About this role
Job Description:
Reporting directly to the CEO, the Chief People Officer will lead all aspects of Human Resources, including Talent Acquisition, HR Business Partners, Total Rewards, Learning & Development, Employee Relations, HR Operations, and HRIS.
The CPO will oversee a dedicated, mission-driven HR team and will be responsible for assessing current capabilities, strengthening leadership bench, and implementing a modern, scalable HR operating model. This leader will play a critical role in integrating HR practices across the organization while maintaining sensitivity to the unique needs of individual sites and populations served.
This is a highly visible, hands-on leadership role requiring both strategic vision and operational execution, as well as a strong on-site presence in HSL’s flagship Boston campus and all HSL sites to build trust and engagement with employees at all levels. Key responsibilities will include the following:
Strategic Leadership & Culture
• Serve as a strategic advisor to the CEO and SLT on all human capital matters • Lead the development and execution of a comprehensive people strategy aligned to HSL’s long-term strategic plan • Drive a unified “One HSL” culture while balancing consistency with the unique needs of individual sites and service lines • Establish and reinforce a culture of accountability, collaboration, respect, transparency, anticipation and performance
Talent & Workforce Strategy
• Assess and strengthen Talent Acquisition, significantly reducing time-to-fill and building proactive pipelines • Develop and implement retention strategies to address workforce shortages and improve stability • Lead enterprise workforce planning, aligning staffing models with operational and financial realities • Enhance employer branding, supporting the organization’s continuous improvement approach and desire to retain its status as a leading employer in the Greater Boston market
Leadership Development & Organizational Effectiveness
• Design and implement learning & development strategies and platforms to build leadership capability • Establish and drive succession planning frameworks, addressing near- and long-term leadership gaps • Coach and develop senior leaders to enhance organizational effectiveness and accountability
Employee Experience & Engagement
• Continuously enhance the employee experience based on feedback, particularly from front-line and non-exempt staff • Ensure HR is visible, accessible, and responsive across all campuses and employee populations • Lead employee engagement survey strategy, including analysis, action planning, and organizational follow-through • Advance employee wellbeing, recognition, and communication strategies
HR Transformation & Operating Model
• Transition HR into a strategic, proactive function aligned with business priorities • Design and implement a scalable HR operating model across a multi-site, matrixed organization • Assess team capabilities, address skill gaps and succession risks, and clarify roles and accountability • Standardize and streamline HR processes while maintaining flexibility where needed
HR Technology & Analytics
• Champion the evolution of Workday to its full potential. Leverage related HR technologies, as needed. • Drive adoption and change management across HR and the broader organization • Establish a robust HR analytics and KPI framework to inform decision-making and measure impact
Governance, Risk & Compliance
• Serve as executive liaison to relevant Board committees (e.g., Compensation, Retirement) • Partner with Legal on complex employee relations matters, regulatory compliance, workforce related risks and Total Rewards changes • Maintain deep knowledge of employment laws and ensure organizational compliance • Help sustain a strong employee relations environment that promotes a culture of direct engagement, transparency, and fair resolution of workplace issues
Financial Partnership
• Partner closely with Finance to align workforce strategy with financial planning and budget constraints • Oversee the design, execution, and continuous improvement of Total Rewards and employee support programs, including long-term compensation planning and plan administration; comprehensive benefits strategy and annual renewals; leave management (FMLA, workers’ compensation, and return-to-work programs); and employee wellness initiatives that enhance engagement, compliance, and overall employee experience • Ensure Total Rewards programs appropriately balance competitiveness, equity, and financial sustainability • Support payroll, workforce cost modeling, and annual budgeting processes
Leadership Competencies & Behaviors Success in this role will require a leader who embodies the following:
Courage & Candor
• Willing to challenge the status quo, communicate openly, and address difficult issues directly
Emotional Intelligence
• Builds trust, demonstrates self-awareness, and effectively navigates complex interpersonal dynamics
Influence & Collaboration
• Able to align diverse stakeholders across a matrixed organization without relying on formal authority
Execution & Accountability
• Sets high standards, drives results, and holds self and others accountable
Adaptability & Resilience
• Thrives in ambiguity and can pivot effectively in a rapidly evolving environment
Vision & Change Leadership
• Translates strategy into action and mobilizes teams around a clear and compelling future
Candidate Profile The ideal candidate will be a seasoned HR executive with a demonstrated ability to lead transformation in complex, service-oriented organizations. Key attributes will include:
Experience & Background
• 15+ years of progressive HR leadership experience, including executive-level roles • Proven success leading organizational transformation, culture change, and workforce strategy • Experience in multi-site, matrixed environments with diverse employee populations • Industry experience in healthcare, senior living, or similarly regulated sectors is helpful but not required • Demonstrated success leveraging HR technology (especially Workday) to drive organizational impact
Leadership Capabilities
• Strategic thinker with the ability to translate vision into execution • Hands-on leader comfortable operating in a resource-constrained environment • Strong change agent with the ability to influence and align stakeholders • Skilled at building trust and credibility across all levels of the organization
Personal Attributes
• High emotional intelligence, resilience, and authenticity • Strong sense of purpose and connection to meaningful work • Collaborative, transparent, visible and engaging leadership style • Demonstrates strong listening skills and empathy, taking the time to understand what matters most to stakeholders and incorporating those insights into thoughtful, effective people strategies.
Remote Type: Hybrid Salary Range: $0.00 - $0.00