Chief People Officer

About the Foundation

The William and Flora Hewlett Foundation invests in creative thinkers and problem solvers working to ensure that people communities and the planet can flourish. Together with our partners we are harnessing societys collective capacity to solve our toughest problems from the existential threat of climate change to persistent and pervasive inequities to attacks on democracy itself. A nonpartisan philanthropy the Hewlett Foundation has made grants in the U.S. and globally for nearly six decades based on an approach that emphasizes longterm support collaboration and trust.

Globally we make grants to address both longstanding and emerging challenges like our efforts to reduce the growing threat of climate change advance gender equity and governance and reimagine the economy and society. Our U.S. efforts prioritize strengthening democracy advancing education for all and supporting communityled conservation. In the San Francisco Bay Area we call home we make grants to support meaningful artistic experiences in local communities and support regional foundations working on critical issues such as housing. All of our grantmaking also invests in advancing racial justice and in strengthening the effectiveness of our grantees and of philanthropy itself. The Hewlett Foundations assets are approximately $12.8 billion with annual awards of grants totaling almost $600 million. More information about the Hewlett Foundation is available at:

The foundation has approximately 130 employees in programmatic operational and investment roles and is located in the San Francisco Bay Area. Across the organization our employees are challenged with meaningful work have the resources for ongoing professional development and learning and contribute to a collegial and engaging environment where they can thrive. We are committed to fostering a culture of inclusion as part of our guiding principles and encourage individuals with diverse backgrounds and experiences to apply.

About the H.R. Department

The H.R. team helps enable the Hewlett Foundations work and people by delivering H.R. solutions and partnership that support our diverse workforce in holistic ways. The sixperson H.R. team ensures that our H.R. policies processes and practices support the foundations mission and strategic goals while providing a positive employee experience.

About the Role

The Chief People Officer (CPO) will report to our VP/COO and will work collaboratively with the President and senior leadership team. They will be responsible for assessing organizational needs in order to design implement and manage effective human resources programs that enhance support and sustain a collaborative learning culture. The CPO will balance organizational and employee needs. They must bring deep human resources knowledge experience and practical approaches that will enhance the Foundations opportunities for impact in an evolving landscape. The CPOs responsibilities will include:

H.R. Leadership

• Partner with the VP/ COO President and other leadership team members as a strategic steward of the Hewlett Foundation.
• Through listening consultation learning and engagement at all levels of the Foundation design and oversee an aligned human resources strategy including recruitment staff and leadership development total rewards performance feedback retention engagement recognition and compliance.
• Lead the Human Resources Departments committed staff to deliver highquality programming.
• Benchmark the competitiveness of peoplerelated programs and use datadriven insights to inform HR decisionmaking and continuous improvement.

Collaboration and Employee Relations/Engagement

• Establish credibility and trust throughout the organization as an effective accessible partner on sensitive peoplerelated employee relations issues.
• Model teamwork effective decisionmaking and candor in interactions.
• Work with the HR team to foster connection and belonging amongst colleagues through employee programs such as our employee resource groups and building and belonging committee.
• Partner with the Chief of Culture Race and Equity to promote diversity equity and inclusion initiatives.

Talent Management

• Partner with leadership to attract retain and develop top talent.
• Oversee performance management as well as investments in staff skill and career development; ensure manager capacity for performance feedback and a culture of continuous learning and growth.
• Cultivate excellence in team leadership and management through access and exposure to consistent management best practices and aligned training coaching and support for supervisors.
• Identify the most pressing learning needs of the organization and ensure that training and development programs address key skill gaps for staff through inhouse trainings and communication of external learning opportunities.

H.R. Operations

• Work with the HR team to oversee daytoday HR programs and systems for recruitment onboarding benefits and leave administration payroll and compliance.
• Develop implement and continuously improve HR policies procedures systems and tools for employees; actively communicate rationale to create shared understanding.
• Maintain robust compensation and benefits programs that align with foundation goals and serve as tools to recruit and retain top talent. This includes conducting periodic reviews and managing both an incentive compensation program (for the foundations investment team) as well as a nonincentivebased compensation program (for other foundation staff).
• Look for continuous process and technology improvements to ensure efficient and effective administrative practices.

Support Board Compensation Committee

• Support the Compensation Committee of the Board of Directors.
• Participate in preparing and presenting materials for the Compensation Committee in collaboration with senior leaders and external compensation consultants.
• Provide and interpret benchmarking data to support compensation decisionmaking for officers and investment professionals.
• Represent the HR function in compensation plan adjustments design improvements and Board communications as appropriate.

Qualifications and leadership qualities:

• Significant H.R. functional leadership and management experience (10 years) supporting multigenerational knowledgebased teams and employees with a track record of:
  • Assessing organizational needs and developing aligned H.R. strategies structures programs and tools that are: a) clear equitable and grounded in best practices; b) supportive of managers and staff at all levels; c) foster transformation and effectiveness; and d) address external market factors.
  • Supporting a consultative approach to delivering broad and specialized H.R. programs.
  • Coaching leaders and managing an H.R. team to thrive amid change and to achieve goals and manage sustainable workloads.
  • Understanding and clarifying job architectures position descriptions responsibilities competencies and accountability across an organization.
  • Ensuring best practice design and delivery of H.R. operations and compliance with a passion for systems and process improvement as well as change management.
• As a leader manager adviser and colleague brings:
  • Strong and empathetic relationship building skills with the ability to quickly form trust respect and confidence at all levels.
  • A collaborative and calm management style with experience leading teams to strong outcomes.
  • Excellent listening written and verbal communication skills; is an influential presenter.
  • An ability to set priorities problemsolve and make fair datadriven decisions while supporting change and continuous improvement.
  • A thoughtful and authentic balance of flexibility diplomacy and accountability with a learning orientation and a bias for action.
  • A demonstrated commitment to diversity equity and inclusion.
  • The highest degree of confidentiality judgment and professional ethics.
  • Proficiency in HRIS and related tools.
• Bachelors degree (BA/BS) in a related field; Masters degree preferred.

Preferred:

• HR certifications such as SHRMSCP SPHR or equivalent.
• Specific knowledge of California employment law.
• Experience working with missiondriven colleagues and/or within the nonprofit foundation academic or philanthropic sectors.

Physical Demands/Work Environment

The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The position is based in Menlo Park California. Staff are working in a hybrid environment and this position is currently expected to work from the Hewlett Foundation office at least 3 times per week (Tuesdays and Wednesdays are required). While performing the duties of this position the employee is required to spend extended periods of time at a computer.

Compensation and Benefits
The Hewlett Foundation is committed to providing compensation that is competitive within the philanthropic sector. We offer a generous total compensation package that emphasizes both base salary and comprehensive benefits. The salary range for this role starts at $350000 $450000. Offers are based on the candidates years of experience and our practice of maintaining salary equity within the foundation.

The William and Flora Hewlett Foundation is an equal opportunity employer and welcomes applications from people of all backgrounds cultures and experiences.

To apply:

Please share nominations or submit a resume and cover letter to our search partner Viewcrest Advisors at: .

Viewcrest Advisors actively cultivates relationships with leaders who have varied life experiences as well as the skills needed to lead strong innovative organizations. Viewcrest Advisors is also committed to your privacy and to protecting your personal data. To view their privacy policy please visit: .