Chief People Officer

The North Los Angeles County Regional Center (NLACRC) is a nonprofit organization funded by the California Department of Developmental Services that supports individuals with developmental disabilities and their families in the San Fernando, Santa Clarita, and Antelope Valleys. NLACRC helps individuals access and coordinate services such as assessments, early intervention, individualized planning, family support, advocacy, community resources, and other programs designed to promote independence, inclusion, and quality of life.

Reporting directly to the Executive Director, the Chief People Officer (CPO) serves as a key member of North Los Angeles County Regional Center’s (NLACRC) executive leadership team, providing strategic direction and oversight of all human resources functions. A collaborative and experienced leader, the CPO will bring a strong commitment to NLACRC’s mission of serving individuals with intellectual and developmental disabilities while fostering a positive, inclusive, and high-performing workplace culture. This role is ideal for a strategic thinker who can navigate complex organizational needs, build strong relationships, and align HR initiatives with NLACRC’s long-term goals.

Overseeing a13-member Human Resources Department, the CPO is responsible for leading recruitment, employee engagement, labor relations, performance management, compensation and benefits, and regulatory compliance. The ideal candidate will bring extensive experience leading HR operations within a large, complex organization, with expertise in employment law, union negotiations, workforce planning, and organizational development. This role requires a seasoned professional who can advise executive leadership and strengthen HR practices to support NLACRC’s continued growth and mission impact.

Organizational Leadership and Strategy

• →Provide strategic leadership and oversight of the Human Resources Department, ensuring alignment with NLACRC’s mission, values, and organizational priorities.
• →Develop and implement short- and long-term HR strategies, policies, and initiatives that support organizational effectiveness, employee engagement, and workforce development.
• →Lead, mentor, and manage 13 staff, fostering a collaborative, inclusive, and high-performing department with clear expectations and accountability.
• →Develop and implement pathways for professional development and clear avenues for growth within the HR Department.
• →Partner with the Executive Director and senior leadership to advise on organizational planning, workforce challenges, and strategic HR decisions.
• →Serve as a representative of executive leadership at monthly Board of Trustees meetings and provide support to designated Board committees.

Talent Management and Employee Relations

• →Develop and oversee comprehensive recruitment, selection, retention, and succession planning strategies to attract and retain qualified professionals.
• →Lead employee engagement, performance management, and professional development initiatives to strengthen workplace culture and organizational effectiveness.
• →Provide guidance to executive leadership on complex employee relations matters, including disciplinary actions, terminations, conflict resolution, and performance concerns.
• →Oversee labor relations, including union negotiations, collective bargaining agreements, grievance procedures, and labor-management meetings.

Compliance, Risk Management, and Labor Relations

• →Ensure organizational compliance with applicable federal, state, and local employment laws, regulations, and reporting requirements.
• →Oversee employee complaints, whistleblower investigations, and conflict-of-interest reporting and resolution.
• →Collaborate with legal counsel and executive leadership on sensitive employment matters, labor disputes, and regulatory compliance issues.
• →Develop, review, and implement HR policies and procedures that promote organizational accountability, mitigate risk, and support best practices.

Communication and Relationship Management

• →Build collaborative relationships across all levels of the organization, fostering trust, open communication, and a positive workplace culture.
• →Communicate confidently in individual meetings, group discussions, and presentations, adapting messaging to diverse audiences.
• →Apply active listening, cultural sensitivity, and conflict resolution skills to navigate complex employee relations matters.
• →Analyze HR data, identify trends, and develop informed recommendations and strategies to support organizational effectiveness.

Human Resources Operations and Financial Oversight

• →Oversee the administration and continuous improvement of HR operations, systems, procedures, and departmental workflows.
• →Partner with Accounting and Finance to develop and manage competitive compensation and benefits programs that meet regulatory requirements and organizational needs.
• →Develop and monitor HR key performance indicators (KPIs), analyze workforce trends, and prepare reports and forecasts for executive leadership and applicable state agencies.
• →Develop and manage the Human Resources Department budget, ensuring effective resource allocation and alignment with organizational priorities.
• →Identify opportunities to streamline HR processes, improve operational efficiency, and strengthen service delivery across the organization.

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field from an accredited college or university required; MBA or master's degree in Human Resources or a related field preferred.
• At least five (5) years of experience in a Human Resources leadership or management role, including supervising HR staff and advising senior leadership on personnel matters.
• Experience in union labor relations, including collective bargaining, grievance hearings, labor-management meetings, and contract negotiations and fostering collaborative labor-management partnerships.
• Strong written and verbal communication skills, effective at engaging employees, executive leadership, Board members, and external stakeholders.
• Strong knowledge of federal, state, and local employment laws, regulatory compliance, employee relations, and HR best practices.
• Previous HR management experience within a government, nonprofit agency, or regional center is beneficial but not required.
• Professional HR certification, such as SPHR, PHR, SHRM-SCP, or SHRM-CP, preferred.
• Valid California Driver’s License required, with the ability to travel regularly between NLACRC office locations in the San Fernando Valley, Santa Clarita Valley, and Antelope Valley.
• Demonstrated commitment to service, with prior experience in a service-focused organization or role supporting the well-being of individuals and communities.

North Los Angeles County Regional Center is an Equal Opportunity Employer committed to providing employment opportunities without regard to an individual’s age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.