Chief People Officer


Chief People Officer

San Francisco, CA


GLIDE is a social justice movement, social service provider, and spiritual community that delivers compassionate, sustained, and comprehensive care to all in need. For over 50 years, GLIDE has worked on the front lines of San Francisco's Tenderloin neighborhood— one of the United States' most challenged, inspiring communities— by providing food, housing, healthcare, and family services to its residents.

Today, GLIDE is building on the legacy of activist co-founders Cecil Williams and Janice Mirikitani, to deepen its impact and extend its reach. Under the leadership of President and CEO Karen Hanrahan, and alongside its community members, GLIDE seeks to create transformational change in the lives of those disenfranchised and dispossessed in one of the nation's most visible geographies for both wealth creation and economic inequality.



About The Opportunity


GLIDE seeks an experienced and collaborative Chief People Officer (CPO) to join its executive team at a time of exceptional growth and change. The CPO will head GLIDE's talent acquisition and development functions, lead change management processes, and foster a humane, performance-oriented working environment consistent with GLIDE's organizational values and objectives.


The CPO will have overall responsibility for the development and implementation of human resource programs, processes, systems and tools to build individual skills and organizational capabilities in support of GLIDE's day- to-day functions; and will serve as a strategic advisor, content expert, thought partner and coach around key human resource and management issues for senior leaders and managers across the organization.


The CPO will provide leadership in creating and maintaining a collaborative organizational culture that reflects GLIDE's values of radical inclusivity, unconditional love, truth telling, and celebration.


The CPO reports to the Chief Executive Officer, and supervises a staff presently comprised of three functional people and culture professionals.


Primary Duties And Responsibilities



Organizational Culture and Strategy


  • Lead an assessment of GLIDE's organizational culture and structure; recommend human resource strategies to address the growing demand for GLIDE's services, promote institutional equity, and meet both strategic and operational needs of the organization;
  • Advise, consult with, and support senior executives in the development and application of GLIDE's organizational philosophy and values in the management and development of its people;
  • Create and lead implementation and assessment of annual and multi-year human resources strategies and plans;
  • In consultation with GLIDE's Senior Director of Communications and senior managers, develop and implement an internal communications program to educate and engage employees around the organization's strategic direction and plan;
  • Lead in the development and guide the execution of GLIDE's goals and strategies with respect to diversity, inclusion, and equity, including efforts to

    • conceptualize, define & refine, assess, nurture and cultivate diversity, equity and inclusion as a set of organizational resources and strategies
    • recruit, hire, retain, and support the professional development of a diverse staff, able both to represent and advocate for GLIDE's clientele
    • define and balance business needs with GLIDE's values and commitment to provide employment opportunities to members of the GLIDE community, including the formerly incarcerated and chronically homeless
    • identify opportunities, design policies, and support practices that promote equity throughout the organization in areas such as recruitment, access to information and opportunity, compensation and recognition

Talent Management and Development


  • In collaboration with GLIDE's senior managers, develop, execute, and oversee talent acquisition, development and retention strategies and plans, including

    • candidate identification, recruitment, selection, hiring and onboarding; and
    • staff performance management, review, promotion, succession, and termination;
  • Provide and facilitate delivery of training, coaching, counseling and other resources as indicated to support ongoing learning, professional growth and improvement at both individual and organizational levels, including through administration of GLIDE'S workforce training program, Learning and Development
  • Provide confidential support to all staff in resolving work-related issues or problems. Keep leaders and managers informed of employee relations issues as indicated, and promptly handle any issues that require legal action and resolution;
  • Develop the professional abilities and sensibilities of the human resources team. Manage the team to a high standard of individual and collective performance;
  • Refine and execute compensation and benefit strategies and programs that are competitive in the marketplace, conducive to GLIDE goals, and consistent with its values and business philosophy.


Human Resources Policies and Procedures

  • Develop, communicate, and supervise the fair and consistent application of GLIDE's Human Resource philosophy, principles, policies, and practices;
  • Ensure that human resources and employment related policies comply with all applicable laws, and reflect any changing business or operating norms, posture or philosophy of the organization;
  • Manage the administration of GLIDE's core program of employee benefits, including health and retirement programs;
  • Assess and mitigate potential risk to the organization by identifying and implementing policies, procedures and practices that improve the health & safety of the overall work environment while reducing the risk of harm to both staff and clients;
  • Develop and manage HR budgets, including identifying and assessing available resources for professional development and team building purposes.



  • 12+ years of progressively responsible professional and leadership experience in senior human resources positions, including experience developing people and culture through periods of significant organizational growth and change;
  • Sophisticated author and practitioner of equitable and inclusive human resource policies and strategies; record of success in building diverse, engaged workplaces;
  • Effective HR tactician and strategist, with the ability simultaneously to manage multiple priorities and projects;
  • Outstanding communication skills including the ability to deal with confidential, sensitive, emotionally charged situations with empathy and tact, and respond appropriately to internal and external inquiries;
  • Credibility and compassion to represent and advocate for an organization embedded in a high poverty community with extensive and complex needs (San Francisco's Tenderloin district).





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Vice President, Talent Acquisition



Vice President, Talent Acquisition




Responsible for the creation and execution of a comprehensive, multi-faceted recruiting strategy to reach and recruit individuals of different demographics, backgrounds and experiences in support of the Company’s BeFIRST values and commitment to diversity and inclusion.




Key Accountabilities:


  • Support multiple business lines and manage the end-to-end recruitment cycle for select positions. Build strong relationships with business line leaders, hiring managers, HR Business Partners and Staffing Specialist to maintain an understanding of hiring needs and challenges.


  • Develop and implement a progressive sourcing strategy to increase diverse talent acquisition and retention. Provide consultation and support to hiring managers throughout the recruitment process.


  • Create and drive innovative recruitment methods to build a continuous pipeline to reach passive job seekers and to source difficult to fill positions. Partner with the Marketing team to develop creative recruiting campaigns to attract a diverse audience across the communities we serve. Seek opportunities to introduce and promote the company’s brand.


  • Partner with business lines leaders on talent planning, gap analysis, industry trends and/or best practices to meet or exceed hiring goals.


  • Recommend ideas and solutions that will contribute to the Company’s diversity and inclusion strategy and overarching business goals and objectives.


  • Analyze the recruitment process to identify efficiency and improvement opportunities. Develop performance metrics and provide management reporting.


  • Maintain relationships with professional associations, chambers of commerce and other community organizations throughout the Company’s footprint. Plan and coordinate recruiting events at job fairs, tradeshows, and other networking events. Build relationships with colleges and universities and participate in on-campus recruiting activities and events.


  • Consistently meet or exceed service level agreements by providing the highest possible level of service to the business.


Ensure compliance with all banking laws, rules, regulations, prescribed policies, practices and procedures necessary to reduce risk and uphold ethical standards related to and required by one’s




Bachelor’s Degree or equivalent work experience.





  • 8 years demonstrated recruitment experience, preferably in a financial services industry


  • Experience sourcing and recruiting diverse talent for senior and highly complex or specialized positions


  • Advanced experience with online recruiting methods, sourcing products and applicant tracking systems


Skills & Knowledge:


  • Excellent verbal, written and presentation skills


  • Strong negotiating and influencing skills


  • Ability to manage and prioritize competing priorities


  • Solution and results oriented


  • Effective networking skills


  • Proficient in Microsoft Office Suite


  • Knowledge of employment laws and regulations






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All interested individuals are encouraged to contact Nicole Ferrer at or via phone at 253.951.6408.








Chief Human Resources Officer





Diversity Recruiters has been retained to help YouthCare find its next Chief Human Resources Officer.


Under the supervision of the Chief Executive Officer / Executive Director, the Human Resources Officer serves as a strategic business partner and is responsible for the overall management of the human resource systems and practices for the organization. This includes providing counsel on organizational development, procedure and policy interpretation, development of recruiting and retention strategies, proactive management of employee relations issues, and as well as understanding of federal, state and local employment laws. This individual is expected to operate with sufficient independence to ensure objectivity and fairness for employees while supporting the organization’s mission, vision, and values.






Organizational Development / Department Operations:

Collaborates on the development of programs, procedures, and guidelines to help align personnel with the strategic goals of the agency.


Prepares a wide variety of complex written materials related specifically to the human resources division (e.g. plans, budgets, funding requests, investigative reports, analyses, recommendations, procedures, etc.) for the purpose of documenting activities and issues, meeting compliance requirements, providing audit references, making presentations, and/or providing supporting materials for requested actions.


Guides management and employee actions by developing writing and updating company policies, procedures, methods, and guidelines and communication and enforcing organization values in compliance with all legal and organizational requirements, standards, and procedures.


Consults and advises senior leadership on a wide variety of sensitive personnel issues (e.g. discipline, hiring, promotions, return to work, etc.) for the purpose of assisting in effective decision making and enforcing all relevant policies, procedures and regulations.


Administers a wide variety of personnel policies, processes and employment agreements (e.g. recruitment, selection, hiring, orientation, compensation schedule, etc.) for the purpose of conforming to agency policies, relevant laws, contracts and agreements.


Provides leadership as a key collaborator on with the development and administration of organizational initiatives related to staff engagement/appreciation, cultural competency, safety, and others.


Manages Human Resources department staff. Ensures that HR processes such as records management, leave of absences, benefit and salary administration processes and procedures are developed and performed in compliance with all legal and organizational requirements, standards, and procedures.


Employee Relations


Manages employee relations practices necessary to maintain a positive employee-employer relationship and a high level of employee commitment and satisfaction.


Oversees YouthCare’s employee engagement initiatives and with executive leadership create programs to positively impact individual and corporate results.


Manages the design, administration and ongoing evaluation of all compensation and benefits programs. Review audits and approve salary transactions according to applicable procedures. Counsels and advises management regarding salary planning/compensation and regards to internal equity, promotions, reclassifications, transfers.


Addresses and resolves employee issues promptly, effectively, and objectively while complying with applicable laws and policies. Applies an understanding of key legal precedents, policies, and practices to protect the interest of YouthCare. Keeps senior management informed of any potential escalating HR issues to ensure appropriate follow-through.


Supports the Performance Assessment, employee development, planning and evaluation processes for staff; ensure that performance reviews and evaluations are in place, timely and in compliance.


Recruitment and Hiring


Oversees recruitment and selection practices to ensure the greatest number of highly qualified candidates referred for each open position, ensures interview and selection techniques are in compliance with organization policy and procedures, as well as applicable laws and regulations.


Monitors a variety of processes for the purpose of ensuring efficient processing of applicants and employees in addressing position requirements and complying with licensing, legal and/or administrative requirements.



B.A Degree in Human Resources, Business Administration or similar field.

Minimum of 10 years HR experience and a minimum of 5 years progressively responsible Human Resources experience preferably with non-profit organizations.

Broad knowledge of federal, state and local labor laws, practices and procedures, and current best practice pertaining to personnel administration and development.

Ability to analyze and evaluate policies and operations and formulate recommendations. Ability to investigate complex human resources management problems.

Must demonstrate excellent strategic thinking, problem-solving and organizational skills. Strong attention to detail and follow-through required. Proven ability to communicate effectively, both verbally and in writing.

Must demonstrate leadership abilities, and have previous experience working independently and managing multiple tasks and deadlines.

Ability to establish and build effective working relationships with leadership, co-workers, and the general public. Acceptance of a variety of lifestyles, behaviors, and cultural and spiritual practices.

Strong proficiency in MS Office, particularly Word and Excel, and experience using HR databases, preferably Sage HR Management.

Experience and credentials must comply with program contract requirements including but not limited to DSHS background check and must be at least 21 years of age.


This description is not intended to cover every aspect of your job at YouthCare. We are a team that works together to meet the needs of our clients and every member of the team is expected to pitch in and help even beyond the specific responsibilities listed in this description.







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