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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