Chief People Officer

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:

• 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

• 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

• 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

• 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

• 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

• 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

• 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

• 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…