Sample Nonprofit Chief People Officer Job Description Template

Sample Nonprofit Chief People Officer Job Description Template

Sample Nonprofit Chief People Officer Job Description Template 150 150 Isaac Schild

Foundation List is proud to launch a new initiative to provide free sample job descriptions to the nonprofit sector. Our sample Nonprofit Chief People Officer job template is part of this effort and is designed to help nonprofit organizations attract and recruit exceptional leaders. The Nonprofit Director of Human Resources position – a critical role in the success of any nonprofit organization. At Foundation List, we understand the importance of finding and recruiting exceptional talent to help nonprofit organizations advance their important causes and improve our society. As part of our commitment to supporting the nonprofit sector, we are proud to provide a sample job description for the Chief People Officer role to help organizations attract top talent and strengthen their HR departments.

Nonprofit Chief People Officer

The Chief People Officer is responsible for leading the development and implementation of the organization’s human resources strategy, policies, and practices to support the mission and goals of the organization. Reporting directly to the CEO, this position will oversee all aspects of human resources, including talent acquisition, employee relations, compensation and benefits, performance management, and compliance with applicable employment laws and regulations.

HR Leadership and Talent Acquisition:

  • Develop and implement HR strategies that align with the organization’s mission, values, and goals
  • Develop and execute talent acquisition plans to identify and attract top talent
  • Ensure that the organization has a diverse and inclusive workforce, and work to promote diversity, equity, and inclusion in all HR processes and practices
  • Develop and manage HR budgets, including compensation and benefits programs, ensuring that the organization is offering competitive packages to attract and retain top talent
  • Develop and implement performance management processes and programs to ensure that employees are engaged, productive, and meeting the expectations of the organization.

Executive Leadership Team Collaboration:

  • Work closely with the executive leadership team to develop and implement HR strategies that support the overall mission and goals of the organization
  • Attend the annual leadership retreat and contribute to the strategic planning process by providing insight on HR trends, talent management, and organizational development
  • Represent HR and talent acquisition on the executive leadership team, ensuring that HR perspectives are considered in all decisions and initiatives
  • Collaborate with other members of the executive leadership team to identify staffing needs, develop job descriptions, and create effective recruitment strategies to attract top talent
  • Foster strong working relationships with all members of the executive leadership team to ensure effective communication and alignment of HR initiatives with the broader goals of the organization.

Talent Acquisition:

  • Identify staffing needs and develop job descriptions to attract top talent
  • Develop and lead recruitment efforts, including identifying and cultivating diverse candidate pools
  • Oversee onboarding and training processes to ensure new employees have a successful start
  • Create and implement employee retention strategies to attract and retain high-performing employees
  • Develop and implement metrics to measure and track the success of talent acquisition efforts

Diversity, Equity and Inclusion:

  • Develop and implement strategies to ensure diversity, equity and inclusion are prioritized throughout the organization
  • Establish and maintain partnerships with diverse organizations to increase diversity in candidate pools
  • Develop and implement programs that support a culture of equity and inclusion
  • Provide training and education for all employees on DEI topics
  • Create and implement metrics to measure and track the success of DEI initiatives

Human Resource Leadership:

  • Develop and implement a comprehensive human resources strategy, policies, and practices to support the mission and goals of the organization
  • Partner with senior leaders to identify and address key HR challenges and opportunities
  • Lead the HR team to ensure effective and efficient HR operations
  • Develop and manage the HR budget
  • Provide regular reports to the executive leadership team and the board on HR-related matters

Employee Relations and Management:

  • Handle employee grievances and conflicts and ensure compliance with applicable employment laws and regulations
  • Develop and implement effective performance management processes that support a culture of continuous improvement and high performance
  • Develop and implement strategies and programs to support employee development, growth, and career advancement
  • Manage the compensation and benefits programs to ensure they are competitive, fair, and align with the organization’s values and goals
  • Develop and implement effective employee communication strategies

Strategic Planning and Forecasting:

  • Work closely with the executive director and the executive leadership team to develop the organization’s strategic plan
  • Forecast future HR needs and identify potential risks and opportunities
  • Ensure HR policies and practices align with the organization’s overall goals and objectives
  • Develop and implement workforce planning strategies to support the organization’s growth and sustainability
  • Establish and maintain effective relationships with external HR-related organizations and service providers

Employment Regulation Leadership:

  • Stay up-to-date on federal, state, and local employment laws, regulations, and compliance requirements and ensure that the organization is adhering to all employment laws
  • Ensure that all HR policies, procedures, and practices are in compliance with relevant employment laws and regulations
  • Ensure that the organization’s employee handbook is up-to-date and that all employees are aware of the policies and procedures
  • Stay informed of changes in payroll rules and regulations and ensure that payroll is processed accurately and timely
  • Attend conferences, webinars, and other training opportunities to remain current with employment law changes and developments.


  • Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred
  • 10+ years of progressive leadership experience in human resources, preferably in a nonprofit organization
  • Strong understanding of employment laws and regulations, compensation and benefits practices, and talent management strategies
  • Demonstrated experience in developing and implementing effective HR policies and programs that align with the organization’s goals and values
  • Excellent leadership and management skills, with experience leading and developing high-performing teams
  • Strong communication and interpersonal skills, with the ability to effectively communicate HR-related information to non-HR stakeholders
  • Passion for the mission and work of the organization
  • Commitment to diversity, equity and inclusion, and demonstrated ability to build and maintain inclusive work environments

To apply, please submit your resume, cover letter, and salary expectations to [insert contact information].


This Nonprofit Director of Human Resources/Chief People Officer job description template is part of Foundation List’s initiative to provide free resources to the nonprofit sector. We hope that this sample job description will help nonprofit organizations to improve their recruitment strategies and find exceptional HR leaders who are passionate about their work and committed to the organization’s mission. At Foundation List, we recognize the critical role that nonprofit leaders play in creating positive change in our society, and we are dedicated to empowering organizations with the resources they need to succeed.