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Join to apply for the Chief People Officer role at Catholic Charities of the Archdiocese of New York

Join to apply for the Chief People Officer role at Catholic Charities of the Archdiocese of New York

Catholic Charities of the Archdiocese of New York provided pay range

This range is provided by Catholic Charities of the Archdiocese of New York. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

Base pay range

$200,000.00/yr - $230,000.00/yr

Summary - Catholic Charities Community Services, Archdiocese of New York, is seeking a genuine "people person" - a leader who thrives on human connection, leads with empathy, and inspires trust, to join its leadership team as its Chief People Officer (CPO).

As CPO, you will play a critical role in shaping a people-first culture that reflects our values of compassion, service, and inclusion. You will be responsible for developing and executing human resource strategy for 900 employees in 60 locations. In support of the agency’s strategic goals, you will lead all HR functions including talent development and succession planning, talent acquisition, organizational and performance management, learning & development and policy/compliance ensuring CCCS creates an environment where employees feel supported, valued, and empowered to make a difference.

Key Responsibilities

• Strategic Leadership- Design and implement a human capital strategy aligned with the agency’s goals and values. Serve as a thought partner to the CEO and leadership team on workforce planning and change management.
• People & Culture- Foster an inclusive, mission-aligned culture that values equity, staff well-being, and continuous learning.

a) Promote inclusion in the workplace and reinforce our position as an equal opportunity employer.

b) Ensure hiring, onboarding and management procedures effectively recruit diverse talent.

• Talent Acquisition-

a) Attract, source, and hire top talent to meet CCCS’s workforce needs and support its long-term goals.

b) Develop comprehensive and strategic recruiting and retention plans to meet the agency’s human capital needs, strategic goals and growth plans by overseeing talent acquisition and internal career development.

• Talent Development- Drive leadership development, succession planning, and robust training programs to grow internal talent pipelines.
• Performance Management - Evaluate and improve employee performance to achieve organizational success, which includes setting clear expectations, regularly assessing progress, providing feedback, and supporting employee development to enhance productivity.
• Learning & Development-

a) Enhance employee skills and capabilities through training, education, and growth opportunities to support individual and organizational performance.

b) Evaluate and implement effective training and development programs.

• HR Operations-

a) Align HR Technology with business and workforce needs

• Leverage analytics to drive talent decisions
• Enhance the employee experience with digital tools

b) Oversee day-to-day HR operations, ensuring effective, user-friendly systems and processes.

c) Analyze the effectiveness of HR procedures and tools and make recommendations for improvement.

• Compliance & Risk -

a) Establish and implement HR policies and procedures that effectively communicate and support the Catholic Charites’ mission and strategic vision.

b) Ensure all HR policies and practices are in compliance with federal, state, and city employment laws and nonprofit regulations.

• Keep abreast of non-profit social services compensation trends and other practices and assist in maintaining a competitive industry presence for the agency.

Qualifications

Education and/or experience required

• A BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred.
• A minimum of 15 years of progressive HR leadership experience, with at least five years of executive HR experience, preferably in non-profit sector.

Skills, Licenses, and/or competencies required

• Proficient in leading organizational change (technology adoption, cultural change).
• Demonstrated abilities in coaching, mentoring, and staff development.
• Competencies in scaling/restructuring teams in complex non-profit organizations.
• Ability to use data to drive HR decisions (engagement, retention, compensation).
• Proficiency with HR technologies.
• Thorough knowledge of employment-related laws and regulations.
• Excellent verbal and written communication skills.
• Excellent interpersonal and conflict resolution skills.
• Strong analytical and problem-solving skills.

Working conditions and physical demands required

The demands described are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• Remain in a stationary position at a workstation and use a computer approximately 90% of the time.
• Ability to work remotely as needed.
• Frequently sit for extended periods.
• Travel for staff meetings 10% of the time using reliable transportation, traversing streets, ascending/descending stairs, and exposed to outside weather conditions.
• Traverse neighborhoods that may require an elevated level of alertness and awareness of surroundings.

This role requires office attendance for the first 90 days before transitioning to a hybrid schedule.

The salary range of $200,000 - $230,000 annually represents the low and high end of the salary for this role. Salary is based on factors including, but not limited to, professional experience, competencies, and educational background. The range listed is one component of our total compensation package. Salary decisions are dependent on the circumstances of each hire.

Seniority level

• Seniority level

  Executive

Employment type

• Employment type

  Full-time

Job function

• Job function

  Human Resources

• Industries

  Individual and Family Services

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