Chief Talent Officer

Reports To: Chief Executive Officer
Direct Reports: HR Manager and HRIS Coordinator
Status: Executive Leadership | Exempt

The Chief Talent Officer supports mission delivery, organizational resilience, and long-term success, all while promoting and preserving LIFE’s Core Values.

As Chief Talent Officer, you will define and execute a comprehensive people strategy that supports LIFE’s mission, operational goals, and long-term strategy. You will serve as a trusted advisor to the CEO and executive leadership team, bringing clarity, discipline, and foresight to workforce planning, leadership development, performance management, and compliance.

You will inherit real complexity: regulated environments, diverse roles, mission-critical staff, and high expectations. You will also have real authority to improve systems and more.

Enterprise HR Strategy & Leadership

• Design and execute a human capital strategy aligned with LIFE’s mission, values, and long-term business objectives.
• Translate organizational strategy into actionable plans across succession planning, talent management, organizational design, and performance management.
• Serve as a strategic business advisor to the CEO and executive leadership team on organizational health, leadership capacity, and workforce risk.

Talent, Succession & Culture

• Build and implement a disciplined approach to leadership development, succession planning, and internal mobility.
• Develop recruiting and retention strategies that attract high-caliber talent while honoring nonprofit realities and values.
• Shape a performance culture that balances accountability, compassion, and results.

Compensation, Benefits & Total Rewards

• Lead the design and execution of competitive, compliant, and financially responsible compensation and benefits programs.
• Ensure compensation strategy supports retention, equity, and long-term sustainability.

Compliance, Risk & Governance

• Ensure organizational compliance with all federal, state, and local employment laws and regulations.
• Anticipate legislative changes and advise executive leadership on implications and required actions.
• Oversee personnel policies, procedures, and practices to ensure they are current, defensible, and aligned with operational realities.

HR Operations & Infrastructure

• Provide executive oversight of HR operations, including employee relations, HRIS, personnel records, and data governance.
• Ensure HR systems and processes support scale, accuracy, and decision-making.
• Lead, mentor, and develop the Human Resources team.

Organizational Presence & Community Engagement

• Represent LIFE in community, awareness, and fundraising activities, reinforcing the organization’s credibility and mission.
• Stay current on best practices through professional engagement, research, and peer networks.

This role is a strong fit if you are:

• A senior HR leader from a for-profit environment who understands strategy, scale, and operational discipline — and wants your work to matter.
• A nonprofit HR or operations leader ready to step into an enterprise-level executive role with broader influence and accountability.
• Someone who can hold complexity without hiding behind process.
• Comfortable making hard calls, building trust, and standing behind your decisions.

• Significant senior-level experience leading HR strategy, talent management, and organizational development.
• Demonstrated ability to advise executives and influence at the leadership-table level.
• Strong grounding in employment law, compliance, and risk management.
• Experience leading and developing high-performing teams.
• A leadership style that blends rigor, clarity, and humanity.

• Executive-level influence in a mission-driven organization with real community impact.
• The opportunity to build systems and leaders that directly affect vulnerable populations.
• A role where values and outcomes are not in conflict — they are the work.

Requirements

EDUCATION AND EXPERIENCE:

Bachelor’s degree in human resource management or related field required; minimum of fifteen (15) years of experience in HR or related field. PHR or SPHR certification preferred.

SKILLS:

• E…