self-starter able to prioritize and manage multiple competing responsibilities simultaneously.

• Must be a decisive leader with a high degree of accountability and performance orientation; requires a management style that can engage, coach and build relationships on multiple levels across an organization.

• Must have a high degree of integrity with a strong mission orientation consistent with Bancroft vision, mission and objectives.

• Excellent technical, communication and computer skills are essential.

• Strong interpersonal, customer service, team building, relationship building and conflict resolution skills are essential. Strong business and financial acumen.

• Valid driver’s license required in incumbent’s legal name and current address with no provisional restrictions.

• Minimum 18 years of age required.

Required Behavioral Competencies

Compassion - Expressing kindness, caring and a willingness to help others.

Help others feel valued and support a sense of belonging. Show interest and concern for others with whom you work, serve or support. Offer support when a colleague is in need, without being asked. Listen openly, non-defensively, and without judgment when someone is sharing an opinion, concern or issue. Be available and supportive to others. Create an environment where different ideas and experiences can be shared openly by team members, without fear of criticism or retaliation. Show empathy to colleagues, family and persons served perspective when dealing with difficult situations. Explain the “Why” to everyone involved when a treatment is being recommended. Be conscious of your own blind spots or unconscious bias.

Accountability - Accepting responsibility for personal behavior and actions.

Keep your promises and other commitments. Follow through to completion when accepting responsibility for something. Meet deadlines, and follow-up to ensure others do the same. Ensure team member concerns are heard, responded to, and addressed appropriately. Consistently come to work when scheduled and be on time. Follow all policies and procedures. Use the employee escalation and appeal process when your immediate supervisor cannot satisfactorily address a workplace issue or concern. Attend meetings, education and other events you signed up for and communicate if your plans change. Come to meetings on time and be prepared to actively participate. Own issues or challenges by finding things within your control that can help.

Respect - Showing care about the feelings and well-being of others.

Treat everyone fairly; the way they would want you to treat them. Get to know the individuals served, families and colleagues for the people they are; introduce yourself, engage in meaningful conversations. Show support for all individuals we encounter (team members, those we serve, family members, etc.), learn their names and how to pronounce them, and respect their right to choose their pronouns and use the ones they use for themselves. Keep conversations constructive, focused on common ground, and solutions to problems. Be attentive to others’ cultures, beliefs, opinions and backgrounds and adapt as needed, to the extent they align with Bancroft’s Core Values. Make sure persons served have a choice in how they spend leisure time. Ask persons served or families,” What matters to you?” Value differences as opportunities to learn and grow. Welcome and introduce others and help make them feel they belong. Celebrate and/or acknowledge successes and milestones of others. Meet people where they are; open yourself up to others’ points of views and perspectives. Focus on the topic of meeting without distractions of devices or other work. Offer individuals served and colleagues opportunities for choices and to have a say in things that relate to them. Be aware of email etiquette (respond timely, use words as you would in person, and don’t forget “please” and “thank you”).

Empowerment - Becoming strong and confident, especially in controlling one’s life and claiming one’s rights.

Take initiative to pursue needed improvements (See it - Own it - Solve it - Do it). Provide opportunities for others to expand their involvement and personal or professional growth. Ask colleagues to represent you at meetings when you are not available. Collaborate with others to be inclusive in problem solving and decision making. Support persons served in making their own decisions, rather than decide for them or tell them how to decide. Make decisions that fall within your responsibility. Effectively delegate to others and support their decisions. Report things that are a concern or do not appear to be appropriate. Find ways to help individuals served learn and grow in everything they do. Freely share ideas or suggestions. Be inquisitive, ask questions, and offer support. Develop the courage to take personal risks when needed to support each other and the organization’s success.

Safety - Protecting self and others from danger, risk or injury.

Be aware of safety in all home, school and work environments, and make immediate corrections when needed. Follow all safety procedures, even when stress is high, and time is short. proactively de-escalate behaviors whenever possible and appropriate. Provide and support a psychologically safe work environment. Immediately report concerns when things don't seem right. Clean up spills, and don’t leave them unattended. Take the initiative to understand service and behavior plans, goals, etc. Make sure treatment goals are aligned with evidence-based practices. Address unsafe conditions without waiting to be asked. Ensure supplies are replenished before they are depleted.

COMPENSATION

This is a full-time, exempt position with Bancroft at 1255 Caldwell Road, Cherry Hill, NJ 08034.

Starting Salary Range: The starting salary range for the position is $200,000 to $250,000 depending on experience. Benefits include but are not limited to: medical, prescription drug, vision, and dental coverage, flexible spending plan, employee assistance program (EAP), life insurance, short- and long-term disability insurance, commuter benefits, 403(b) retirement plan, wellness program, tuition benefits.

All offers of employment are subject to and contingent upon satisfactory completion of background checks as determined by Bancroft.

TO APPLY
Bancroft has retained Dunleavy & Associates as its partner for this search. In order to be considered, please submit your resume or CV and a cover letter via this LINK.

EEO/AAP Statement
Bancroft provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, and any other characteristic protected by federal, state, or local laws.