Chief People Officer

Position Summary

The Chief People Officer (CPO) will be a strategic thought partner for the CEO and the executive team and will be responsible for leading all HR functions and facilities. The CPO will ensure that the organization has the capabilities to execute F&M’s vision and strategy, while also nurturing and strengthening the bank's culture. As the bank continues to grow and scale, the Chief People Officer will assess, design, and align the team to support business goals and objectives.

The CPO will serve as F&M's principal architect in developing and executing human capital strategy in support of the strategic direction of the bank specifically in the areas of succession planning, talent management, recruiting, retention, change management, organizational and performance management, training and development, employee relations, employee advocacy, compensation, payroll, and benefits. This position will also be responsible for positioning F&M as the Employer of Choice by being aware of industry policies, practices, and trends.

• Attracting, developing and retaining top tier talent across the bank. Developing systems to build a high-quality recruitment and development pipeline; partnering with department leaders to anticipate staffing and capability requirements and to develop high performing teams.
• Enhancing and further evolving a performance-based culture.
• Establishing yourself as a trusted advisor to the executive team as it relates to organizational, process, and people related elements of the business, providing feedback to the executive team as "eyes and ears" on the ground.
• Building connections between high performing, capable and respected teams who bring ideas and solutions to support the implementation of business strategy and results.
• Translating the bank’s strategic and tactical business plans into people processes and operational plans and successfully implementing these.

• Developing mentorship programs to retain, inspire and build leaders at all levels.
• Developing an employee value proposition through compensation/rewards, benefits and recognition that supports recruitment and retention of talent and motivates and drives performance.
• Leveraging data and analytics to understand employee engagement and opportunities to enhance retention and satisfaction.
• Leading change management efforts as it relates to human capital.
• Developing and implementing succession planning programs for key and leadership roles.

• Acting as the "F&M culture keeper" and as an accessible, approachable and capable resource to employees throughout the organization; establishing and maintaining strong relationships to identify and respond to business needs.
• Advising on people strategies to support an efficient, effective and high-performance organization.
• Being a highly visible, positive and proactive change leader. Consistently uphold firm purpose, values, and anchors.

• Directing or overseeing all people-related and administrative policies and initiatives to support a growing, entrepreneurial and fast-paced firm, including employee relations, compensation, payroll and benefits, training, internal communications, and other traditional HR functions.
• Effectively communicating business priorities, plans and execution strategies using an analytical and data-driven approach. Developing systems and process to deliver timely, high-quality internal communications.
• Ensuring compliance with all legal requirements and applicable labor laws.
• Evolving Compensation, Benefits and HR Administration, create a data-driven total rewards strategy that scales with growth.
• Maintaining and inspiring a strong, effective, and leading Employee Experience (HR) organization that delivers on the bank’s agenda.
• Establishing and implementing the human capital mission, vision, and strategy in alignment with the same for the organization.
• Establishing best practices, drive process improvement around talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits.
• Providing leadership for organizational strategy and approach to learning and development, for both core and developmental needs by developing programs to allow the organization to embrace diversity and to permit the full development and performance of all employees.
• Overseeing the annual review process while ensuring that performance management is an ongoing process; cultivate a mentoring/coaching culture.
• Establishing credibility throughout the organization with leaders and employees to be an effective listener and problem solver of people issues. Employee relations is a key component of this role.
• Developing a career path road map across the organization.
• Implementing and refining a successful HR program, including but not limited to effective communication of bank values and goals;…