Chief Human Resource Officer
KLR (www.kahnlitwin.com) is one of the largest and fastest growing CPA and business consulting firms, with over 250+ professionals and four offices throughout Massachusetts and Rhode Island. Due to the Firm’s continued growth, KLR is looking to bring on a seasoned Chief Human Resources Officer (“CHRO”).
The CHRO will lead the Firm’s Human Resource function and provide a full range of day-to-day support, implementing HR programs, policies, and administrative processes. The position will assist the CFO/COO in developing overall Human Resources strategy aligned with the Firm’s business model and strategic plan. The position will be based in the corporate office in Providence, RI with travel to the Firm’s other offices in Boston, MA, Waltham, MA and Pawtucket and Newport, RI.
This is an outstanding opportunity to lead the Human Resources function of a highly respected Organization. Reporting directly to the CFO/COO with indirect reporting to the CEO/Managing Partner, this Executive will have a seat at the leadership table and can make a major impact on the future success of the business.
The environment is fast paced, collaborative, and non-bureaucratic. KLR professionals have strong work ethics and are bright and down to earth. This is a collegial, team–oriented, entrepreneurial company with a high morale and high-energy culture. Employees are open, honest, and focused on constant improvement. There is a highly engaged leadership team. They are very supportive and will give this professional the authority to bring new ideas and focus to KLR. This is a productive and dynamic work environment where employees are empowered and recognized for their contributions. Employees feel a sense of ownership and everyone is encouraged to speak up if they have ideas for improvements.
KLR has successfully hired, retained, and promoted top performers. Further, there is a strong commitment to training and career development. The culture is team-oriented, flexible, and family friendly. An attractive performance-oriented compensation package is available for a top performer.
The CHRO is responsible for administration of the Organization’s Human Resources policies, objectives, and initiatives. This includes employment, recruitment and placement; orientation and training; performance development process; employee relations; compensation and benefits; unemployment administration; payroll administration; and HR compliance. As a strategic business partner, the CHRO aligns and leads the Firm’s HR perspective with individual and Firm-wide business objectives. This professional will serve as a change agent to drive and enable Firm initiatives and communicate observations and needs proactively to the Management Team. Additionally, the CHRO will partner with the CFO/COO, Managing Partner, CMO, CTO, Business Line leaders (Audit, Tax, IT Managed Services and Consulting, Wealth Management, Executive Search, Small and Emerging Business leaders), and our Shareholders/Partners across the Firm.
Essential Functions and Duties of the Role:
- Recruiting – Monitor management and associate staffing levels; identify recruiting needs; ensure assimilation of new hires through the on-boarding program; and utilize effective recruiting sources and methods to attract and select talented employees while effectively balancing external hiring and internal promotions. Collaborate with on-site recruiting team and management for strategies and actions for finding experienced talent. Optimize local campus recruiting efforts, making strategic decision on which colleges/universities the Firm should be focusing its time and efforts.
- Performance Evaluations– Review and optimize performance evaluation process. Lead the employee evaluation process including grading and evaluation of employees and aligning performance with salaries.
- Payroll – Oversight of payroll function for the entire Firm including wholly owned subsidiaries. Manage existing relationship with ADP.
- Hiring and Terminations – Manage and evaluate the hiring process including candidate applications, interview process through offer stage, and orientation process. Oversight of exit interview process communicating findings to the Executive Team.
- Internship Program – Management and oversight of the internship and co-op programs with local colleges and universities.
- Training/KLR University– Lead the Firm’s internal Training program. Pull together various members of management to be committed to training sessions.
- Cultural Awareness – Recognize a need for Firm-wide team building and connection. Navigate the challenges faced by a rapidly expanding regional business with varying business lines and personnel, minimizing the “silo” mentality from a geographic and business perspective. Work closely with management and associates to foster a healthy, exciting culture, maximizing employee engagement, retention, professional growth, and Firm-wide productivity.
- Emotional Intelligence – As the Firm’s HR and cultural leader, it is imperative that the CHRO exhibit a high level emotional IQ, fosters open communication, trust, and comfort for ALL employees to actively interact with and seek out, when they require HR-related counsel and coaching. The approach will be dependent upon the individual employee’s personality traits and career path.
- Benefit Administration – Oversight for, command knowledge of, and counsel relating to Firm-wide benefits including health, dental, 401K, vacation, etc. Work with leadership on annual renewals and maximizing the Firm’s benefits plan.
- Monthly Reporting – Report to the Executive Leadership Team on relevant HR metrics including, but not limited to, hiring plans, new hires, open requisitions, and turnover analysis with appropriate context surrounding both market and industry wide perspectives.
- Policies and Procedures – Oversight and ownership of Company policy and procedure maintenance. Ensure appropriate integration from a regional and business line perspective on all HR and employment related perspectives.
- Regulations – Stay abreast of legal and regulatory changes that may impact employment practices, benefits, administration, and payroll.
- Management – This position currently oversees an HR Manager, HR Coordinator, three Office Supervisors, and four Receptionists.
Management's Definition of Success for an Outstanding Performer:
- Quickly learn the business and get to know its people. Seamlessly integrate into the Senior Leadership Team as a value-added colleague who understands the business and HR issues.
- Be a self-starter with a positive approach and strong work ethic. Be honest, trustworthy, steady, and even-keeled, without a big ego.
- Demonstrate a broad technical knowledge of HR and the ability to assess, develop, gain buy-in, and implement programs and policies.
- Keep the Company in compliance with outside regulatory requirements/laws.
- Consistently demonstrate strong emotional intelligence and a proven ability to manage/drive change in a nimble, hands-on, complex environment.
- Demonstrate solid technical and analytical acumen.
- Be a real “people person” and “excellent listener” who is approachable and builds great relationships. Take initiative, solve problems, and be firm, when needed.
- Be creative with new ideas. Bring a level of sophistication, strategic vision, and collaboration to the group. This includes partnering cross-functionally and proactively using technology, data/metrics, and training opportunities.
- Be able to handle stressful situations, think creatively, and make decisions with conviction.
- A well-rounded Human Resources professional with knowledge of key functional areas including: employee relations, training & development, recruitment, HR administration, and compensation & benefits.
- Demonstrated track record of leading a HR organization and serving as a strategic business partner to executive management.
- Extensive knowledge in performance management, legal (federal/state), employee relations, and compensation/benefits.
- Strong organizational skills, time management, and the ability to multi-task.
- Demonstrated ability to communicate verbally and in writing throughout all levels of the Firm, both internally and externally.
- Demonstrated ability in negotiations, conflict, and problem resolution.
- Prior experience within a professional services firm is preferred.
- Ability and willingness to travel between all of KLR’s offices
- Ability to travel at least twice a year to HR related CPA firm best practice conferences and seminars.
- BS in Human Resources or related field.
- Graduates degree or specialty certification (PHR/SPHR) preferred.
Please call Jason Medeiros (401-519-0182) or e-mail firstname.lastname@example.org with your recommendations and for additional insights.