Education:
Bachelor's degree in human resources, Organizational Development & Leadership, Business Administration, or other related area required. A master's degree in one of these areas is strongly preferred. SPHR, PHR, SHRM-SCP, SHRM-CP, ATD, Talent Management or Coaching / Executive Coaching certification(s) preferred.
Experience:
Minimum of 5 years of senior leadership experience leading culture transformation, talent management, learning & development, organizational development or Diversity, Equity and Inclusion function. Strong track record of advancing organizational culture transformation (including DE&I), significant change management, and talent development strategies.
Special Skills:
Excellent interpersonal, verbal and written communication skills, with a proven track record of building trusting relationships, coaching, mentoring and influencing others, effectively engage in difficult conversations, and collaborate effectively across all levels of the organization. Strong data analytical abilities are essential. Intermediate or advanced skills with Microsoft Office/Google Suite required.
Other Requirements
All team members are required to complete and clear a criminal background check, including but not limited to the following: post-offer physical assessment, central registry check, child abuse check and drug test, per current licensing guidelines and procedures upon hire and at defined intervals*. Bancroft will conduct criminal background checks every two years and central registry checks twice a year during your employment.
*PA program team members are required to successfully complete a physical assessment every two years.
*NJ Children’s program team members will need to successfully complete a child abuse check every two years.
*NJ Adult programs team members are subjected to random drug testing per the Stephen Kominos Law.
Required Behavioral Competencies:
Compassion - Expressing kindness, caring and a willingness to help others.
Help others feel valued and support a sense of belonging. Show interest and concern for others with whom you work, serve or support. Offer support when a colleague is in need, without being asked. Listen openly, non-defensively, and without judgment when someone is sharing an opinion, concern or issue. Be available and supportive to others. Create an environment where different ideas and experiences can be shared openly by team members, without fear of criticism or retaliation. Show empathy to colleagues, family and persons served perspective when dealing with difficult situations. Explain the “Why” to everyone involved when a treatment is being recommended. Be conscious of your own blind spots or unconscious bias.
Accountability - Accepting responsibility for personal behavior and actions.
Keep your promises and other commitments. Follow-through to completion when accepting responsibility for something. Meet deadlines, and follow-up to ensure others do the same. Ensure team member concerns are heard, responded to, and addressed appropriately. Consistently come to work when scheduled and be on time. Follow all policies and procedures. Use the employee escalation and appeal process when your immediate supervisor cannot satisfactorily address a workplace issue or concern. Attend meetings, education and other events you signed up for and communicate if your plans change. Come to meetings on time and be prepared to actively participate. Own issues or challenges by finding things within your control that can help.
Respect - Showing care about the feelings and well-being of others.
Treat everyone fairly; the way they would want you to treat them. Get to know the individuals served, families and colleagues for the person they are introduce yourself, engage in meaningful conversations. Show support for all individuals we encounter (team members, those we serve, family members, etc.), learn their names and how to pronounce them, and respect their right to choose their pronouns and use the ones they use for themselves. Keep conversations constructive, focused on common ground, and solutions to problems. Be attentive to others’ cultures, beliefs, opinions and backgrounds and adapt as needed, to the extent they align with Bancroft’s Core Values. Make sure persons served have a choice in how they spend leisure time. Ask persons served or families, "What matters to you?” Value differences as opportunities to learn and grow. Welcome and introduce others and help make them feel they belong. Celebrate and/or acknowledge successes and milestones of others. Meet people where they are; open yourself up to others’ points of views and perspectives. Focus on the topic of meeting without distractions of devices or other work. Offer individuals served and colleagues opportunities for choices and to have a say in things that relate to them. Be aware of email etiquette (respond timely, use words as you would in person, and don’t forget “please” and “thank you”).
Empowerment - Becoming strong and confident, especially in controlling one’s life and claiming one’s rights.
Take initiative to pursue needed improvements (See it - Own it - Solve it - Do it). Provide opportunities for others to expand their involvement and personal or professional growth. Ask colleagues to represent you at meetings when you are not available. Collaborate with others to be inclusive in problem solving and decision making. Support persons served in making their own decisions, rather than decide for them or tell them how to decide. Make decisions that fall within your responsibility. Effectively delegate to others and support their decisions. Report things that are a concern or do not appear to be appropriate. Find ways to help individuals served learn and grow in everything they do. Freely share ideas or suggestions. Be inquisitive, ask questions, and offer support. Develop the courage to take personal risks when needed to support each other and the organization’s success.
Safety - Protecting self and others from danger, risk or injury.
Be aware of safety in all home, school and work environments, and make immediate corrections when needed. Follow all safety procedures, even when stress is high, and time is short. Proactively de-escalate behaviors whenever possible and appropriate. Provide and support a psychologically safe work environment. Immediately report concerns when things don't seem right. Clean up spills, and don’t leave them unattended. Take the initiative to understand service and behavior plans, goals, etc. Make sure treatment goals are aligned with evidence-based practices. Address unsafe conditions without waiting to be asked. Ensure supplies are replenished before they are depleted.