• Vice President, Chief Human Resources Officer

    Experience (Years)
  • Position Overview

    One of the United States’ most iconic institutions, Consumer Reports (CR) is an independent, nonprofit organization that has worked with and for consumers for over 80 years to advance safety, fairness and transparency in the marketplace.   

    We are currently seeking a world class Chief Human Resources Officer to build upon the efforts to date and determine new directions for enhancing a dynamic organization and culture.  A key focus of this role is to enhance CR’s value proposition as an employer of choice, strengthen the skills and capabilities of our teams, continue to transform our infrastructure, systems and processes to be more fluent and agile in the digital economy, and to leverage the full power of our assets to advance our mission.

    Reporting to the CEO, the CHRO is a trusted partner and advisor and serves as a member of CR’s executive team, contributes to strategic and operational decision making impacting the enterprise, and works collaboratively with leadership colleagues as a strategic advisor and solutions-oriented leader.  In collaboration with leadership, the CHRO translates CR’s business and social impact priorities into people/talent strategies and tactics to strengthen our competitiveness in the face of today’s talent market, enabling CR to deliver on its promises to and for consumers. This role serves as the HR liaison to the Board of Directors and attends CR board and committee meetings.   

    The CHRO manages a team of 17 human resources professionals supporting 600 employees in three locations (Yonkers, NY headquarters, CR’s state-of-the-art auto test track in Colchester, CT, and the Washington, DC advocacy office) as well as distributed staff in the U.S., and leads, organizes and directs all aspects of the talent/human resources function.  This includes talent acquisition and onboarding, culture and employee engagement efforts, employee and labor relations activities including maintaining a strong partnership with the NewsGuild of New York, leadership, learning and development, succession planning, performance management, executive and employee compensation and benefits, recognition programs, benefits, and HR systems and data analytics. 

    Qualifications Include

    • Proven leader at the C-suite level in a world-class organization, preferably with experience in for-profit and not-for-profit environments.  Experience in media, digital/technology industries is desirable.  
    • Demonstrated success leading change in a high-performing environment and building an inclusive culture that enables staff and the organization achieve their goals.
    • Track record of developing innovative and forward-thinking talent strategies and initiatives, and successfully enhancing and shaping organizational culture. 
    • Proven experience helping matrixed organizations and teams achieve high levels of performance and integration.
    • Stature, trust and credibility in working with all levels - board, executive leadership, and staff, and in representing CR externally. 
    • Strategic/critical thinking capability and business acumen.  Comfortable operating at both the strategic and tactical levels.
    • Ability to anticipate business/talent threats and opportunities, develop plans to address and execute effectively on those plans.
    • Minimum of 15 years of progressive leadership roles in Human Resources.  Experience working in union environments is desirable.   
    • Strong leadership qualities and abilities. High integrity, excellent people skills and a strong commitment to CR’s mission.  
    • Strong facilitation, coaching, consultative and influencing skills, as well as the ability to work collaboratively with others to achieve shared goals.  
    • Excellent communication (written and verbal) and interpersonal skills.
    • Empathy, professionalism, sense of humor, and managerial courage essential.
    • Bachelor’s degree and/or Master’s degree in a relevant field. 

    Key Responsibilities

    Strategic Leadership 

    • Serve as a strategic partner to leadership to build a world-class organization and culture; develop and successfully implement strategic and innovative talent solutions to support business and social impact growth and transformation.  
    • Partner with leadership to plan for the short- and long-term talent requirements and put in place the processes to ensure the resources are in place for CR to achieve its revenue and impact goals.   
    • Lead, build and develop a high performing HR team fit for purpose in a fast changing, highly competitive talent marketplace.  


    Talent Management

    • Drive a high-performing organization through the recruitment, on-boarding, development and retention of key talent. Ensure Talent Acquisition is sourcing and building diverse talent pools and talent pipelines to build and sustain a diverse workforce. 
    • Develop and implement a robust on-boarding experience for all new hires, including regional offices.  
    • Provide a framework that enables rigorous, integrated practices for succession planning, talent assessment and learning and development. Partner with senior leaders to ensure succession plans are in place for all critical roles and that development plans are implemented.  Lead and facilitate a process to identify high potential talent; ensure the continued development and advancement of this group. 
    • Ensure high priority training needs are identified and prioritized and effective learning and development programs are put in place to grow talent.  Develop and implement plans to strengthen the leadership and managerial capabilities of the social enterprise.   


    Organizational Design & Effectiveness

    • Identify organizational design and structure effectiveness issues. Partner with leadership to implement solutions to optimize our talent and align resources with strategic priorities.
    • Bring a long-term perspective to the organization’s structure to continually meet the needs of a changing workforce and marketplace.  


    Culture & Engagement

    • Lead and facilitate efforts to develop and implement innovative initiatives to sustain high levels of employee engagement and well-being, including events, workshops, social activities that build cohesion across our social enterprise, and policies and benefits that support the needs of a multi-generational workforce. 
    • In partnership with senior leadership, build upon and accelerate efforts to further advance CR’s cultural transformation to an agile, digital-first, innovative, best-place-to-work culture.  
    • Provide opportunities for staff to have a voice around issues they care about and that impact them.  Lead proactive efforts to address concerns and leverage opportunities.  


    Labor & Employee Relations

    • Lead a team of HR Business Partners that support the talent needs of assigned client groups by building collaborative relationships with management and employees, coaching employees and managers on performance effectiveness, people management, and career development.  
    • Establish and maintain strong partnership with representatives of the NewsGuild of New York.  Ensure people practices and policies are in compliance with collective bargaining agreement provisions.  Serve as a member of the core team involved in planning for and negotiating the collective bargaining agreement. 


    Rewards & Recognition

    • Ensure compensation, benefits and recognition programs are sufficiently competitive to support attraction and retention of talent.  
    • Explore new ways of delivering compensation and benefits to optimize CR’s financial investment in the workforce, support attraction and retention goals, and recognize high performance.  Ensure recognition and appreciation are integral to CR’s culture.
    • Provide guidance and oversight of the development and implementation of benefits strategies to control costs while delivering value to employees.  


    Board Relations

    • Serve as the liaison on HR matters to the Chair and members of the Governance Committee of the Board of Directors. This includes guiding the annual CEO performance assessment process, the annual executive compensation decision process, leading and reporting on a periodic study of the competitiveness of CEO and senior executive compensation and benefits, making recommendations on significant benefit plan changes impacting employees, reporting on succession plans as well as progress on diversity and inclusion efforts.  
    • Serve as an advisor to the Board Chair and other Directors on strategic challenges facing the organization regarding people and culture that could impact CR’s ability to achieve its business and social impact priorities. 


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