The National Renewable Energy Laboratory (NREL), located in beautiful Golden, Colorado, is a leader in the U.S. Department of Energy's effort to secure an energy future for the nation that is environmentally and economically sustainable.
Chief Human Resources Officer
Job Req R3164
The Chief Human Resources Officer (CHRO) is a member of the NREL leadership team and is tasked with both leading and partnering with senior leaders to drive Lab-Wide operational and resource planning for optimizing organizational effectiveness and performance.
This position also coordinates closely with the Department of Energy (DOE) representatives, managing expectations and communicating information to DOE and NREL stakeholders including the Alliance Board of Directors and the Alliance Human Resource Compensation committee with a goal of building a highly efficient and effective workforce.
The CHRO leads all HR staff, the deployed services, and workforce development functions at the Lab. These responsibilities include, but are not limited to, leadership and staff development, talent acquisition, compensation & benefits, diversity and inclusion, postdoc and internship programs, immigration, and HR information systems including workforce analysis and planning, succession planning, performance management and reporting and analytics on people-related metrics and trends.
In addition, this position is responsible for the long-term strategic planning, tactical and operational HR initiatives, and tools that enable NREL to attract, recruit, retain, develop, and enable the exceptional talent necessary to achieve the vision, mission, and goals.
Principle Duties & Responsibilities
Leads staff in the delivery of comprehensive HR services, tools, policies and procedures in alignment with the strategies and mission of the lab for Total Rewards compensation and benefits programs including executive compensation, recruiting, employee relations, staff development, education and training, talent management, EEO and affirmative action and employee communications.
Provides Organizational Development resources and tools for leadership to assess and plan around performance and potential, driving a process for understanding the employee experience, providing support for organizational design and workforce analytics for decision making and implementing a framework for the full talent lifecycle.
Demonstrates progressive management values and standards, supporting the development of and providing a sense of shared direction and purpose for the human resources staff.
EEO Policy / E-Verify
NREL's policy is to provide equal employment opportunities to all qualified persons without regard to race, age, color, sex, religion, national origin, marital or veteran status, or any other legally protected status.
NREL validates right to work using E-Verify. NREL will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization. For additional information, please click here https://www.nrel.gov/careers/employment-policies.html
Please note that in order to be considered an applicant for any position at NREL you must submit an application form for each position for which you believe you are qualified. Applications are not kept on file for future positions. Please include a cover letter and resume with each position application.
Knowledge (education, training, certifications, and experience)
Bachelor's degree in a relevant field or equivalent experience required; professional certification in human resources, organization development or talent development desirable. A graduate degree is preferred.
15+ years of experience building, leading and inspiring a Human Resources team and/or sub-function in supporting an organization with diverse missions.
5+ years of experience as a member of an executive leadership team; experience advising and coaching senior leaders and experience in managing relationships with boards and/or executive compensation committees.
Functional HR expertise across all HR disciplines with a passion for and demonstrated experience integrating human resources strategies with an organization's core objectives
Experience providing leading HR services in an academic, research and development, scientific or government agency setting a plus.
Skills and Abilities
Strong track record as a strategic partner with exceptional consulting capabilities and the ability to partner with and influence senior management, as well as the scientists and engineers that are the lifeblood of research & development organizations.
Evidence of relationship development and management skills gained in complex, matrix, and collaborative environments; ability to influence across lines of authority and quickly develop respect and credibility.
Strong leadership and management skills with a willingness to engage in the tactical, including proven ability to engage and develop staff, foster teamwork, diversity and inclusion, innovation, risk-taking, continuous learning, and a respectful workplace.
Outstanding writing, speaking, and presentation abilities skills.
Superior judgment, conflict resolution, negotiating and creative thinking skills to solve complicated people and organizational issues.
Demonstrated project management and facilitation skills in an environment with multiple and competing priorities and deadlines.
A high degree of personal integrity, ethics, and emotional intelligence.
Ability to travel and computer proficiency required.
Ability to possess a U.S. Department of Energy (DOE) security clearance.
Required Education, Experience, and Skills
Previous management and budget administration experience required. Program strategy, development and implementation experience required. Degree in appropriate field is required. Demonstrated breadth and depth of expertise required to create aligned strategies and set direction with command of advanced industry/knowledge, and business situation versatility. Solves a wide range of complex, multi-disciplinary problems, which must consider short and long-term NREL-wide planning. Demonstrates financial and business acumen in analyzing, monitoring and actively controlling all aspects of goals and objectives for multiple Centers/Offices. Models and embeds NREL's values. Builds effective teams; creates strong morale and spirit; shares wins and successes. Accountable for Center/Office decisions and functional area outcomes.