The Chief People Officer (CPO) is a mission-driven executive responsible for leading the people and culture strategy for Catholic Charities Archdiocese of San Antonio, Inc. and its affiliated ministries. Serving an organization of approximately 500 employees across five independent 501(c)(3) entities operating under the Catholic Charities Archdiocese of San Antonio, Inc. umbrella, the CPO ensures that human capital practices reflect the organization’s Catholic identity, commitment to human dignity, and dedication to serving vulnerable populations from conception to natural death.

The CPO oversees all aspects of Human Resources (HR) including talent strategy, organizational culture, employee relations, leadership development, compensation and benefits, compliance, and workforce planning. This role ensures that policies, systems, and practices meet the complex regulatory requirements associated with government-funded programs while fostering a workplace culture rooted in compassion, service, accountability, and excellence.

The Chief People Officer serves as a strategic advisor to the President/CEO and executive leadership team and works closely with the leadership of each affiliated 501(c)(3) to ensure alignment in mission, culture, and human capital practices.

Position Responsibilities:

Risk Management & Governance Support

· *Work closely with legal counsel, finance and compliance teams to ensure organization-wide compliance with federal, state, and local employment laws and regulations, establishing systems and practices that promote accountability and risk mitigation.

· *Monitor evolving Human Resources best practices and regulatory requirements, proactively adapting policies, procedures, and workforce strategies to maintain compliance and organizational effectiveness.

· * Support board governance through preparation of HR-related reporting, workforce metrics, and policy recommendations for executive leadership and board committees.

· * Establish and promote consistent employment practices across affiliated agencies while allowing flexibility to support unique programmatic and operational needs.

· *Oversee periodic internal reviews and audits of HR, payroll, and related systems to ensure accuracy, strengthen internal controls, and support continuous quality improvement.

Strategic Planning & Leadership

· *Develop and implement a comprehensive human capital strategy that supports the mission, strategic priorities, and growth of Catholic Charities and its affiliated agencies.

· *Serve as a key member of the executive leadership team, advising the President/CEO on organizational culture, workforce planning, and leadership development.

· *Lead strategic workforce planning initiatives and organizational development efforts.

· * Develop and monitor workforce metrics and HR analytics to inform strategic decision-making, workforce planning, and organizational effectiveness.

· Foster a workplace culture that reflects Catholic Social Teaching, emphasizing respect for human dignity, service to the poor and vulnerable, and stewardship of resources.

Talent Acquisition & Workforce Development

· *Lead recruitment, onboarding, and retention strategies for a diverse workforce of approximately 500 employees across multiple program areas and service locations.

· *Develop leadership pipelines and succession planning to ensure organizational sustainability and mission continuity.

· *Design and oversee professional development programs that support employee growth, leadership capacity, and mission integration.

· Lead and develop the Human Resources team through mentorship, performance management, and professional development to ensure high-quality HR service delivery across the organization.

Employee Relations & Investigations

· *Serve as a resource for managers and employees in addressing workplace concerns, performance management, and conflict resolution.

· *Conduct HR-related investigations and guide leadership in managing grievances and disciplinary actions.

· *Support leadership in employee terminations, ensuring legal and ethical practices are followed.

· *Act as the final point of escalation for complex workplace disputes, ensuring a fair, empathetic, and documented resolution process.

· *Where possible, implement restorative justice frameworks to repair workplace relationships after conflict.

HR Operations

· * Provide executive oversight of HR operations including compensation strategy, benefits administration, HRIS systems, policy management, and performance management processes.

· *Lead efforts related to job classification, position grading, competitive and fiscally responsible pay ranges, and role evaluations.

· *Use people data to track turnover, tenure, and demographics trends to inform executive decision-making and set objectives.

Policy Development & Communication

· *Develop, evaluate, and implement Human Resources policies, procedures, and practices that support organizational effectiveness, compliance, and employee engagement.

· *Communicate Human Resources policies, updates, and organizational changes clearly and effectively to leaders, managers, and staff across all levels of the organization.

· *Provide strategic guidance and oversight on employment policies and practices related to FMLA, ADA, FLSA, workers’ compensation, background screening, and other applicable workplace regulations.

· *Modernize and maintain the Employee Handbooks, ensuring policies reflect a modern, flexible and inclusive workplace to include having legal review proposed Employee Handbook on a regular basis.

· *Lead the internal people-response during emergencies such as inclement weather, a pandemic, organizational crises or external socio-political events that affect the staff’s well-being.

Culture & Employee Engagement

· *Weave the organization’s “why” into every touchpoint of the employee lifecycle to prevent burnout and foster high morale.

· *Cultivate a workplace environment that promotes collaboration, respect, accountability, well-being, and mission-centered service.

· *Lead initiatives that strengthen employee engagement, well-being, and organizational communication to include but not limited to engagement surveys and stay interviews.

· *Establish and maintain onboarding and offboarding strategies that promote engagement, knowledge transfer, and a positive employee experience.

· *Gather and analyze employee experience and engagement data to inform culture-building strategies and organizational improvements.

Organizational Expectations

· Must complete all required professional development assigned in a timely manner.

· Must ensure all staff complete required professional development assignments in a timely manner.

· Must be sensitive to the service population’s cultural and socioeconomic characteristics.

· Adhering to safety training and protocols on a daily basis, and taking precautionary measure to ensure the safety and well-being of self and others.

· Responsible for protecting the confidentiality of any information or material obtained in the service with the organization to include but not limited to client names and information, services rendered to clients, donors names and gifts, internal and external investigations or results of any investigations, and financial information.

· Every employee is required to take a solution-oriented approach in their interactions and undertakings, as well as being a team member that promotes collaboration and commitment to the Mission and Vision of the organization.

· Adherence to the code of Conduct and the Faith and Moral Policy is mandatory.

Additional Duties

· Perform other duties as assigned by the President/CEO.

Competencies:

Business Acumen

Integrity/Honesty

Critical Thinking

Performance Management

Communication

Minimum Qualifications:

• Education
  • Master’s degree in Human Resources, Business Administration, Organizational Leadership or related field required
• Experience
  • At least ten years of human resource management experience required, including executive-level responsibility
  • Experience leading HR functions within large, complex organizations (500+ employees preferred)
  • Experience working within nonprofit or social services strongly preferred
  • Demonstrated experience managing compliance requirements associated with government-funded programs
• License and Credentials
  • SHRM-SCP, SPRHR, or comparable HR leadership certification
  • Reliable transportation
  • Valid driver license
  • Clean driving record
  • Ability to pass background check, and maintain a clear record throughout their tenure

Minimum Knowledge and Skills:

· Deep commitment to the mission and values of Catholic Charities and Catholic Social Teaching

· Strategic thinker with the ability to translate mission and vision into effective people strategies

· Strong leadership and relationship-building skills with the ability to influence across diverse teams and ministries

· Expertise in employment law, compliance, and HR best practices

· Experience navigating complex organizational structures and multiple reporting relationships

· High emotional intelligence and ability to lead with compassion, discretion, and integrity

· Exceptional communication and organizational leadership skills

· Proven expertise solving problems

· Budge management skills

· Knowledge of computers to perform necessary tasks with common office and HR programs

Travel Requirements:

Travel requirements for the position includes 30% local and 10% non-local. Remaining 60% will be at work location for position.