Chief People Officer at Jellyvision
Jellyvision is hiring a Chief People Officer
Jellyvision’s headquarters is in Chicago, and, post-COVID, many of us will be returning to the Chicago offices (by choice, not requirement -- our philosophy is “Flexible First”). But this position is also eligible for work by a remote employee out of CA, FL, GA, IL, KY, MA, MI, MN, NY, NC, OH, OR, PA, TX, UT, WA, or WI.
Who we are
We at Jellyvision are the proud parents of ALEX®, an interactive employee communications platform that makes tricky decisions—like choosing and using employee benefits—easier and more enjoyable. The success of ALEX has exceeded our wildest work-related dreams, which is why we need a talented Chief People Officer to help us by finding, placing, growing, managing, and motivating the people needed to ship products that make healthcare suck less for millions of people a year.
Who we are, *really*
The paragraph above is our boilerplate, and we do value consistency. But for this role, coming at this particular phase in our life cycle, we think a little more context would be helpful. We spent the last three years building out an HR playbook and executing against the fundamentals. We have robust (and often quite delightful) processes around recruiting, onboarding, performance management, and engagement; we have awesome people managing our routines. We’re rolling out a new learning and development series, and we are working hard to improve our diversity, equity, and inclusion. So this gig is about taking established practices to the next level -- really pushing the company to be a place where incredibly talented, kind people can do the best work of their careers while bringing their whole selves to work.
How you’ll help
As Jellyvision continues to evolve and grow, we need a strategic, innovative Chief People Officer to help us prepare for work post-pandemic, someone who is a “people person” and analytical in equal measure. Our return to work strategy is defined as “Flexible First,” attempting to create as much autonomy as to where, when, and how people work. To really deliver this we have to:
- Have strategies, policies, and rituals that support and engage a blended remote and office-based community (we’re going to maintain our offices in Chicago but won’t require anyone to be there)
- Get better at separating activity from productivity so that we can measure the effectiveness of the new initiatives, tools, and processes we’ll be trying - without being creepy or disrespectful to employees
- Really listen to our people and be willing to be bold and creative in re-imagining the pact between employers and employees. Our business was, is, and always will be only as good as our people, and so many of ours will be questioning life priorities and how/when work fits in when we’re finally allowed to leave our houses. How can we change our assumptions around “work hours” to allow people to do great work while living their lives? How can work “work better” for everyone? How can we better support employees' physical and mental health? Etc etc etc. There’s no playbook for what we want to do, and we need someone bold, creative, and motivated enough to invent one.
The Chief People Officer will report to the CEO, serve on the Executive leadership team, and will be responsible for developing and implementing the talent strategies needed to drive our business forward.
What you’ll do
- Be a trusted thought partner to the CEO and senior leadership team who believe that we’re only as good as the people we have working here and that HR is fundamental to our success
- Guide the organization in designing and implementing the talent strategies and work options needed to fuel future business growth however work looks “next”
- Develop comprehensive benefits plans that are innovative, genuinely helpful, and competitive in the market
- Develop our first ever formal compensation strategy, and help us continually improve clarity, transparency, equity, and opportunity across the organization when it comes to compensation
- Lead our Diversity, Equity and Inclusion strategies, partnering across functions and levels, to help attract and retain underrepresented talent. It is our goal to make Jellyvision a place where everyone can “bring their whole selves to work” and be confident that they can grow and thrive here, and we have work to do to achieve this
- Lead talent planning initiatives and activities across the organization
- Design and implement learning and development programs to engage, motivate, and improve our people, to unlock their potential, and help them grow in their careers
- Lead the People team through activities related to talent acquisition, performance management, employee engagement, learning and development, compensation and benefits
- Help us integrate potential acquisitions, building cohesive, additive new culture
Experience & skills you’ll need
- 10+ years of experience leading HR/People teams
- Ideally will have experience in growth stage tech companies, and with partially distributed workforces with employees in multiple states
- Experience with integrating acquisitions a huge plus
- Ability to write and communicate in “human” versus corporate jargonese
- Ability to lead with trust and benefit of the doubt, because our people have earned it
- A sense of humor, because it makes the days more enjoyable.
- Strategic Mindset – you can build a robust business case, make a gut call, and know when each is required
- Drives Innovation – we’re not looking for “standard and basic” strategies. We’re looking for someone with tons of ideas and the ability to test and try things, someone who asks “could we” because more often than that we can, and we will, try new things that help us support our people while growing our business.
- Drives Results – we’re builders and try-ers, who use both data and gut to make decisions, and want the same in our CPO
- Develops Talent – you’ll be both a leader and a player coach
- Ensures Accountability - we’re serious about doing what we say we will, so we’re looking for someone with a strong sense of ownership who’ll establish clear responsibilities and processes for monitoring work and measuring results
- Drive Engagement - yes, we need a strong bottom line-orientation with a track record of exceeding goals successfully. But so too do we need someone who can motivate, inspire, and make it fun along the way.
- Balances Stakeholders - no playing favorites; you can act fairly when there are divergences in goals or opinions and coach to resolution as needed
Our credo is a simple one: be helpful. And we think we can be most helpful if our workforce is as diverse in thought, perspective, and culture as the people who use our products. We are looking to add amazing people to our team who will bring diversity across many lines, including race, ethnicity, religion, sexual orientation, age, marital status, disability, gender identity, sex, and country of origin.
Thanks for your interest in Jellyvision!