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CANDIDATE PROFILE

POSITION TITLE

PRIMARY LOCATION

Ideal Candidate & Career Track

About the Search Process Application Link

AbilityFirst strengthens and cultivates skills that give our participants the tools to successfully navigate each transition in life, including building social connections and independence; employment preparation, training and experience; and, fun and engaging activities that offer families an opportunity to refresh and recharge.

About AbilityFirst

Looking Beyond Disabilities

Focusing on Capabilities

Our Mission

AbilityFirst™ provides a variety of programs designed to help people with disabilities achieve their personal best throughout their lives. We do this by: creating targeted programming to help an individual successfully transition from childhood to adult life.

Expanding Possibilities

W h a t W e D o

C h i l d r e n & T e e n s

A f t e r s c h o o l a n d s u m m e r

p r o g r a m s t e a c h b a s i c l i f e

s k i l l s , c o m m u n i c a t i o n ,

s o c i a l i z a t i o n a n d h e a l t h y

l i v i n g ( c e n t e r - b a s e d a n d

i n t h e c o m m u n i t y )

S t u d e n t S e r v i c e s W o r k

E x p e r i e n c e s p r o v i d e s

w o r k e x p e r i e n c e t o h i g h

s c h o o l e r s

E m p l o y m e n t

S e r v i c e s

C a m p P a v i k a

O f f e r i n g c h i l d r e n , t e e n s

a n d a d u l t s w i t h

d i s a b i l i t i e s a t r a d i t i o n a l

c a m p e x p e r i e n c e .

A d d i t i o n a l p r o g r a m s :

f r i e n d s & f a m i l y d a y

c a m p , f r i e n d s & f a m i l y

w e e k e n d c a m p , f r i e n d s &

f a m i l y o v e r n i g h t c a m p

a n d M o m s ' w e e k e n d

r e t r e a t .

E x t e n s i v e p e r i o d o f t r a i n i n g a n d c a r e e r

e x p l o r a t i o n , i n n o v a t i v e a d a p t a t i o n s ,

l o n g - t e r m j o b c o a c h i n g , a n d

c o n t i n u o u s f e e d b a c k f r o m t e a c h e r s ,

j o b c o a c h e s , a n d e m p l o y e r s

O n - s i t e f o r 6 h o u r s a t b u s i n e s s l o c a t i o n

C o l l e g e

t o C a r e e r

A d u l t P r o g r a m s

E x p l o r e A b i l i t y - T o h e l p

a d u l t s i d e n t i f y w h a t i s

i m p o r t a n t t o t h e m a n d t o

d e v e l o p t h e s k i l l s

n e c e s s a r y t o a c h i e v e

t h e i r g o a l s

P o s s A b i l i t y - I n t e n d e d f o r

a d u l t s w h o w a n t t o

e n h a n c e t h e i r s k i l l s a n d

i n d e p e n d e n c e

T r a d i t i o n a l c o m m u n i t y c o l l e g e e d u c a t i o n

p r o g r a m

B e g i n n i n g w i t h s e l f - d i s c o v e r y , d e v e l o p i n g

a p l a n t o a c h i e v e g o a l s .

U p o n c o m p l e t i o n o f t h e a c a d e m i c

c o m p o n e n t , t r a n s i t i o n t o c o m m u n i t y j o b ,

i n t e r n s h i p , o r v o l u n t e e r p r o g r a m

Position Overview

AbilityFirst is seeking a collaborative and compassionate Chief People Officer (CPO) to lead the organization's overall HR strategy. Reporting to the President & CEO, and as a key member of the Executive Team, the CPO will manage a team of HR professionals to develop and implement strategies that align with AbilityFirst's mission to support people with developmental disabilities and their families. This role requires an experienced HR leader with a strong work ethic and knowledge of labor regulations.

The CPO will be responsible for enhancing talent management, fostering a positive and engaging work environment, and driving organizational change management. This includes overseeing recruitment, employee relations, benefits administration, and the implementation of HR technology solutions. The ideal candidate will have excellent strategic thinking, communication, and interpersonal skills, with a proven track record in human resources and talent management.

Organizational Priorities

Talent Retention and Engagement: Assess current talent management strategies and implement initiatives to retain key staff, focusing on competitive compensation, career development opportunities, and fostering a positive organizational culture.

Compensation and Benefits Review: Conduct a comprehensive evaluation of current compensation structures and benefits packages to ensure they are competitive within the nonprofit sector, addressing any gaps that may impact retention and recruitment.

Employee Well-being Support Programs: Develop or enhance programs that prioritize employee well-being, including mental health resources, work-life balance initiatives, and support systems to ensure the team feels cared for and supported.

HR Law and Compliance: Establish a comprehensive program aimed at assessing current HR practices and ensuring compliance with employment laws and regulations. The program will identify areas for improvement and bolster organizational compliance efforts, safeguarding the organization against legal risks while promoting sustainable growth.

First Year Goals & Objectives

HR assessment of strengths and gaps in the HR Function and operations.

Implement a competitive compensation and benefits benchmarking review.

Launch employee well-being initiatives focused on mental health and work-life balance

Develop a leadership development and career pathing framework.

Establish regular communication channels for employee feedback and engagement.

Participate and partner in the strategic planning process.

Roles & Responsibilities

Organization Leadership & Strategy

Works with the Executive Leadership Team to foster and promote an inclusive and united culture grounded in core organizational values and priorities.

Develops and implements a comprehensive human resources strategy with short and long-term planning for the department, including timeline, budget, and key metrics for success.

Collaborates on strategic staffing plans, compensation, benefits, training and development, budget, and employee relation plans.

Supervises and supports the HR department to ensure collaboration and departmental alignment.

Fosters a positive and engaging work environment, promoting a culture of teamwork that supports the well-being, professional growth, and job satisfaction of all employees. Identifies opportunities to cultivate leadership among staff, including developing and enhancing mentoring and communications systems, and serving as an internal consultant to managers in various employee situations.

Leads organizational change management and communications, including approaches, policies, and procedures to improve overall efficiency across the agency.

Roles & Responsibilities

Human Resources

Serves as the first line of defense for people issues and creates a practice of recognition and appreciation.

Oversees the recruitment, selection, and onboarding processes to attract and retain top talent for all positions within the organization and serves as a trusted advisor and resource for all employees.

Drives the performance management process, regarding performance management and employee development, and recommends new and improved measures for performance evaluation.

Oversees employee relations investigations, documentation, and recommended resolution, working with designated legal advisors as needed to provide expert counsel and guidance on complex employee matters.

Establishes appropriate HR functional metrics, analyzes workforce dynamics and trends, and translates data into meaningful recommendations for improving productivity and performance (e.g. employee turnover, performance ratings, engagement surveys, exit interviews).

Oversees and develops new leadership programs to accelerate the development of high-potential employees at senior and mid-career levels, to improve the pipeline of high-performing professional talent.

Ensures effective benefits administration, including employee enrollment, retirement plans, leaves of absence, workers’ compensation and unemployment claims, compliance, reporting, reconciliation, and answers employee inquiries.

Monitors and ensures compliance with federal, state, and local employment laws, regulations, and recommends best practices, reviews and modifies policies and practices to maintain compliance, and oversees the facilitation of training for employees on compliance-related matters.

Identifies and recommends HR technology solutions with current systems and works with the Tech team to implement selected software systems for better efficiencies.

Qualifications

Bachelor's degree in human resources, organizational development, business administration, or a related field.

A minimum of 6 years of experience as an HR leader; experience in the nonprofit sector or organizations serving individuals with developmental disabilities.

Successful track record of progressive responsibility in human resources/talent management.

Working knowledge of all human resource functional areas including legal, employee relations, recruiting, compensation and benefit administration, HRIS, and training and development.

Strong strategic thinking and problem-solving skills with the ability to anticipate and address HR-related challenges.

Excellent leadership and interpersonal skills, with the ability to build relationships and collaborate effectively at all levels of the organization.

Impeccable communication skills, both written and verbal.

Previous experience coordinating DEI efforts and action plans or similar initiatives.

Demonstrated ability to supervise others, support and evaluate colleagues and reports, and maintain high morale and productivity.

Commitment to the organization’s mission and sensitivity to the needs of underrepresented populations.

Compensation & Benefits

The annual salary range is $170,000 – 190,000. This is a full-time in-person position with the central office located in Pasadena, CA that includes a comprehensive benefits package (i.e. healthcare, dental, vision, and retirement). The CPO is expected to have a presence throughout AbilityFirst’s various sites.

st is a servant leader who is deeply committed solid foundation in HR compliance and regulatory ations operate within the legal framework while e pride in building environments where people ent in guiding others toward success.

r laws, benefits administration, and e of balancing complex regulations with a peoplefirst approach. They excel at fostering a culture of accountability, fairness, and trust while ensuring that policies and practices are transparent and supportive of an inclusive workforce.

A natural mentor and collaborator, they have a proven track record of leading with humility and care, encouraging growth and innovation while providing a strong foundation of HR expertise. Their passion lies in aligning people strategies with organizational goals, and they thrive in environments where they can make a meaningful impact by prioritizing employee well-being, diversity, and organizational sustainability.

Career Track: CPO

The ideal career path for the Chief People Officer at Ability First is grounded in deep expertise in human resources, talent management, and organizational development. This role calls for a strategic leader who can blend vision with strategic planning to foster a positive organizational culture. The CPO will align peoplefocused initiatives with the organization’s mission, driving both growth and impact.

Professionals we may look for:

Chief Human Resources Officer (CHRO)

Head of People

VP of People and Culture

Chief Talent Officer (CTO)

Chief HR Officer

Chief Employee Experience Officer

Director of People Operations

VP of Human Resources

Search Process

Envision Consulting has been retained by Ability First to conduct the search for their incoming Chief People Officer. We follow a comprehensive and structured approach that begins with a needs assessment to understand the organization's position and culture. We source candidates using various strategies, such as leveraging networks, industry-specific databases, and targeted research. Our evaluations are designed to assess qualifications, experience, cultural fit, and leadership potential.

two stages of interviews with Envision, we work with the organization's search mittee to select the individuals they wish to meet and then curate that interview rience. We support the final selection process, including negotiation and offer ulation and offer onboarding support to ensure a smooth leadership transition. To re candidate success, we offer clients a one-year guarantee and executive hing throughout the first year of employment.

yFirst is an equal opportunity employer and does not discriminate on the basis of color, national origin, religion or creed, gender, gender identity, sexual orientation, al status, age, veteran status, disability, or any other legally protected status gnized by federal, state or local law with respect to employment opportunities.

Search Team for AbilityFirst

Envision Consulting is a minority-owned firm specializing in executive search, organizational strategy, merger exploration, and executive leadership transitions. With offices in Denver, Lexington, New York, and Los Angeles, our partners and consultants are former executive leaders within nonprofit organizations who are truly inspired by our collective power to lift up the communities we serve. Our broad spectrum of services helps increase revenues, expand awareness and strengthen service delivery to the clients who need us the most. Learn more at www.envisionnonprofit.com.